Organsiation behavior Essay Example | Topics and Well Written Essays - 2000 words

Organsiation air - Essay ExampleHowever, what is easy to assume is that any organization is extremely dependent on its mint. Without people a company would not be able to exist or operate. So, it can be tell that people are one of the most important assets of a business, because people are the ones who perform such(prenominal) organizational activities as planning, producing goods or services, and managing operations, among others. For that reason it can be easily understood that companies strive for the beaver talent. However, outstanding professional skills of an individual are not enough for one to be effective in an organization. In order for an individual to work in line with the company, one must have value and goals similar to those of the company. This forms a feeling of belonging to an organization, which is called organizational identification (Gemmiti 2008, 6). This particular phenomenon is the major topic of this paper. In particular, the goal of the given work is to examine what specifically the concept of organizational identification entails, as well(p) as how it is related to employees job performance, commitment, and CSR activities carried out by a company. Body Dutton, Dukerich and Harquail (1994, 240) present a dim analysis of the concept of organizational identification. ... As it was already stated, organizational identification refers to individuals familiarity of belonging to an organization. In particular, as Gemmiti (2008, 6) outlines, organizational identification implies employees being psychologically and emotionally coast to a group of people that make up the organization. This psychological attachment is, then, verbalized in employees showing certain types of behavioural patterns, including job commitment and improved performance. Furthermore, since organizational identification involves persons belonging to a group, the individual is likely to show mostly confident(p) behaviours if organizational identification is strong . This is expressed in positive word-of-mouth publicity supported by the individual and, as Bartels (2006, 1) stresses out, in-group favouritism. So, strong and positive organizational identification of employees ensures that people support the organization in all the aspects of its operations. It is, thus, also true in relation to acceptance of changes and innovations, as well as lower absenteeism and turnover rates. The perception of self and the superior general self-concept of a person with positive organizational identification are modified as the persons goals get aligned with organizational goals and value (Meyer, Becker, and Van Dick 2006, 665). So, it can be said that the person-organization fundamental interaction is two-sided. While organizational identification of an individual impacts the overall performance of a company, companys values and strategies, in their turn, influence individuals self-perception. For that reason it is important for companies to develop their