To see the other types of publications on this topic, follow the link: Identity in organization.
Dissertations / Theses on the topic 'Identity in organization'
Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles
Consult the top 50 dissertations / theses for your research on the topic 'Identity in organization.'
Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.
You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.
Browse dissertations / theses on a wide variety of disciplines and organise your bibliography correctly.
1
Cleaver, I. "How members of high identity demand organizations perform identity work relating to organization membership." Thesis, City University London, 2014. http://openaccess.city.ac.uk/11895/.
Full textAbstract:
This study asks: how do members of high identity demand organizations perform identity work relating to their organization membership? Using social identity theory, Kreiner, Hollensbe and Sheep (2006a) defined high identity demand vocations as imposing significant forces on members towards integration with a role. Through an inductive empirical study I respond to their call for studies taking the organization, rather than role, as the referent for identity work. Taking large professional service firms (PSF) as high identity demand organizations, this study explores: how identity work on the social identity is conducted from within multiple identity positions; how identity work responses are combined to address the challenges within multiple identity positions; how the identity work setting influences the performance of identity work; how the concurrent performance of identity work by others supports an individual’s identity work; and the types of events creating difficult identity work for PSF partners. Finally I combine these in considering the reversal of spirals of de-identification.
2
Griffith, Cameron. "Organizational Identity Dynamics| The Emergence of Micro-level Factors in Organizational Identity Processes for an Acquired Organization." Thesis, The George Washington University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3732580.
Full textAbstract:
<p> This single case study examined the construct of organizational identity, defined as that which is central (i.e., fundamental to the organization), enduring (i.e., persisting over time), and distinctive (i.e., uniquely descriptive) about an organization’s character (Albert & Whetten, 1985). Specifically, the study addressed the research question: <i>What are the organizational identity processes occurring in an acquired organization?</i> While past research has addressed the construction of organizational identity, little research has examined this phenomenon after an organizational acquisition. The organizational identity dynamics model by Hatch and Schultz (2002) provided the theoretical underpinnings for this research and was utilized to establish the conceptual framework for this study.</p><p> This qualitative research study explored how organizational identity was constructed for members of an acquired organization as they initially learned of the acquisition and as they assimilated into their new organizational environment. Data were collected through semistructured interviews, document and archival review, and artifact review. This methodology maintained research integrity by establishing reliability and trustworthiness, with data triangulation used to validate study results and findings. The setting for this research was a private, family-owned transportation organization that had recently acquired a competing company.</p><p> This research study yielded three primary findings. First, individual-level variables such as personal anxiety or career status were significant factors in the organizational identity processes. Second, sensemaking was critical in the identity process for members of AcquiredCo. Findings indicated that sensemaking was enacted through several key factors, including organizational image, sensegiving by the acquiring organization, comparison processes, social learning, artifacts, and critical incidents. Last, the preacquisition environment of the acquired organization had a significant role in the identity-related processes.</p><p> This research study contributes to both theory and practice, expanding theoretical knowledge of identity construction for members of an acquired organization. Additionally, the research findings provide significant benefits to organizations that seek to more effectively assimilate members of an acquired organization into the acquiring organization, ultimately with a greater understanding of “who we are” (Gioia, 1998) as an organization.</p>
3
Cole, Tami. "Impact of an organization identity intervention on employees' organizational commitment." Thesis, Pepperdine University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10133149.
Full textAbstract:
<p> This project examined the impacts of an organization identity intervention on workers’ commitment during large-scale transformational change at a financial services company. A 21-member information technology team was recruited for the study. Commitment was measured using a quantitative instrument and the events and data collected during the identity intervention were described. Participants generally enjoyed the intervention, although team members grew increasingly negative over the course of the event due to past experiences with similar interventions. Commitment was consistent across both groups and remained unchanged across the study period. The study organization is advised to assure that its leaders support and are prepared to respond to the results of any interventions conducted and take measures to nurture participants’ existing affective commitment. Continued research is needed to evaluate the impacts of the identity intervention on commitment. Such studies are advised to utilize a larger sample and to measure organizational commitment using mixed methods.</p>
4
Chen, Basil Kuo Chih. "Constructing Positive Organization Identity with Virtuous Positive Practices." Thesis, Benedictine University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3584795.
Full textAbstract:
<p> This study explores the impact of virtuous positive practices on organization identity, specifically it addresses the question of <i>how</i> organizations use virtuous positive practices to construct a positive organization identity. I use an inductive approach to conduct a case study of two organizations that have a reputation of outstanding culture, employee engagement, customer orientation, and have contributed to their respective communities. The study presents a model with a set of five propositions describing how the two organizations use virtuous positive practices to construct a positive organization identity. Key findings suggest that when virtuous thoughts, inspiring words, and empowering deeds are aligned in the construction process, the resultant identity characteristics are imbued with positivity.</p>
5
Hill, Theodore. "LONGING TO BELONG: IDENTITY AND ORGANIZATION THEORY." Diss., Temple University Libraries, 2011. http://cdm16002.contentdm.oclc.org/cdm/ref/collection/p245801coll10/id/118112.
Full textAbstract:
Business Administration/Strategic Management<br>Ph.D.<br>This dissertation consists of the first three papers in a stream of organization theory research inspired by the insight that humans are as motivated by identity self interest - or the "longing to belong" - as by instrumental self interest. The first paper (chapter 2) spells out this insight and its implications for the governance of knowledge intensive organizations; the second paper (chapter 3) offers an empirical test of the fundamental assumption that a continuum of motivation influences governance arrangements; and the third paper (chapter 4) uses a historical case study to refine process theories of organization by emphasizing the struggle for dominance between identity groups and their logics.<br>Temple University--Theses
6
Peplow, Amber Leigh. "Creating change in the SEIU and the AFL-CIO: The role of identity." Diss., Texas A&M University, 2003. http://hdl.handle.net/1969.1/2263.
Full textAbstract:
The SEIU and the AFL-CIO utilized similar rhetorical strategies in creating identification to further change within their organizations. Despite similar rhetorical strategies, the change efforts differ substantially in terms of success. This dissertation argues that the audience, culture and organizational structure influence the success of the change effort. The dissertation provides implications for rhetorical communication in labor unions.
7
Moreau, Eastine Louise. "Sailing on a Sea of Hope| Exploring the Impact of Federal Consolidation on Individual Identification and Organizational Identity." Thesis, The George Washington University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3615174.
Full textAbstract:
<p> Organizational consolidation and restructuring is a long held public sector quick-fix solution to issues of limited congressional funding, ineffective structure, and/or the presumption of hierarchical failures of leadership, in hope of improving organizational performance. Such attempts at federal government reorganization are often criticized in terms of <i> dollars and sense</i>—attempting to save dollars, but not making much sense. While a plethora of literature exists on private sector reorganization (i.e., merger and acquisition) and their workforce, there is scarce research available on similar events for the public sector. </p><p> This case study sought to understand the impact of mandated federal consolidation on the public sector workforce. Leveraging Cheney's (1983) and Bergami and Bagazzi's (2000) theories and studies on organizational identification, the second order effect on identity and identification for the associated federal workforce was revealed as having significant negative impact—worthy of immediate leadership attention and future study. A key conclusion of this study provided insight into public sector individual identification as grounded in differing psychological contracts dependent on status (military versus civil service), but revealed a shared an incremental hierarchical default to patriotism as the final vestige for rationalizing identification. </p><p> Recommendations are offered for future public sector studies as a dichotomous evaluation of military versus civil service, expanding literature beyond the private sector, and offering practical insight for the world's largest employer, the Department of Defense, with likely benefit for the workforce and the taxpayer. The question remains whether the study leadership will leverage these lessons learned or just continue their journey <i>sailing on a sea of hope</i>. </p>
8
Shore, C. N. "Organization, ideology, identity : The social anthropology of Italian communism." Thesis, University of Sussex, 1985. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.373907.
