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    Organizational Identity Dynamics Model

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    Nitya Sagar
    According to the organizational identity dynamics model proposed by Hatch and Schultz, an organization's members express their understanding of the organizational culture through its identity. This identity then affects outsiders' perceptions of the organizational image. In turn, the organizational image shapes insiders' sense of identity, continuing the cycle as identity influences culture. The model illustrates how organizational identity and image interact and mutually influence one another between internal members and external stakeholders.

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    Organizational Identity Dynamics Model

    Uploaded by

    Nitya Sagar
    80 views4 pages
    According to the organizational identity dynamics model proposed by Hatch and Schultz, an organization's members express their understanding of the organizational culture through its identity. This identity then affects outsiders' perceptions of the organizational image. In turn, the organizational image shapes insiders' sense of identity, continuing the cycle as identity influences culture. The model illustrates how organizational identity and image interact and mutually influence one another between internal members and external stakeholders.

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    According to the organizational identity dynamics model proposed by Hatch and Schultz, an organization's members express their understanding of the organizational culture through its identity. This identity then affects outsiders' perceptions of the organizational image. In turn, the organizational image shapes insiders' sense of identity, continuing the cycle as identity influences culture. The model illustrates how organizational identity and image interact and mutually influence one another between internal members and external stakeholders.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    80 views4 pages

    Organizational Identity Dynamics Model

    Uploaded by

    Nitya Sagar
    According to the organizational identity dynamics model proposed by Hatch and Schultz, an organization's members express their understanding of the organizational culture through its identity. This identity then affects outsiders' perceptions of the organizational image. In turn, the organizational image shapes insiders' sense of identity, continuing the cycle as identity influences culture. The model illustrates how organizational identity and image interact and mutually influence one another between internal members and external stakeholders.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
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    ORGANIZATIONAL IDENTITY

    DYNAMICS MODEL: HATCH &


    SCHULTZ
    ORGANIZATIONAL IDENTITY DYNAMICS
    MODEL: HATCH & SCHULTZ
    • According to the model, members express their
    understandings of their organizational culture
    through organizational identity, which in turn,
    affects the perception of others outside the
    organization about the organization.

    • The outsiders’ perception, or organizational


    image, in turn, affects the organizational identity,
    which again is reflected in the central elements of
    the organizational culture.
    Scope of Balancing organization identity for all stakeholders

    • Stakeholders:
    • Employees • Balancing Stakeholder Forces Organization
    • Communities who did not accurately assess the power of
    • Shareholders their stakeholders' values risk being blindsided.
    • Creditors
    • The forces of stakeholder values exist and will
    • Investors
    • impact the company's performance, regardless
    Government
    • Customers of whether or not you measure and act on their
    • Owners influences.
    How to balance stakeholder requirements?

    • Be sure that stakeholder requirements can be met in the objectives.


    • Prioritize requirements.
    • Resolve conflicts between stakeholder requirements.
    • Let the customer requirements take precedence.

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