...person. The process of inwardly examining who you are is known as introspection (Branscombe & Baron, 2017). High school was a period in time, where I constantly struggled with the idea of personal identity versus social identity. I was so bent on fitting in with my friend group that I lost sense of who I really was. According to Branscombe and Baron (2017), personal identity is who we believe ourselves to be. On the other hand, social identity is who we perceive ourselves to be in a social context, based on group membership (Branscombe & Baron, 2017). I often abandoned my personal identity during high school because I was afraid of being treated...
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...interdependence and team identification ANIT SOMECH1*, HELENA SYNA DESIVILYA2 AND HELENA LIDOGOSTER1 1 2 University of Haifa, Haifa, Israel Emek Yezreel College, Emek Yezreel, Israel Summary The present study explores the dynamics of conflict management as a team phenomenon. The study examines how the input variable of task structure (task interdependence) is related to team conflict management style (cooperative versus competitive) and to team performance, and how team identity moderates these relationships. Seventy-seven intact work teams from high-technology companies participated in the study. Results revealed that at high levels of team identity, task interdependence was positively associated with the cooperative style of conflict management, which in turn fostered team performance. Although a negative association was found between competitive style and team performance, this style of team conflict management did not mediate between the interactive effect of task interdependence and team identity on team performance. Copyright # 2008 John Wiley & Sons, Ltd. Introduction In modern organizations, teams have become the method of choice for responding quickly to technological and market changes and thus improving the organization’s chances of survival (Illgen, Hollenbeck, Johnson, & Jundt, 2006; Richter, West, van Dick, & Dawson, 2006). Considerable research effort and human energy have been invested in understanding how to create and develop effective teams (e.g., Illgen...
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...and are projected to become even more important in the future due to increasing differences in the population of many countries. Companies need to focus on diversity and look for ways to become totally inclusive organizations because diversity has the potential of yielding greater productivity and competitive advantages. Managing and valuing diversity is a key component of effective people management, which can improve workplace productivity. Unmanaged diversity in the workplace might become an obstacle for achieving organizational goals. Therefore diversity can be perceived as a “double-edged sword”. 2. Concepts of Diversity Diversity is a subjective phenomenon, created by group members themselves who on the basis of their different social identities categorize others as similar ...
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...Part 1 By looking at the psychosocial theory of identity and social identity theory we realize that there is many similarities and differences in how they conceptualise identity. Both theories agree that identity has personal and social aspects. The most noticeable difference is that the psychosocial theory looks at how we achieve our individual identities, whereas Tajfel focuses on how we develop group identities (as cited in Phoenix, 2007, p. 62). Looking at each of the theorists’ biographies shows us how each person’s past has influenced their interests. Erikson’s interest is on core identity and lifelong development whereas the Tajfel’s main interest was on how prejudice is produced through group identity. The two theories have different research methods where Tafel uses an experimental research method to gain objectivity in contrast with Erikson seeking a subjective or insider viewpoint. As a result both theories gather different types of data. We then look at how differently our identities is said to develop in each theory and whether the theories view our identities are fixed or allow for change. Our identity is what makes us unique, it is understood to be our own theory of ourselves and it includes the characteristics and relationships we have with other people (as cited in Phoenix, 2007, p. 47). Erik Erikson (1902-1994) was a psychoanalyst and defined identity as ‘a conscious sense of individual uniqueness, an unconscious striving for continuity and having solidarity...
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...Identity theory applies to all creeds and cultures. We all develop understandings about ourselves, the type of person we are and wish to be and indeed do not wish to be. This essay examines the strengths and weaknesses of the social constructionist theory of identity, wherein it is proposed that our identities are constructed though language and social relations. In doing so, we shall also consider the psychosocial perspective, demonstrating that the evidence does indeed support the statement made although not overwhelmingly so. A core component of social construction identity theory is that our identity is continually evolving throughout our lives (Phoenix, 2007, p. 76). Such identity -movement does not stop per se, it is neither fixed nor rigid but fluctuates continually. Our numerous social interactions directly impacts our identity –thinking to such an extent that our identities are constantly shaped and re-shaped as a direct result of these interactions. In fact, social identity theory goes a step further and proposes that we actively create our identities though our language and essentially through the many forms of social communications, voice, written, electronic (tweets etc), (Phoenix, 2007, p. 71). We interact with people oftentimes in the manner which we wish to be perceived by others, not just in what we say but in how we say it, what we write and how we wish to portray ourselves to others all of which is evidenced through our social behaviourisms. In other words...