Full text
9
Lyras, Ewgeniya. "Analýza organizační kultury společnosti SEAFOOD s.r.o." Master's thesis, Vysoká škola ekonomická v Praze, 2010. http://www.nusl.cz/ntk/nusl-16504.
Full textAbstract:
The aim of the thesis is to analyze the organizational culture of the company SEAFOOD Ltd. and propose a set of measures which would contribute to strengthening the organizational culture of the company. Before starting the research the theoretical materials were investigated and hypotheses were set. The main theoretical basis in this thesis is the theory of E.H. Schein. During the work there were discussed as positive impacts of the organizational culture, as well as its restrictive side. In this work was also mentioned the issue of connection between the individual characteristics and qualities of the individual and his working career. After carrying out research, which consisted of writing surveys filled by company employees, guided interviews with some managers and observations, the conclusion about the current level, the problems and the strong sides of the organizational culture SEAFOOD Ltd. was made. After the conclusion there was suggested a set of actions which should lead to the strengthening of the organizational culture of the company and contribute to a higher level of identification of the company's employees with SEAFOOD Ltd.
10
Staples, Amy L. S. "Constructing International Identity: The World Bank, Food and Agriculture Organization, and World Health Organization, 1945-1965." The Ohio State University, 1998. http://rave.ohiolink.edu/etdc/view?acc_num=osu1393196164.
Full text
11
Vaughn, Jonathan Scott. "The Firefighter, The Babysitter, and The Sacrificial Lamb: Identity and Consent Among Customer Service Supervisors." The Ohio State University, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=osu1243962382.
Full text
12
Spittal, Ryan. "The Impact of Geographic Expansion on Intended Identity of an Organization." NSUWorks, 2010. http://nsuworks.nova.edu/hsbe_etd/106.
Full textAbstract:
As organizations grow and expand past their operational headquarters, individual branches may reflect a different identity than that of the headquarters. The question then is, "Is senior management able to transcend geographical boundaries and communicate the identity that has shaped their strategy for the organization?" The purpose of this study is to examine the impact of geographical expansion on the reflected perceptions of internal stakeholders related to the organization's intended identity as defined by senior management. Through this study, four themes emerged from the data. The themes included a reliance on reputation, a sense of belonging, peer influence, and communication congruence. Based on this data, the study provides a marketing of identity process to assist organizations in communicating their identity throughout the organization and across geographic locations.
13
Indal, Erik, and Anders junior Lindström. "Organisationsidentiteten på Migrationsverket : Relationen mellan organisationskulturen, -identiteten och -imagen." Thesis, Karlstad University, Division for Business and Economics, 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-111.
Full textAbstract:
<p>Dagens organisationer verkar i en allt mer komplex miljö. Samhället och media ställer nya krav där det inte längre räcker att tillfredsställa ägarna och kunder, utan hänsyn måste även tas till allt runt omkring verksamheten. Den här uppsatsen belyser utsuddningen av gränser mellan organisationer och dess omgivning. Genom att analysera identiteten hos Migrationsverket vill vi visa på relationen mellan kultur, identitet och image och hur den processen, integrerar och influeras av de interna och externa aktiviteterna för en organisation.</p><p>Empirin bygger på intervjuer med chefer inom verksamhetsområdet Besök och Bosättning hos Migrationsverket. Genom att använda en intervjumall med olika teman såg vi olika fenomen hos respondenterna. Dessa observationer delades sedan in i gemensamma kategorier som ligger till grund för tolkningen av empirin.</p><p>Migrationsverket upplever många förändringar både internt och externt, men kulturen är djupt rotad och har inte förändrats. Medarbetarna kan inte identifiera sig med omgivningens bild av verket. Organisationens ökade interaktion med omgivningen har inte fungerat på ett tillfredsställande sätt. Istället för att ta intryck av omgivningen och möta en negativ image så har Migrationsverket slutit sig för att skydda sin identitet. Organisationen klarar inte av att vara en både en myndighet och ett tjänsteföretag. Verket fångar inte upp tendenser och uppfattningar i omgivningen, utan har slutit sig för att skydda sin identitet. Att kunna påverka omgivningens uppfattning ses som svårt om inte omöjligt vilket har skapat en osjälvständig organisation som sätter ägarens krav i första hand, på bekostnad av sitt eget välbefinnande.</p><br><p>Today’s organizations are operating in a more complex environment. Society and media makes new demands, and it is no longer enough to satisfy owners and costumers. This paper illustrates the reduction of boarders between organizations and the external environment. By analyzing the identity of Migrationsverket we will illustrate how, the relationship between culture, identity and image, as a process, are integrated and influenced by the internal and external activities of an organization.</p><p>The empiric is found based on interviews with executives at Visiting and Settling, one of the spheres of activities, at Migrationsverket. By using an interview- mold with different themes, we could see different phenomena among the respondents. These observations were then divided into common categories, which built the grounds for the empiric.</p><p>Migrationsverket are going through many changes, both internal and external, but the culture is deeply-rooted and has not changed. Coworkers can not identify with the picture held by the external interested party. The organizations exceeded interaction with the external surrounding has not functioned in a satisfying way. Instead of taking impression of the surrounding and meet a negative image, Migrationsverket has closed itself to protect its identity. The organization can not handle being both an authority and a service organization. Migrationsverket can not capture tendencies and opinions within its surrounding; moreover it has closed itself to protect its identity. The ability to change the opinion of the external environment is seen as difficult, if not impossible, which has created a dependent organization that puts the owners’ demands primarily at the expense of its own well-being.</p>
14
Kuusipalo, J. T. (Jaana T. ). "Identities at work—narratives from a post-bureaucratic ICT organization." Doctoral thesis, University of Oulu, 2008. http://urn.fi/urn:isbn:9789514289453.
Full textAbstract:
Abstract
The purpose of this research is to study identity construction in an ICT organization, which is generally seen as a flexible environment to be employed. The demise of a bureaucracy is generally seen as a positive thing. In new organizational forms employee participation is considered a central factor. The lack of boundaries in work brings not only freedom but also challenges. Organizations, tasks and people change constantly and employees find that they have to reconstruct their identities.
This study is inductive, meaning that any theoretical frame was not chosen before doing the empirical analysis. The paradigm underlying narrative research is similar to constructivism in that human knowledge is not regarded as a coherent view of reality but as a plurality of small narratives, local and personal in nature, which are always under construction. The constructivist paradigm is based on the idea that social reality is socially constructed.
This study contributes to identity narrative discussion and is thus current. Four different identity narratives are produced within this study: nostalgic, future-oriented, instrumental and chameleon narrative. Hence, the analysis resulted in four separate identity narratives. The relationship between the individual and the organization vary in each of the identity narratives. The empirical results also show that older employees produce more coherent identity stories and appear to be more committed to the organization. For younger employees the company is not as important, instead are more committed to their own career, family or something else. This is a significant result both theoretically and empirically. Theoretically it is interesting because it shows that in constructing identity, the organization does not have a central role. Empirically it means that the skilled employees might easily leave the organization if they feel they are not respected or if the organization does not support their personal careers.
