Diversity as a Basis for shared Organizational Identify

Diversity as a Basis for shared Organizational Identify: The Norm Congruity Principal

Diversity is an important aspect with regard to the organizational context. Throughout this research it will help to identify the frame work to specify the situation, which the employees occurred by having the diversification within the organization. Diversification is a vital aspect or often broad and generally illustrates the individual differences within the workforce in an organization. In this paper, it will further elaborate the type of diversity within multidisciplinary organizations, effective team function and different views on work related issues.  According to Ashka nasy Hartel and Dass (2002), suggested that the growing presence of women and minorities in organizations, have mostly studied the effects of social category differences in race, ethnic background and gender. Moreover, concentrate on other compositional differences, where diversity issues for valued team and organizational outcome. This specifically includes the task-related differences between the team members with regard to the knowledge, skills and abilities, where exist in a team independently of other social category differences. This ask-related difference can go along with feelings of organizational recognition. 

It is further mentioned that diversity can be seen as congruent principal, where this will act as group norms and those people are willing to recognize and acknowledge the value of task related differences for their team within organizational context.  There is a social identity approach, where it will used to explain the diversity findings. There is another approach called the value-in-diversity. Social Identity theory illustrates the varying degrees, people derive their identity and the groups that they have belong. Also they tend to think themselves in terms of those groups. Social Identity involves an important feature called cognitive categorize. In other words we can identify that as self categorization, where the resulting process of depersonalization emphasis on behaves in line with groups. 

Main aim of this research paper is to show that task-related diversity doesn’t suite for the work of the organizations. Diversity-based identity is more likely to be suite for the organizations, where throughout this the team members can start to see their mutual differences as relevant. This is an more valuable aspect where organizations need to adopt and this will make the working groups more collaborative within the working environment in order to achieve the organizational aspects more accurately and confidently.

 

List of References

Rink, F., Ellemers, N, 2007. Diversity as a basis for shared organizational identity: The norm congruity principle, vol 18, pp. 17-27