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...PSY 496 Table of Contents Abstract……………………………………………………………3 Factors of Bullying………………………………………………...4 Strategies in Combating Bullying…………………………………7 Conclusion…………………………………………………………11 Reference…………………………………………………………..13 Abstract Bullying has occurred in our school for many years. There has been research done on bullying and the causes of why it happens. Bullying was not considered a big deal and was just an ordinary part of growing up until recently. With school shooting occurring and bullying being mentioned as a cause, it became more important to study why bullying has risen. We must study why there seem to be more bullies in the school system and what can be done to help protect the victims of bullies. When doing a quantitative research the aim is to determine the relationship between the independent variable and a dependent variable. Although an experimental research design is considered the strongest of all designs, a descriptive study would be less likely to have bias due to the number of participants. When surveying participants involved in bullying, statistics can show if intervention has helped with the bullying being done and victims of being bullied. Many questions are asked when it comes to bullying, such questions are: where is bullying most common? Who to tell when you are being bullied? What are the characteristics of bullies? What are the characteristics of victims of bullying? Does intervention help bullies as...
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...Keller graduate school of management, Gm591 Mamun Chowdhury (Research question: How do differing perspectives affect out views of workforce diversity?) Introduction: Diversity relates to gender, age, language, ethnicity, cultural background, disability, sexual orientation or religious belief, including that people are different in other respects such as educational level, job function, socio-economic background, personality profile, marital status and whether or not one has family. Diversity and demographic differences can impact individual behavior by creating conflict in the workplace. The success of an organization depends on the workforce of the organization. A workforce made up of diverse individuals from different backgrounds can bring the best talent to an organization. Today, there are more and more ethnic people joining the workforce of the United States. Since the United States is considered the land of opportunity, more people from different backgrounds have migrated to our country over the past 100+ years to obtain work. Now, due to an increase in globalization and companies becoming more diverse, we are seeing even more people of ethnic backgrounds relocating to the United States for opportunities. With the increase in education, this is bringing forth many individuals of whom tend to have a great deal of input into organizations that otherwise would not have happened. These individuals bring a vast array...
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...Business & Society http://bas.sagepub.com/ Corporate Social Performance As a Competitive Advantage in Attracting a Quality Workforce Daniel W. Greening and Daniel B. Turban Business Society 2000 39: 254 DOI: 10.1177/000765030003900302 The online version of this article can be found at: http://bas.sagepub.com/content/39/3/254 Published by: http://www.sagepublications.com On behalf of: International Association for Business and Society Additional services and information for Business & Society can be found at: Email Alerts: http://bas.sagepub.com/cgi/alerts Subscriptions: http://bas.sagepub.com/subscriptions Reprints: http://www.sagepub.com/journalsReprints.nav Permissions: http://www.sagepub.com/journalsPermissions.nav Citations: http://bas.sagepub.com/content/39/3/254.refs.html Downloaded from bas.sagepub.com at INDIAN INST OF MGMNT on May 10, 2011 Greening, Turban / CORPORATE SOCIAL BUSINESS & SOCIETY / September 2000 PERFORMANCE Corporate Social Performance as a Competitive Advantage in Attracting a Quality Workforce DANIEL W. GREENING DANIEL B. TURBAN University of Missouri Several researchers have suggested that a talented, quality workforce will become a more important source of competitive advantage for firms in the future. Drawing on social identity theory and signaling theory, the authors hypothesize that firms can use their corporate social performance (CSP) activities to attract job applicants. Specifically, signaling theory suggests that...