The present study provides evidence of narrativity supporting the construction of identity in a post-bureaucratic organization. Maintaining open dialogue requires open communication, which is not present in traditional, bureaucratic, top-down management. A post-bureaucratic organization allows for open dialogue in principle, but the time and space needed for narration in this environment is fragmented.
15
Mercea, Dan Mihai. "Communicating offline protest online : Mapping changes in mobilization, identity-building and organization." Thesis, University of York, 2010. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.533459.
Full text
16
Marcil, Jacinthe. "Political awakening, identity formation and the other's survival: Bihar's internal re-organization." Thesis, University of Ottawa (Canada), 2009. http://hdl.handle.net/10393/28297.
Full textAbstract:
Since Independence in 1947, India has been internally reorganized several times, and new states have been carved out of old ones for various reasons. The latest stage of reorganization occurred in 2000 when the states of Uttaranchal (Uttarakhand), Jharkhand and Chhattisgarh came into being from the remodelling of Uttar Pradesh, Bihar and Madhya Pradesh respectively. The three new states have their under-development in common as well as their sense of injustice about regional exploitation. This research focuses on the case study of Bihar and Jharkhand, situated in the Eastern part of India's Northern Hindi-speaking belt. Two distinct threads are followed: a top-down approach which asks why the central government decided to split Bihar; and a bottom-up approach wondering how the local population -- specifically the tribal one -- managed, throughout the years, to gain political power and to obtain their long-wanted -- yet truncated -- autonomous state within the Indian federation.
17
Kelner, Shaul. "Almost pilgrims : authenticity, identity and the extra-ordinary on a Jewish tour of Israel /." Ann Arbor, MI : University Microfilms, 2002. http://proquest.umi.com/dissertations/preview/3063843.
Full text
18
Alm, Sofia. "The Locked-In Identity? : A case study of the management of multiple organizational identities in a dependent partner organization." Thesis, KTH, Skolan för industriell teknik och management (ITM), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-279660.
Full textAbstract:
For decades´ researchers as well as business managers have deliberated on the matter of what constitutes an organization´s core and identity. This paper investigates the management of multiple identities in a dependent partner organization, defined as an organization with products or services dependent on, and/or with a business derived from, a mother organization´s products or services. For managers, managing organizational identity on organizations with an increasing part of their business value dependent on partnering with another organization, this becomes a question of managing multiple identities. As an aid for managers in determining the relevant managerial response, Pratt and Foreman developed a framework classifying four different responses, presented in an article in the year 2000. However, in limmiting the scope of their research to not include an organization´s perception of the identity of the external network in which it resides, the framework is not sufficient for managers of a dependent partner organization. The current research has analyzed and further developed how the managerial response framework for multiple identities could be used in such a dependent partner organizational setting. The perception of how a mother organization is reflected in a dependent partner organization identity is investigated through interviews ina single case study at a specigic type of dependent partner organization, namely a dealer organization. The analysis of the data was deductive, based on the theoretical construct of organizational identity, and followed a theoretical thematic analysis methodology. The findings from the research reveal how different perceptions of the mother organization is reflected in every criterion of the dependent partner´s organizational identities. Also, results show how these organizations are high in synegry, as the mother organization creates a standard frame of reference for all units of the dependent partner. The results further develop the managerial framework by Pratt and Foreman for such an organizational setting by syggesting two responses from the framework as particularly suitable. For managers of a dependent partner organization the risk of the high presence of the mother organization in the own organizational identity is also coupled with decreased member identification. To manage this, it is suggested to engage in internal employee education and activities. Furthermore, an increased focus on fostering a strong leadership, capable of consciously managing the constant construction of organizational identity in the blurred lines between the partner and the mother organization, is needed. Due to the positioning of organizational identity as a constructed in the interaction between two parts, social constructionism is further suggested to be an appropriate epistemological view when studying the dependent partner organization.<br>I årtionden har akademiker och chefer brottats med nfrågan om vad som är en organisations kärna och identitet. Denna uppsats undersöker hanteringen av multipla identiteter i en beroende partnerorganisation, här definierad som en organisation vars produkter eller tjänster är beroende av, och/eller sprunget från, en moderorganisations produkter eller tjänster. Hanteringen av en organisations identitet är en del av chefens huvudsakliga syfte och i organisationer där grundaffären alltmer beror av en partnerorganisation blir detta en fråga om att hantera multipla identiteter. Pratt och Foreman presenterade i en artikel år 2000 ett ramverk för chefer som klassificerar fyra olika responser i hanteringen av multipla identiteter. Studien är dock avgränsad till att inte innefatta organisationers uppfattning om identiteten av det externa nätverk inom vilken organisation är en del, i den egna organisatoriska identiteten. Denna avgränsning gör ramverket otillräckligt för chefers bedömning av hanteringen av multipla identiteter i beroende partnerorganisatoriska. Den nuvarande studien har analyserat och vidareutvecklat ramverket för hantering av multipla identiteter utifrån den beroende partnerorganisationens position. Hur moderorganisationen uppfattas och reflekteras i den beroende partnerorganisationens i dentitet har undersökts genom intervjuer i en enfallsstudie hos en specifik typ av beroende!partnerorganisation, nämligen en återförsäljare. Analysen av data har varit!deduktiv, baserad på teorin om vad!som utgör en organisatorisk identitet, och har följt en teoretisk tematisk analysmetod. Resultaten från studien visar hur uppfattningar om moderorganisationen reflekteras i varje kriterium av den beroende partnerorganisationens identitet och hur dessa typer av organisationer har möjlighet till höga synergieffekter, som en följd av att moderorganisationen skapar en gemensam gruns att stå på. Resultaten leder till en vidareutveckling av Pratt och Foremans ramverk för hanteringen av multipla identiteter genom att föreslå två av responserna som mer anpassade för den specifika organisationstypen. För chefer i en beroende partnerorganisation är risken med den starka närvaron av moderorganisationen i den egna identiteten att medlemsidentifieringen misnkar. För att hantera detta föreslås att bygga upp en intern utbildning samt uppmuntra interna aktiviteter. Det föreslås också att fokusera på att fostra ett starkt ledarskap som är kapabelt atill att medvetet hantera den konstanta konstruktionen av den egna organisatoriska identiteten i gråzonen mellan moderorganisationen och den beroende partnerorganisationen. Vidare är också scocialkonstruktionismen identifierad att vara en lämplig epistemologisk ståndpunkt vid studien av en beroende partnerorganisation, givet att den organisatoriska identiteten konstrueras i relation till en annan part.
19
Evans, Joel M. "SERVING THE CUSTOMERS, THE ORGANIZATION, OR BOTH? EXPLORING SERVICE PROVIDERS' IDENTIFICATION WITH CUSTOMERS IN THE CONTEXT OF AN ORGANIZATION'S CUSTOMER-DIRECTED FAIRNESS." Diss., The University of Arizona, 2009. http://hdl.handle.net/10150/195741.
