LESSON 6

The Sociological Approach to Studying Organizational Identity

 Introduction: The sociological approach to studying organizational identity

provides a fundamental framework for understanding the formation and shaping
of an organization's identity through the social interactions that occur within and
with its social environment. This approach focuses on analyzing the social and
cultural processes that distinguish one organization from another and play a
significant role in influencing the behavior and institutional identity.
Understanding organizational identity means grasping the essence of the
organization and what it offers to its employees and the communities it serves. It
encompasses organizational culture, symbolic practices, values-based beliefs,
organizational structure, and social interactions.

Key words:

 Sociological Approach; Organizational Identity ;Social Interactions

,Organizational Culture, Organizational Behavior ,Social Shaping

Definitions:

 Sociological Approach: A research approach that focuses on social interactions

and social structures to understand social phenomena.
 Organizational Identity: The distinct social and cultural image of an organization
that reflects its values and unique characteristics.
 Social Interactions: The processes occurring between individuals within the
organization that influence its identity.
 Organizational Culture: Shared beliefs, values, and common practices that
govern interactions among organization members and shape its identity.
 Organizational Behavior: The social patterns of individuals and groups within
the organization and how they impact its identity.
 Social Shaping: The process through which identity is formed based on social
interactions and cultural exchanges.

The main sociological approaches to studying organizational identity

include :

1. Institutional Theory: This theory focuses on understanding the formation and

shaping of organizational identity through organizational structures and social
rules. It examines how the organizational structure influences its identity and the
behavior of its members. The theory centers on the values, goals, and
organizational patterns that define the organization's identity. (Reference: Edgar
 H. Schein, 'Organizational Culture and Leadership,' John Wiley & Sons, July 16,
2010, page 10).
2. Symbolic Interactionism: The symbolic interactionism theory explores how
symbols and shared symbols within the organization are used for
communication and interaction. It emphasizes the language and symbols that
reflect the organization's identity and culture. This theory contributes to
understanding organizational symbols' impact on shaping its identity and
defining the behavior of its members. (Reference: Per O. Berg, 'Corporate
Culture and Organizational Symbolism.' An Overview, Walter de Gruyter, May
9, 2011, page 25).
3. Structural and Institutional Approach: The structural and institutional approach
focuses on studying organizational and institutional structures that affect
shaping organizational identity. It concentrates on organizational policies and
the relationship between organizational structure and institutional identity. This
approach contributes to understanding the factors that determine organizational
identity and influence its formation and member behavior. (Reference: Carlos J.
Sanchez-Runde, 'Management across Cultures.' Challenges and Strategies,
Cambridge University Press, February 4, 2010, page 45).

These sociological approaches provide important theoretical frameworks for

understanding the social interactions and processes that shape organizational
identity and impact individuals' behavior within the organization. They allow us
to analyze the influence of values, culture, organizational structure, and social
interactions in determining organizational identity and its unique personality.

Studying organizational identity through the sociological approach provides

various tools and methods. Theoretical analysis and field research can be used to
delve into this subject. Among the common methods for studying organizational
identity using the sociological approach are:

1. Organizational Culture Analysis: Organizational culture analysis contributes to

understanding the social artifacts and shared values of individuals within the
organization. This analysis focuses on studying habits, traditions, practices, and
beliefs that distinguish the organization from others and shape its identity.
Various tools such as interviews, questionnaires, and field observations are used
to gather data.
2. Social Interaction Analysis: Social interaction analysis helps understand the
relationships among individuals within the organization and how these
interactions influence their organizational identity. This analysis involves
studying interactions between groups and individuals within the organization
and how they communicate \and engage with each other.
3. Study of Factors Affecting Employee Commitment: Studying the factors
influencing employee commitment to the organization contributes to
 understanding the reasons for individuals' attachment to the organization and
motivating them to actively participate and interact. This approach considers the
organization's vision, mission, recognition of achievements, and organizational
support. Data can be collected using questionnaires,

These sociological research methods provide valuable insights into the

dynamics that shape organizational identity and the interplay of social
interactions, values, and cultural elements within the organization. They
facilitate a deeper understanding of the organization's unique identity and
the factors that influence individual behavior and commitment within the
organizational context.

References:

1. Edgar H. Schein. 'Organizational Culture and Leadership.' John Wiley & Sons,
2010.
2. Per O. Berg. 'Corporate Culture and Organizational Symbolism.' An Overview,
Walter de Gruyter, May 9,
3. Carlos J. Sanchez-Runde. 'Management across Cultures.' Challenges and
Strategies, Cambridge University Press, 2010.
4. Patrick Dawson. 'Understanding Organizational Change.' The Contemporary
Experience of People at Work, SAGE Publications, February 24, 2000.
5. Connie Wanberg. 'The Oxford Handbook of Organizational Socialization.'
Oxford University Press, July 16, 2012.