SOCI 3304: Chapter 9 (Organizational Identity at Carlsberg Group)

Which component do Albert and Whetten not identify as central to their definition of organizational identity? Centrality Distinctiveness Enduringness Preciseness

- - American organization theorists Stuart Albert and David Whetten explained that defining an organization's identity involves discovering what is central, distinctive, and enduring about it. These Brigham Young University professors based their theory on an empirical study in which they extended the concept of identity crisis from the individual to the organizational level of analysis as they studied an organizational identity crisis faced by their organization. Page reference: 333

George Herbert Mead's conceptualization of individual identity is a conversation between: 'I' and 'me' 'I' and 'we' 'We' and 'me' 'Us' and 'I'

- 'I' and 'me' - Mead proposed that individual identity emerges from and intertwines with the social contexts that shape individuals into selves. He described identity as the product of a protean conversation between the 'I' and the 'me' (see Figure 9.1). The 'me', embedded firmly in the individual's social context, emerges first, coming into existence when an infant hears things about itself from others ('You have the cutest little nose,' 'You're getting so big!'). Taking ownership of these attributes forms an initial self-concept ('my nose,' 'my stature'). But in the act of accepting the 'me', the 'I' appears and, once formed, produces the capacity to resist as well as influence what others say about it ('you may think you know me, but you don't'). Page reference: 336

According to Whetten, categorical organizational identities bring which obligation(s) with them? Technical Regulatory Legal All of the above

- All of the above - Looking for a fuller explanation of organizational identity claims than he and Albert had originally proposed, Whetten asserted that an organization is a social actor in possession of a categorical identity (a.k.a. organizational form identity). Whetten explained that categorical identities institutionalize organizational behavior by bringing to bear the coercive influences of technical, regulatory, and legal obligations, as well as normative political, social, and cultural expectations. These institutional influences can be used to both explain and predict which traits will constitute an organization's identity. Page reference: 334

In Hatch and Schultz's identity dynamics model, the 'us' is socially constructed from and enacted in numerous interactions among __________, while the 'we' emerges from __________ interactions with one another when responding to the 'us.' External stakeholders - External stakeholders Internal stakeholders - Internal stakeholders Internal stakeholders - External stakeholders External stakeholders - Internal stakeholders

- External stakeholders - Internal stakeholders - The 'us', we argued, is socially constructed from and enacted in numerous interactions among those who have a relationship with the organization (i.e. external stakeholders), while the 'we' emerges from organizational members' (i.e. internal stakeholders') interactions with one another when responding to the 'us.' Because member interactions construct an organizational culture as well as making contributions to organizational identity, we felt that culture and identity must be closely related phenomena and included this relationship in our model (see Figure 9.2). Page reference: 337

According to Hatch and Schultz, which two counterposed forces define and shape the identity conversation? Listening Responding Listening and responding None of the above

- Listening and responding - Understanding how and why organizational identity is subject to both stability and change requires an understanding of the processes that underpin its dynamism. Therefore Schultz and I described identity dynamics in terms of two counterposed forces that define and shape the identity conversation: listening and responding. Page reference: 338

Which perspective regards organizational identity as the essence of an organization? Modern Postmodern Symbolic All of the above

- Modern - The concept of organizational identity refers to characteristics that define an organization in the hearts and minds of those who relate to it. But an organization's identity is also defined by what the organization stands for, including its purpose and values. Taking different perspectives on this phenomenon produces differences of opinion about whether organizational identity should be regarded as the essence of an organization (modern perspective), a socially constructed reality (symbolic perspective), or a simulacrum (postmodern perspective). Page reference: 332

Which perspective regards organizational identity as a simulacrum? Modern Postmodern Symbolic All of the above

- Postmodern - The concept of organizational identity refers to characteristics that define an organization in the hearts and minds of those who relate to it. But an organization's identity is also defined by what the organization stands for, including its purpose and values. Taking different perspectives on this phenomenon produces differences of opinion about whether organizational identity should be regarded as the essence of an organization (modern perspective), a socially constructed reality (symbolic perspective), or a simulacrum (postmodern perspective). Page reference: 332

Which theory asserts that what others think and say about you shapes your identity and influences how you present yourself to others? Legitimacy theory Institutional theory Population ecology Social identity theory

- Social identity theory - Regardless of perspective, when it comes to organizational identity many scholars borrow heavily from social identity theory, which posits that no individual stands apart from their social context. Theories built on social identity assert that what others think and say about you shapes your identity and influences how you present yourself to others. The mutual influence between self and others takes place within one or more cultures that contextualize the relevant exchanges of meaning such that the social context of identity formation includes a person's organizational affiliations and culture. Page reference: 332

Page reference: 332 Which perspective has mostly inspired Hatch and Schultz's identity dynamics model? Modern Postmodern Symbolic None of the above

- Symbolic - From our largely symbolic perspective, the organizational identity conversation takes place between an 'us' (the organizational equivalent of Mead's 'me') and a 'we' (the organizational 'I'). Page reference: 337

Which perspective views organizational identities as in a state of continuous flux and change and thereby challenges identity's enduringness? Modern Symbolic-interpretive Postmodern Poststructuralist

- Symbolic-interpretive - Those adopting the symbolic perspective are prone to dismiss Albert and Whetten's proposition that identity is enduring in favor of seeing it as existing in a state of continuous flux and change. Their view undermines the possibility that identity endures. Page reference: 335

Organizational Identity Crisis

- a situation in which the members of an organization face profound uncertainty or confusion concerning who they are and what they stand for as an organization - eg, as triggered by a fundamental change in strategy and/or in the role the organization plays in society

Identity Work

- according to Sceningsson and Alvesson, the discursive practices through which individual identity comes about and is maintained and changed

Enduringness

- an organization's capacity to continue - along with centrality and distinctiveness, part of that which Albert and Whetten claimed establishes an organization's identity

Distinctiveness

- attributes of an organization that differentiate it from other, and particularly similar, organizations - along with centrality and enduringness, part of that which Albert and Whetten claimed establishes an organization's identity

Social Identity Theory

- proposes that no individual stands apart from their social context - the theory that what other think and say about you shapes your identity and influences how you present yourself to others

Centrality

- that without which an entity would not be what it is - an organization's basic function - part of that which Albert and Whetten claimed establishes an organization's identity

Organizational Form Identity

- the defining characteristics that members of a category can legitimately possess