Full textAbstract:
This dissertation investigates how customer service providers identify psychologically with their customers, as well as how this identification is influenced by an organization's treatment of customers, and how customer identification ultimately affects service performance. Based on predictions made from relational models of fairness and social identity theory, I hypothesize that an employee's perceptions of organizational fairness antecede identity cognitions related to the organization and its customers, and that these identity variables then influence service behaviors. These predictions are tested in two lab studies utilizing a simulated electronic help desk experiment. Results show that an organization's customer-directed fairness affects an employee's customer identification, while employee-directed fairness affects organizational identification. Results also show that customer identification and organizational identification interact to affect the level of politeness demonstrated by service providers, and that customer-directed fairness influences pro-customer rule breaking independently of identity variables. Theoretical and practical implications are discussed.
20
McGuire, Carol. "WHO WE ARE MATTERS:THE IDENTITY OF THE INFORMATION TECHNOLOGY ORGANIZATION AND OUTSOURCING SUCCESS." Case Western Reserve University School of Graduate Studies / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=case1457534129.
Full text
21
Carrasco, Megan M. Carrasco. "THE IDEAL MILLENNIAL WORKING WOMAN:A THEMATIC ANALYSIS OF HOW PROFESSIONAL IDENTITY, IMAGE, AND CAREER ARE CONSTRUCTED ONLINE." Kent State University Honors College / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=ksuhonors1462800639.
Full text
22
Tyworth, Michael J. Tapia Andrea H. Sawyer Steve. "Reflections of identity how information systems mirror the organization as a social actor /." [University Park, Pa.] : Pennsylvania State University, 2009. http://etda.libraries.psu.edu/theses/approved/WorldWideIndex/ETD-4744/index.html.
Full text
23
Loggert, Josefin, and Mairon Åhlin. "Managing and adapting organizational identity : A qualitative case study using a strategy-as-practice perspective to investigate an IT consultant organization." Thesis, Umeå universitet, Institutionen för informatik, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-119492.
Full textAbstract:
Evolution of IT has resulted in fundamental changes in society, changes that have affected the IT consultant industry and introduced challenges in how IT consultant organizations should adapt to a new, turbulent market. In order to investigate these challenges this study set out to understand the organizational identity of IT consultant organizations, aiming to address the following research question: How do IT consultant organizations manage and adapt their organizational identity? To answer this question a qualitative single case study has been conducted using Whittington’s integrated framework for strategy-as-practice as a theoretical framework. The results show that the case organization of this study manages and adapts their organizational identity by adjusting its work procedures to the new market as well as their role in the relationship with customers. The results also indicate that the case organization manages and adapts their organizational identity by balancing the identity established by headquarter and the identity set by themselves in regard to their local context. These results demonstrate the possibilities of multiple organizational identities within an organization.
24
MacDonald, Ian. "Identity development of people with learning difficulties through the recognition of work." Thesis, Brunel University, 1990. http://bura.brunel.ac.uk/handle/2438/1366.
Full textAbstract:
This thesis examines the development of identity of people with learning difficulties. It concentrates on an aspect which has hitherto not received significant attention, that is the importance of recognition of work in the developmental process. In order to do this the thesis defines work in a particular way, based on the work of E Jaques. It defines work in terms of the decision making process which leads to an external transformation of the world. It is the recognition of this transformation by another person which affirms the actor and enhances a sense of self. For this recognition to be effective, i.e. help in the development of identity, the thesis argues that it is critical to understand the way in which a person constructs their world and links intention with action. A general model is offered to describe this process whereby the person moves from a subjective construction of the world (a world of subjective discontinuity) to one which can be understood by others (interactive discontinuity). Although the model can be applied generally the thesis examines problems faced by people with learning difficulties due to their relatively limited intellectual ability, communication skills and not least the particular social context in which many have lived, i.e. institutional care. The thesis begins by examining the problem of the appropriate social role for such people given the current intention to allow each person to develop to their full potential. This involves a discussion of social policy leading to a consideration of institutionalisation and its alternatives. Then the model of identity development is presented in terms both general and specific to people with learning difficulties. In the context of methods of assessment a particular form of assessment, The Chart of Initiative and Independence, is considered in the light of the main thesis of identity development. Its subsequent use is then analysed and compared with other approaches in different settings. The thesis concludes by appreciating the limitations of both the model of identity development and the C.I.I, and considering complementary approaches whilst underlining the significance of recognition of work in any setting.
25
Reno, Dorothy. "Sage and the city: A case study of identity at an urban Aboriginal organization." Thesis, University of Ottawa (Canada), 2009. http://hdl.handle.net/10393/28417.
Full textAbstract:
In the past few decades, Aboriginals in Canada have undergone a steep urban transition. The challenges associated with the city, such as racism, poverty, feelings of dislocation, coping and thriving within the broader Canadian society, and negotiating identity, are all issues which led to the creation of urban cultural centres and organizations. Within the context of these organizations, the communities that are formed are multicultural in the sense of bringing together all Aboriginal peoples from a variety of First Nations, Metis and Inuit backgrounds. On one hand, Aboriginal cultural centres are faced with the challenge of respectfully acknowledging the diverse cultures of Aboriginal peoples, while on the other, identifying, and celebrating the common cultural values shared by all Aboriginals. Cultural centres have also stepped up to offer support for Aboriginal people(s) in the ongoing negotiation with modernity and the healing through the process of cultural reclamation. This study, which is exploratory in nature, examines identity at an urban Aboriginal cultural centre, from both individual, and community perspectives. In true postmodern fashion, this work melts away disciplinary boundaries by taking on theoretical approaches from sociology, anthropology, and political philosophy.
26
Smith, Gregoria Dumlao. "Congregational identity work through communicative texts| The Palmer Memorial Episcopal Church." Thesis, Fielding Graduate University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3613255.
Full textAbstract:
<p> Facing the threat of schism in a globalized church by a proposed ban on bishops in openly gay relationships, a parish rector turned to reconstructive rhetoric to promote a unified identity among members of his congregation. This case study uses a sampling of sermons delivered by the Reverend James Nutter, former rector of Palmer Memorial Episcopal Church, to examine how <i> rhetoric was used to address his congregation, to promote and support collective identity in a potentially divisive atmosphere.</i> The research asks, what was accomplished by the rhetoric and what resources did the congregants themselves bring into play in constructing and maintaining the collective identity of their community? The goal of this research was to find a resonant <i> representative anecdote</i> summing up the parish's organizational identity. The study uses Burke's theory of identification, which involves a systematic clustering of terms that denote <i>association, disassociation,</i> and <i>transcendence.</i> Data sources consist of 37 primary sample documents from sermons, personal interviews, and a focus group analyzed as a Hermeneutic Unit in the Social Scientific Program, ATLAS.ti. The multi-step qualitative research included close reading, content analysis, and coding of <i>umbrella constructs, constructs,</i> and <i>coding themes, </i> which were clustered into semantic maps of <i>coding networks. </i> The study also drew from discourse, church identity, and organizational theories. It contributes to rhetorical theory in the use of parables as analogical extensions that validate the Christian tenet of “families” gathering at the table despite diversity, and the resistance at Palmer to the actions of global church leaders that were perceived to marginalize gay members of the community. Congregants echoed the cognitive patterns embedded in the parables, connecting them to their own experience and practice of being members of the congregation. When identity work includes a seasoned preacher effectively addressing a competent audience in the pews, parish identity is found to be similar to, but not identical with the denominational identity. The result was an alignment of shared values in Palmer`s representative anecdote, <i> In my Father's mansion, there is room for you.</i></p>
27
Estera, Annabelle Lina. "Locating Identity: Narratives of Ethnic and Racial Identity Experiences of Asian American Student Leaders of Ethnic Student Organizations." The Ohio State University, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=osu1366299979.
