Week #6

What are the ways in which organizations routinely seek to regulate and control members’ identities? Is identity regulation a legitimate organizational concern?
What are some of the paradoxes typically associated with the practical implementation of greater participation? What unique challenges are associated with virtual team?
“Organizations are principal sources of meaning in today’s contemporary life” ” (Eisenberg et al., 2010, p. 173. Nowadays throughout organizations there are multiple identities, networks, participation and paradoxes of participation. While “through the attempts to coordinate our activities with others, we come to understand both who we are and who we might become” (Eisenberg et al., 2010, p. 173). Addressing the question, “How we manage team based groups in organizations”? Entirely we have to actually examine the organization inside out all look at the bigger picture in order to create a great work environment without conflict. “Our understanding of how we are both similar to and different from other shape our very sense of self, and this is particularly true in the organizational life” (Eisenberg et al., 2010, p. 173).In chapter 6, we encounter the concept of organizational identity. “Identity is defined as how individuals position themselves in the world through language and action” (Eisenberg et al., 2010, p. 173). Organizational identities can be surprisingly useful. Organizational identities are the organization members' collective beliefs about what defines their organization serve organizations and their members in a variety of ways. Organizational identities provide clarity about who the organization is, provide explanations for why the organization is this way provide direction for how organizations should behave, explain and justify(retrospectively or prospectively) organizational actions, and facilitate strategic