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...Case Analysis of Case Study 3.1: HY DAIRIES, INC Linda Sanchez MGMT 645 Organizational Development & Culture Dr. Laughron January 12, 2014 Apply your knowledge of stereotyping and social identity theory to explain what went wrong here. On first glance this case may appear as if Mr.Gilman has stereotyped Mr.Beauport. However, there does not appear any evidence of stereotyping throughout the case such as having a history of making racial slurs towards any ethnic group. Mr. Gilman’s decision in offering Ms. Beauport the marketing research coordinator’s position does not appear to contain malicious intentions behind it. On the contrary, he seems to be sincere in offering the position for future advancements within the company. Personal experience may have made Ms. Beauport jump to the conclusion that her employer would not accordingly promote her due to the color of her skin and gender. Society’s definition of racial and gender stereotyping is typically towards minorities, such as Latinos or African Americans, or females. This case does not easily follow the “typical” image of racial stereotyping. Some may argue that Ms. Beauport is stereotyping Mr. Gilman as a sexists and racists Caucasian man. Our textbook describes social identity is a way in which people define themselves by the groups to which they belong or have an emotional attachment (McShane & Von Glinow, 2013). It focuses on the different ways people...
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...– The use of teams in organizations given the current trend toward globalization, population changes, and an aging workforce, especially in high-income countries, makes the issue of diverse team building critical. The purpose of this paper is to explore the issue of team diversity and team performance through the examination of theory and empirical research. Specifically, the paper seeks to answer the question: “How might individuals with diverse characteristics such as culture, age, work experience, educational background, aptitude and values, become successful team members?”. Design/methodology/approach – A review of theories that are pertinent to individual differences and team formation, including social identity theory, mental models, inter contact theory, social comparison theory, and chaos theory, was conducted. Team formation and diversity literature were reviewed to identify ways of developing diverse and effective teams. Findings – It is a truism that working together in teams is a smart way of achieving organizational performance goals. This paper discusses the theories, research and practices that underlie the development of efficient and effective teams. It demonstrates that recognizing the underlying individual differences, mental models, and assumptions that team members bring to the organization can help build teams that...
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...SURFACE LEVEL DIVERSITY, DEEP LEVEL DIVERSITY, AND ORGANIZATIONAL COMPETITIVENESS ABSTRACT Surface level diversity is the mixture of people who differentiate by sex, race or ethnicity, and the observably physically disabled. These differences typically cannot be changed and are easy to measure because they are visual. Deep level diversity are differences such as personality and attitudes that can be communicated through verbal and nonverbal behaviors. Diversity can be affiliated with socio-economic factors such as education, profession, job function, and social class. These three components of diversity affect how individuals operate in the workplace. Diversity can channel a sense of competitiveness, which has pros and cons. The purpose of this study is to understand how surface level diversity, deep level diversity, and competitiveness effect employees in the workplace. We also would like to understand the effect management has on diversity and competitiveness. INTRODUCTION What began for many as an effort to meet governmental and legal requirements has evolved into a strategic priority aimed at positioning organizations more competitively in the marketplace (Hansen, 2003). At a time diversity was just a guideline for organizations to meet, not something that was used as an instrument to truly improve the efficiency of an organization. Companies now put more effort into improving the diversity within their organization. Organizations devote resources to a variety...
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...Student name: Farah Ahmed Student ID: 3262523 Course name: Organizational Behaviour Course number: ORGB 364 Assignment 1 Part A 1. Marketing specialists at Napanee Beer Co. developed a new advertising campaign for summer sales. The ads were particularly aimed at sports events where Napanee Beer sold kegs of beer on tap. The marketing group worked for months with a top advertising firm on the campaign. Their effort was successful in terms of significantly higher demand for Napanee Beer's keg beer at sports stadiums. However, the production department had not been notified of the marketing campaign and was not prepared for the increased demand. The company was forced to buy empty kegs at a premium price. It also had to brew some of the lower priced keg beer in vats that would have been used for higher priced specialty beer. The result was that Napanee Beer sold more of the lower priced keg beer and less of the higher priced products that summer. Moreover, the company could not initially fill consumer demand for the keg beer, resulting in customer dissatisfaction. Begin with a comprehensive description of open systems theory as it applies to both external and internal environments. Then apply the open systems theory to explain what occurred at Napanee Beer Co. The open systems theory states that organizations are a living part of external environment, which affect and also get affected by external environment. They depend on external environments for resources, such as raw materials...