Full text
28
Simpson, David. "Lacanian Psychoanalytic Theory and the Historical Progression of Discourse: The Shifting of Social and Institutional Identity in Post-World War II America." Diss., Virginia Tech, 2005. http://hdl.handle.net/10919/28878.
Full textAbstract:
The purpose of this study is to present an alternative way of analyzing the behavior of our leading social and governmental institutions through the employment of Lacanian psychoanalytic theory, specifically Lacan's theory of discourse. Lacan used the term discourse to show that a society's primary social link is founded on language, reflected back through society in the form of discursive practices. According to Lacanian discourse theory, a subject's movement into language and the social bond that is created between people as a result of this movement are at the center of our current cultural condition. More mainstream approaches to organizational behavior have traditionally focused on observed human action to explain human behavior and the correlation of this behavior with possible remedial actions. Lacanian discourse theory, with its foundation in psychoanalytic theory, enables the formulation of a model of institutional behavior that goes beyond more mainstream approaches by focusing on behavior at the unconscious level.
The central premise of this dissertation is that there has been a cultural shift in the United States from the dominant form of discourse of the modern era to a new form of discourse. This new discourse has led to serious disconnections between our current social bond and true human desire. By employing Lacanian discourse theory, changes in the deeper, structural level of how a society relates to and communicates with each other will be revealed, thus providing greater insight into the current social condition of the United States and how this condition affects the behavior of its leading public institutions.<br>Ph. D.
29
Martiny, A. C. "Identity and structural organization of a microbial community in a model drinking water distrubution system." Kgs. Lyngby, 2005. http://www.er.dtu.dk/publications/fulltext/2003/MR2003-249.pdf.
Full text
30
Almqvist, Oscar. "Umbrella Organizations, Identity and Political Advocacy : A Process Tracing of Identity Management in The National Council of Swedish Youth Organisations." Thesis, Uppsala universitet, Statsvetenskapliga institutionen, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-384535.
Full text
31
Eklind, Martin, and Linda Hallgren. "Searching for Organisational Identity : - a case study at Sapa Heat Transfer." Thesis, Linköping University, Department of Behavioural Sciences and Learning, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-51705.
Full textAbstract:
<p>Organisational Identity (i.e. OI) could be described as an employee theory of who the organisation is. The concept is seen as one of the most problematic concepts to define. One of the main reasons for that is its close relation to the concepts of culture and image, as they are seen as defining each other. As expressed in previous research there is a need for theoretical clarification and investigations in practice in this area.</p><p>We aim to contribute to an OI concept clarification and theoretical understanding by investigating OI in a single case at a Swedish company; Sapa Heat Transfer. The aim is fulfilled by a focus on research questions concerning how different employee groups perceive the organisational identity at this company, how the organisational identity can be described at the company and how the sum of these answers may develop the organisational identity concept further.</p><p>In order to investigate OI at Sapa Heat Transfer we have used four qualitative methods; one to one informational interview with key personnel, observations, desk research and focus groups, where focus groups was the main data collection method. A key for this triangulation was to generate a deep contextual understanding in order to facilitate a separation between identity, culture and image making a definition of the OI possible.</p><p>Our findings show the organisational identity at SHT as being built on four cornerstones; Responsibility, Engagement, Willingness and Energy. The OI at SHT is to be considered as weak rather than strong regarding the OI strength. There is a strong culture resulting in an "industrial mentality" regarding the employees. Our results are showing that the culture might appear as OI, i.e. false OI, if the present OI is weak. There might be multiple OIs at the company, which we are rejecting. Instead our results are showing an existence of multiple cognitive perspectives, functioning as cognitive platforms creating the employee perceptions of the OI. At SHT the perspectives are demonstrated to be developed by vocations, positions, departments, units/divisions and/or work groups. The individual perspective taken is dependent on the employee perceived belongingness. An alignment of all existing employee perspectives will define the true OI at a company. Further, the OI perspective framework presented could facilitate a separation between OI and culture if a time perspective is applied, since our results is indicating culture to be connected to a past time perspective and OI seems to be related to a present. Our results are presenting OI as changeable within limits, developed within a culture frame, possible to make explicit but at the same time occurring mainly unconsciously. Finally, our results have defined a need for a complementing category, regarding behaviouristic characteristics, among the categories presented as potential OI content characteristics within the Balmer and Greyser (2002) framework.</p>
32
Fjellman, Caroline, and Nina Neste. "Uppfattningar, tankar och känslor : - organisationsidentitet på Migrationsverket." Thesis, Karlstad University, Division for Business and Economics, 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-89.
Full textAbstract:
<p>Migrationsverket is Sweden’s central government authority for alien affairs. It is responsible for permits for people visiting and settling in Sweden, and for the asylum process. Migrationsverket consists of five divisions, Visas, Work Permits and Residence Permits is one of these divisions. The employees in this division mainly work with interviewing the applicants and the referees, and with lengthening residence permits.</p><p>This study is about organizational identity, which can be described as the beliefs, thoughts and emotions the employees have about their organization. The employee’s perspective serve as a starting point in our discussion, and this is because of the purpose of our study. The purpose is to illustrate and interpret the organizational identity at Migrationsverket.</p><p>In our study we use a qualitative method, and perform ten unstructured interviews. We use the abductive approach, which is characterized by a mutual influence of theory and empirical investigation. We see reality as a social construction, and the hermeneutic approach has influenced our work with this study.</p><p>A sense of belonging and mutual feelings is a part of organizational identity, and this is why we illustrate both the individual and the group. We also describe the importance of social constructions as a part of organizational identity. The central part of this study is the beliefs, thoughts and emotions the employees have about their organization. The employees at Migrationsverket see the interaction with people as a central part of their work, and they point out the delightful solidarity within the division. The big problem, however, is the enormous work load, which prolongs the processing time for applications. For the employees this means that they feel frustration in their work.</p><p>We see humanity, responsibility, belonging, and frustration as the four differential characteristics at the division. Humanity is foremost seen as a part of the interaction with the applicants but also in the relations between the employees. Responsibility is, as we see it, an element in humanity. This because of the humanity the employees feel towards the applicants. The sense of belonging is expressed through the identification the employees have with each other and with the organization. The frustration has its foundation in the work load that exists in the division.</p><br><p>Migrationsverket är den centrala utlänningsmyndigheten i Sverige. De ansvarar bland annat för visum för besök, tillstånd när en person vill bosätta sig i Sverige och handläggande av asylärenden. Migrationsverket är uppdelat i fem verksamhetsområden och Besök och bosättning är en av dessa. Medarbetarna inom detta verksamhetsområde arbetar främst med seriositetsintervjuer och förlängningar av uppehållstillstånd.</p><p>Uppsatsen handlar om organisationsidentitet, som kan beskrivas som medarbetarnas uppfattningar, tankar och känslor om den organisation de är medlemmar i. Vi utgår från medarbetarnas perspektiv, och detta har sin grund i vårt syfte som handlar om att belysa och tolka organisationsidentiteten på Migrationsverket.</p><p>Vi använder en kvalitativ metod och genomför tio ostrukturerade djupintervjuer. Vi har den abduktiva ansatsen som utgångspunkt, och den kännetecknas av att teori och empiri ömsesidigt påverkar varandra i tolkningsprocessen. Vi ser verkligheten som en social konstruktion och hermeneutiken har influerat oss i vårt arbete.</p><p>Tillhörighet och gemensamma känslor är en del av organisationsidentiteten, så vi belyser både individen och gruppen, samt den betydelse sociala konstruktioner har på organisationsidentiteten. Det centrala i uppsatsen är medarbetarnas uppfattningar, tankar och känslor om organisationen. Medarbetarna på Migrationsverket ser mötet med människor som en central del i arbetet och de framhåller den härliga sammanhållningen på enheten. Det som ses som det stora problemet är arbetsbelastningen, vilket leder till att handläggningstiderna ökar och för medarbetarna innebär detta att de känner frustration i sitt arbete.</p><p>Vi tolkar humanitet, responsibilitet, tillhörighet och frustration som de utmärkande karakteristika på tillståndsenheten. Humaniteten visar sig främst mot de sökande men även mellan medarbetarna på tillståndsenheten. Responsibiliteten är en del av humaniteten då den kommer ur den medmänsklighet medarbetarna känner mot de sökande. Tillhörigheten finns bland annat i medarbetarnas identifiering med varandra och organisationen. Frustrationen kommer från den höga arbetsbelastning som råder på tillståndsenheten.</p>
33
Jansson, Pravitz Markus, and Lukas Rydén. "Det blåa står för hopp, det röda står för kärlek : En utvärdering av hur Östers IF:s sportsliga resultat har påverkat dess seniorverksamhet, med fokus på organisation, kultur och identitet." Thesis, Linnéuniversitetet, Institutionen för idrottsvetenskap (ID), 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-45165.
Full textAbstract:
Östers IF var fram till 1988 föreningen som aldrig hade åkt ur en serie och samlat på sig fyra SM-guld och ett cup-guld. Idag är det föreningen som två gånger under 2000-talet har åkt raka vägen från Allsvenskan till division 1 på två säsonger. I denna studie, vars syfte är att utvärdera Östers IF och dess seniorverksamhet, har vi velat skapa en övergripande bild av hur föreningens kultur, organisation och identitet har påverkats av seniorverksamhetens sportsliga resultat genom åren. Vi har även velat se vilka effekter detta har gett för föreningens strävan efter att återigen stabilisera sig som ett svenskt elitfotbollslag. Vi har i vårt arbete använt oss av en kvalitativ studie med semistrukturerade intervjuer som metod. Resultatet visar att Östers IF under en lång tid har verkat utan en röd tråd och kontinuitet har saknats inom föreningen både hos den administrativa organisationen och inom den sportsliga verksamheten. Det har gjort att Östers IF idag är en förening som kämpar med att hitta sin identitet. Det är oklart vad föreningen står för och vilken väg den vill ta för att nå tillbaka till elitfotbollen. Det som behövs är att antingen en stark man eller en stark grupp tar sig an utmaningen att styra upp föreningens organisation. För förutsättningar att lyckas rent sportsligt finns det gott om, både om vi ser till föreningens egna förutsättningar och den miljön som den verkar i.
34
Sala, Carla. "Learning cross-functionality and the power of identity : a case study of an Italian automotive organization." Thesis, University of Warwick, 2013. http://wrap.warwick.ac.uk/58349/.
Full textAbstract:
This thesis discusses the relationship between identity and learning in cross-functional teams (CFTs). It focuses on how aspects of members’ identity affect the process of developing cross-functional (CF) teamwork and examines how emerging identity issues can account for different outcomes in the learning of CF teamwork. More specifically, the research focuses on what these emerging identity issues entail in terms of underlying and action-orienting meanings, and on how this can favour or hinder the learning of CF teamwork. This study argues that the collective process of learning how to operate as a CFT is influenced by relational, social and contextual issues. Theoretically, the thesis offers a number of contributions. A critique of current approaches to CF teamwork is provided, where a review of the relevant literature reveals a largely functionalist stance, with a main focus on researching the factors contributing to the effectiveness of CFTs. The thesis advocates an alternative interpretative stance to investigating the role of identity in learning cross-functionality, offering the possibility of an interpretation which is situated in the specific context and which is open to the understanding of emerging, possibly revealing issues. Furthermore, this thesis argues that, within this interpretative approach, by studying what favours or hinders the learning of CF teamwork, it may be possible to deepen our understanding of CFT dynamics. The learning of CF teaming has also been identified as one of the gaps in the relevant literature. The situated learning theory (SLT) and community of practice approach (Lave and Wenger, 1991) is thus adopted as an appropriate theoretical framework for researching the learning of CF teamwork, which is understood here as a practice. SLT suggests that individual learning should be thought of as emergent, involving opportunities to participate in the practices of the community as well as the development of a social identity which provides a sense of belonging and commitment (Lave and Wenger, 1991; Wenger, 1998). Theoretically and empirically justified, the new insight and main focus of this research consists of the consideration of events occurring not only within a CFT, but also beyond and before it, which are able to shape the identities involved, at different levels. This is beneficial, since it explains the different ways of engaging with the practice of cross-functionality and consequently the different learning outcomes. Within the situated learning literature there is surprisingly little explicit reference to theories of identity construction (Handley et al., 2006). A conceptualization of identity is thus derived by tapping into theories of identity which have not yet been developed in SLT, but which represent a useful theoretical development in this arena of studies. These gaps and issues were addressed by conducting qualitative research in a medium-sized Italian firm manufacturing car parts. In particular, an ethnographic study was carried out, using complementary methods such as direct observation, semi-structured interviews and documentary data. Investigations concerned two skilled workers’ CFTs devoted to developing the product ranges respectively of joints and pumps, and a managers’ CFT whose task was to design a new pump for a particular client. Three identities emerged as especially significant for the meanings they entailed and for the influence they proved to have on learning this practice: the sense of identity derived from relationships characterized by paternalism with significant others at work (i.e. the leaders), and the sense of identity derived from being a worker from Brescia, the specific geographical location of the study, and from being a worker or a manager, understood in terms of occupation and social class.
35
Keidan, Joshua. "Learning, Improvisation, and Identity Expansion in Innovative Organizations." University of Toledo / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=toledo1586874155982614.
Full text
36
Harris, Kimberly M. "National identity and nationalism in the speeches of Osama Bin Laden." Diss., Columbia, Mo. : University of Missouri-Columbia, 2007. http://hdl.handle.net/10355/6043.
Full textAbstract:
Thesis (M.A.)--University of Missouri-Columbia, 2007.<br>The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file (viewed on November 12, 2007) Includes bibliographical references.
37
Mnguni, Mphikeleli Matthew. "The role of black consciousness in the experience of being black in South Africa: the shaping of the identity of two members of AZAPO." Thesis, Rhodes University, 2000. http://hdl.handle.net/10962/d1002531.