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...Racism is a term that is often used to describe a variety of social, culture and economic problems, but has, unfortunately, acquired “so many contradictory meanings that it takes on the aura of a myth,” it has become increasingly difficult to define . Although the term wasn’t officially featured in the Larousse Dictionary until 1932, racism had been a dark cloud hanging over the global horizon for centuries (de Benoist, 1999). Whenever there are people of different cultural and social characteristics introduced into the mix, a recipe for racism and the hostilities it generates is created. Because racism defies a singular definition but is usually represented by the categorizing of people according to certain criteria, it can perhaps best be understood by discussing the issue itself in terms of such categories as the reasons for racism, its causes, why it continues, and how its meaning is ever-changing. It is widely accepted by sociologists that racism is essentially an ideology or belief system with its foundation cemented by three basic ideas. First, there is the fact that human beings can be divided naturally into different physical types (Vorster, 2002). For example, Africans are ‘typed’ by their dark skin color and by their curly hair; Asians are known for their ‘yellowish’ skin color, black hair and slanted eyes, etc. Often, solely on the basis of these physical traits, assumptions are automatically made that become “intrinsically related to their culture...
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...is by race, gender, culture, or religion, it is something that is almost always present in human interactions, and often times can be completely subconscious. In our textbook Interpersonal Communication by Kory Floyd, an ingroup is defined as “A group of people with whom one identifies.” An outgroup is conversely defined as “A group of people whom one does not identify.” Henri Tajfel first coined this terminology while he was working to devise his social identity theory. These ideas of classifying people into ingroups and outgroups can lead to many different social behaviors in society. Three major phenomena that are most commonly linked with ingroups and outgroups are, ingroup bias, social influence, and group homogeneity. Better understanding of these four ideas, and how they work with and against each other will allow for a clearer appreciation of why many different interpersonal interactions take place in the manner that they do. Henri Tajfel pioneered these concepts in 1970 when he was investigating his concept of social identity theory. In his study, titled Experiments in Intergroup Discrimination, the aim of his experiments was to, “Demonstrate that merely putting people into groups (categorization) is sufficient for people to discriminate in favor of their own group and against members of the other group.” He did so by conducting two different experiments. Both entailed large groups of young boys ages 14 and 15 being split into two distinct groups. In the first experiment...
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...Use concepts and ideas from the social approach to explain the key issue you have studied (12 marks) The key issue I have studied is the abuse of detainees at Abu Ghraib. Abu Ghraib is a prison in Iraq and was used by the Iraqi government as a prison for many years. When the Iraqi government was removed from power, the prison was used to hold Iraqi detainees, who were guarded by soldiers from the USA. In April 2004 it was made public knowledge that the detainees were being tortured and dehumanised by the American soldiers. Newspapers were filled with photographs and descriptions of the torture of the Iraqi detainees and there was public disapproval of what was evidently intolerable treatment inflicted on them. One theory that could be used to explain the issue is Milgram’s agency theory of obedience. This theory could be used because the soldiers are trained to be agents of authority and believe they have a duty to protect America as agents of society thus as soldiers, they would be agents obeying the orders rather than autonomous individuals making their own decisions. The soldiers would not have been in an autonomous state, and would have therefore be more able to carry out the orders given to them by an authority figure. This may have been because the soldiers were under the impressions that they would not be held responsible for their actions hence they thought it was acceptable to torture the Iraqi detainees as well as degrading them in the process. ...
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