Full textAbstract:
The research attempts to understand the role Black Consciousness (BC) plays in the identity of blacks in South Africa by exploring and describing the experience of self-identity in the life-history context of two members of AZAPO, a BC organisation. The literature review explores the work of Biko, Manganyi, and Fanon with a view to understanding whether and how it might be claimed that BC galvanises the black person to discard the crippling fear of colonialism which inflicts feelings of inferiority, and to rise up to claim his/her rightful place in community life. To explore the philosophical assumptions made in the literature review, a qualitative study was conducted. Interviews were conducted with two black adults who have adopted BC philosophy. Three separate in-depth phenomenological interviews were conducted which yielded a description of the experiences of each respondent. A tape recorder was used to record the interviews and they were transcribed for analysis. A thematic analysis was conducted using the reading guide method. The material was thematised using the following questions: What biographical factors are seen as being important prior to the respondent becoming black conscious? How did the participant come to realise his/her self-identity as problematic? How did the process of adopting BC change the participant’s selfidentity? The results indicate that participants became aware very early in their lives and prior to adopting BC, that their own supportive and cohesive family cultures were at odds with the surrounding social context. Early experiences of this were initially unintelligible but impressionable. BC in this sense provided a framework for understanding and engaging with these experiences. The study shows that the adoption of BC helped to make sense of experiences of community isolation, discrimination, oppression and provided them with a mode of engaging practically with these issues. It was not adopted from a perspective of poor self-esteem or other such purely personal characteristics which may have been expected on the basis of literature in the area. BC was adopted as a way of understanding the relationship between their communities or backgrounds and the broader social environment and if there was a ‘healing’ project it was at this level.However, the study did show the close relationship between individual and social well-being that emerged as intrinsic both to the philosophy of BC and the lives of these individuals. This was shown to play out in the commitment of these individuals to the development of black communities and in their tying of their own destinies to the destiny of the oppressed black people in general. These and other issues which emerged in the two case studies are discussed in relation to the literature in the area.
38
Dames, Ann L. "“We are the Church”: A Roman Catholic Sister’s Narrative of Resistance and Plurality." University of Cincinnati / OhioLINK, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1276976799.
Full text
39
Santos, Lenade Barreto. "Trabalho identitário local: a experiência das marcas da baianidade no processo de identidade organizacional." Escola de Administração da Universidade Federal da Bahia, 2014. http://repositorio.ufba.br/ri/handle/ri/17218.
Full textAbstract:
Submitted by Tatiana Lima (tatianasl@ufba.br) on 2015-03-19T18:53:12Z
No. of bitstreams: 1
Dissertação Lenade - normalizada final.pdf: 748861 bytes, checksum: 61b70132c85f926d266d2895222cec72 (MD5)<br>Approved for entry into archive by Tatiana Lima (tatianasl@ufba.br) on 2015-03-20T19:12:53Z (GMT) No. of bitstreams: 1
Dissertação Lenade - normalizada final.pdf: 748861 bytes, checksum: 61b70132c85f926d266d2895222cec72 (MD5)<br>Made available in DSpace on 2015-03-20T19:12:53Z (GMT). No. of bitstreams: 1
Dissertação Lenade - normalizada final.pdf: 748861 bytes, checksum: 61b70132c85f926d266d2895222cec72 (MD5)<br>Quando um indivíduo entra em uma organização, passa a ter que negociar entre o "quem eu sou" e o "isso é o que somos”, o que remete ao conceito de “trabalho identitário”. O objetivo desta pesquisa é examinar como o trabalho identitário se constrói dentro de um contexto de identidade pessoal, profissional, organizacional e regional. Mobiliza-se o conceito de marcas de identidade para introduzir e destacar as influências da identidade no plano local. A metodologia utilizada é a autoetnografia, com base em quatro práticas vividas institucionalmente. As práticas envolvem temáticas de organização física do ambiente de trabalho, integração de pessoal, organização do trabalho e capacitação de pessoal. As marcas de identidade construídas nesta pesquisa são a agregação excludente, a sincretização, o congraçamento, e o ganhamento. Os resultados apontam para a importância de se reconsiderar a relevância da identidade local no processo de trabalho identitário, destacando as marcas de identidade como um recurso conceitual que permite conectar as várias escalas que influenciam a construção da identidade nas organizações. When an individual enters an organization, he faces the obligation of negotiating between the “who I am” and the “this is what we are” which is something that leads to the concept of “identity work”. The aim of this research is to examine how the identity work is constructed in a context of personal, professional, organizational and regional identities. The concept of identity marks is mobilized in order to introduce and highlight the influences of identity at the local level. The methodology used is the self-ethnography, based on four practices lived in the institution. The practices involve the themes of the physical organization of the workspace, personnel integration, work organization and personnel development. The identity marks constructed in this research are the exclusionary aggregation, the syncretism (process), the harmonization and the gain. The results point to the importance of reconsidering the relevance of the local cultural identity in the identity work process highlighting the identity marks as a conceptual resource that permits to connect the various scales that influence the construction of identity in organizations.
40
Candlish, Timothy Paul. "A comparison of British and French military identity and organization during the French revolutionary and Napoleonic wars." Thesis, University of York, 2012. http://etheses.whiterose.ac.uk/4806/.
Full textAbstract:
The British and French armies that existed in the period between the fall of the Bastille and the Battle of Waterloo have been subject to any number of popular caricatures, myths, and misunderstandings. One such common stereotype is that the British army in the period was little more than an Old Regime army that somehow managed to win battles in the face of a French army that after centuries of aristocratic sclerosis and decades of revolutionary turmoil had mutated into an all-conquering juggernaut led by one of the universally recognized military geniuses of all human history; Napoleon Bonaparte. The image of the British soldier is of the downtrodden redcoat, whose life was one long story of alcoholism, hard fighting, and brutal corporal punishment at the hands of uncaring and brutal officers. The French soldier, in sharp contrast, is a bright-eyed young conscript, eager for victory and glory in the service of his country, of the ideals of the revolution, and of his seemingly-unbeatable Emperor. This thesis intends to examine the issues of military identity, that is to say how the soldiers truly saw themselves, and of military organization, specifically why armies organized and conducted themselves in the ways that they did. In so doing this thesis aims to challenge popular misconceptions, and to show that despite differences in ideology and ethos, the French and British armies actually came to adhere to a broadly similar ideal of military professionalism.
41
Hjort, Lina. "Innanför organisationens väggar : En kvalitativ och kvantitativ studie av organisationsidentiteten inom Nordmalings kommun." Thesis, Umeå universitet, Institutionen för kultur- och medievetenskaper, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-87933.
Full textAbstract:
Nordmaling is a small muncipality that has gotten a lot of critic in media over the last two years. In order to regain a good reputation and to communicate a strong message towards external groups, Nordmaling have decided to develop a branding platform that can represent the organization in both external and internal communications. In order to develop a brand the organization must understand its identity.The purpose of the study was to examine the employees’ thoughts of their organization in order to be able to define the organizational identity and give recommendations of core values that the organization can apply to their brand. To understand how the employees perceive their organization and what they think the organization stands for, the main focus was to study their view on values, standards, goals and vision of the organization through focus interviews and a survey. The study is grounded in the theoretical framework of organizational theory with focus on organizational identity, culture and image. The social identity theory was also used in order to understand the process of how people create an identity of themselves and the environmentThe study showed that the management of the organization doesn’t have any pronounced values and standards, according to the employees. The result also showed that a majority believe there is not enough support for how they should work to reach the goals and visions of the organization. These and other result of the study, show that there is a lack of common understanding of what the organization is and what it stands for. Therefor couldn’t the organizational identity be defined and described. The study showed that a majority of the employees have a negative perspective on the organization which goes hand in hand with the organization’s image. Despite the fact that the organizational identity couldn’t be defined the result showed that the employees are aware of the weaknesses of the organization, how they can improve the organization and that they want to improve the organization in order to gain a better reputation. The conclusion were therefor that there are some core values that can describe the organization despite the fact that the organization doesn’t have a common understanding for what they are and what they stand for.
42
Cauhorn, Mary Colleen. "Adaptive Coping and Leader versus Follower Identity: A Correlation Analysis." Xavier University Leadership Studies & Human Resource Development / OhioLINK, 2021. http://rave.ohiolink.edu/etdc/view?acc_num=xulead1625668562937155.
Full text
43
Johnson, Terri Lynne. "What has faith got to do with it? Developing a theoretical model for the emerging faith-based organization: A case analysis." Cleveland State University / OhioLINK, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=csu1449779275.
Full text
44
Tolley, Joseph D. "Implementation and Evaluation of an Algorithm for User Identity and Permissions for Situational Awareness Analysis." Thesis, Virginia Tech, 2019. http://hdl.handle.net/10919/89907.
Full textAbstract:
The thesis analyzes the steps and actions necessary to develop an application using a user identity management system, user permissions system, message distribution system, and message response data collection and display system to deliver timely command and control of human assets and the input of intelligence in emergency response situations. The application, MinuteMan, uniquely manages messages sent between multiple users and their parent organizations. Specifically, messages are stored, managed, and displayed to managers based on the hierarch or organizational rank as well as situational allowances of the users sending and receiving messages and permissions. Using an algorithm for user identity and permissions for situational awareness analysis, messages and information is sent to multiple addressees in an organization. Responses are correlated to the rank of the responding recipients in the organization, to assist the users and the parent organizations to identify which responses to have been read. Receipt of the messages is acknowledged before the message can be fully read. Responses to the messages include a selection of a user status from a preset choice of statuses, and may include other response attributes required or offered by the sender of the message. The locations of responding and non-responding addresses can be mapped and tracked. The resulting solution provides improved situational awareness during emergency response situations.<br>M.S.<br>The thesis analyzes the steps and actions necessary to develop an application using a user identity management system, user permissions system, message distribution system, and message response data collection and display system to deliver timely command and control of human assets and the input of intelligence in emergency response situations. Using an algorithm for user identity and permissions for situational awareness analysis, messages and information are sent to multiple user addressees for individuals supporting an organization. Responses are correlated to the rank of the responding recipient in the organization, and to assist the senders of the messages to identify which responses to read by the targeted recipients. Receipt of the messages is acknowledged before the message can be fully read. Responses to the messages include a selection of a user status from a preset choice of statuses, and may include other response attributes required or offered by the sender of the message. The locations of responding and non-responding addresses can be mapped and tracked. The resulting solution provides improved situational awareness during emergency response situations.
45
Hård, af Segerstad Per. "Är jag Kalmar nation? : en jämförande identitetsanalys aven studentnation och dess medlemmar." Thesis, Uppsala University, Media and Communication, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-106773.
Full textAbstract:
<p>Purpose/Aim: To describe likenesses and differences between the personal identity of the common Kalmar nation member and the collective identity of the organization Kalmar nation as described by said members.</p><p>Material/Method: Collecting data through a quantitative survey, where the members answer questions about themselves and Kalmar nation, and subsequent analysis of said data by means of theories about personal, collective, and brand identity.</p><p>Main results: After analyzing the data from the survey I conclude that there exists both likenesses and differences between the organization and its members. Some likenesses are more pronounced than others, and the same can be said for the differences. However, within the three areas of study (specific identity traits, politics and music) politics and music showed more similarity between the members and the nation than the specific identity traits did. The most interesting aspect of the analysis show that the members have quite a common view of the organization despite their own widely different descriptions of themselves.</p>
46
Mesbah, Roya. "French National Identity At The Dawn Of Globalization Searching For A New Cohesion." The Ohio State University, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=osu1206378121.
Full text
47
Gill, Michael John. "Identity driven institutional work : examining the emergence and effect of a pro bono organization within the English legal profession." Thesis, University of Oxford, 2014. http://ora.ox.ac.uk/objects/uuid:44facd4f-c5a0-4735-90cd-bc9d86f4d0f1.
Full textAbstract:
Although a growing number of scholars suggest that the construction of identity is an important form of institutional work, the complex interactions between identities and institutions remain under-explored. In particular, few studies consider how the affective aspects of identities may inform institutional work. This thesis examines the experiences of lawyers who volunteered to create and support a legal charity. As these volunteers grew to more than twenty thousand over fifteen years, the charity gradually centralized charitable work across law firms for the first time. In this way, it transformed the institution of pro bono work within the English legal profession. Drawing on this case study, this thesis employs a grounded theory methodology to generate a conceptual framework that connects emotion work, identity work and institutional work. This framework suggests that some professionals work to re-assert and ‘remember’ aspects of their traditional identities that compete with some contemporary demands. This can prompt identity contradictions that inspire reflection on professional practices. This identity work may also encourage professionals to evoke emotions of guilt that can imbue contradictions with enough significance to create a purpose for remedial institutional work. When enabled by meso-level processes, such micro-level work can reinvigorate traditional practices and accomplish institutional change.
48
Kreifels, Isabel. "The fascination of the 'Islamic State': Perceived iInjustice and crises of identity - why German citizens join the extremist organization." Master's thesis, University of Cape Town, 2017. http://hdl.handle.net/11427/27521.
Full textAbstract:
Throughout the Syrian conflict, a new extremist organization became increasingly visible to the public due its use of extreme violence and continuous threats to the entire world living outside of it. The self-proclaimed Islamic State of Iraq and al-Sham (ISIS) attracted the highest number of foreign fighters in the history of Islamic social movements, and continues to recruit from foreign countries. While the majority of the foreign fighters come from neighbouring countries to the conflict region in Syria and Iraq, it is estimated that around one quarter of the recruits stems from Western countries. Although ISIS managed to attract both men and women to voluntarily join their extremist organization, the vast majority of foreign fighters are men. Due to the recent occurrence of this phenomenon, the motivations of foreign fighters to join ISIS remain greatly under-researched. Taking various attacks and threats towards Western countries into consideration, it might appear paradox that people leave their home countries to fight for ISIS abroad. However, the number of people leaving for this purpose has summed up to around 800 in Germany in 2016. Therefore, this thesis analyses the motifs and causes of German men to travel to the conflict region to become a member of the extremist network. Contrary to the widely-spread assumption that socio-economic circumstances lead young men into violent extremism, this thesis studies their paths to radicalization from a socio-psychological perspective.
49
Sheep, Mathew Laurence. "“A Lot of Different Paradigms in That Room”: Autoethnography of a Religious Organization in the Process of Incremental Identity Change." University of Cincinnati / OhioLINK, 2001. http://rave.ohiolink.edu/etdc/view?acc_num=ucin990709149.
Full text
50
Harding, Nancy H. "Social construction of management." Routledge, 2003. http://hdl.handle.net/10454/3590.
Full textAbstract:
No<br>What is management and how do the people who become managers take on a managerial identity? How does text inform the manager's identity? From cultural studies we understand that the relationship between text and reader is not passive but that each works upon the other and that text is active in forming the identity of the reader. However, analysis of management textbooks published since the 1950s reveals that textboks construct a world in which chaos is kept at bay only by strong management and in which strong management is based upon the rationality of modernity. This book exposes and analyses such claims-to-truths and theorises their arguments using the work of Butler and Foucault, the sociology of scientific knowledge, crtical legal studies, art history and queer theory. By revealing the post-modern turn in these texts,The Social Construction of Managementis both a critical and empirical study that explores the constitution of managerial identities in the age of masseducation in management. An exciting contribution to the growing body of knowledge within critical management studies, this book challenges the way we think about organizations and their management, and about management education as a whole. This is thought provoking reading for anyone studying management or working int he managerial organization