Week Four – Theories in Action
One theory that I have noticed since beginning my internship at Youth Life is social identity theory. Social identity theory states that group membership affects how we perceive ourselves and others. This theory emphasizes that a stronger social identity promotes in group favoritism.
Since interning at Youth Life I would definitely say that there is a strong social identity of everyone that works there. This may in part be due to the fact that it is a smaller organization, or possibly because it is a nonprofit organization. It is possible that there is a strong group identity because we collectively work toward a greater cause, but I think that the actual structure of the workplace and the internship also creates a strong social identity. For example, during training week we heard from all of the different teachers and discussed their experiences. We did icebreakers and group bonding activities to get to know one another. Through it all, it felt as though we all had a strong connection in this incredible organization.
Social identity theory also states that with a strong social identity, it is more likely that a “prototypical” leader, one who represents the views of the overall group, emerges. I discussed in a previous post the unconventional leadership structure of Youth Life, however, I do believe that I can apply this idea to my specific site. The oldest lead teacher, who has worked at Youth Life for over 10 years, is definitely the unofficial leader. She could definitely be classified as a “prototypical” leader. This is partly due to her experience, but also because she exhibits the values of the organization and is a strong representative of Youth Life and the organization’s values.
Additionally, in one of the studies we read last semester, we learned that in organizations with strong group salience, personalized leaders are seen as more effective. This is also the case with Youth Life, since the lead teacher is fairly hands on, communicating with the interns multiple times a day, and often inquiring how lessons are going. All of the interns have great respect for her and like her a lot, further promoting the ideas of this theory.
Overall, I think having strong social identity is a positive aspect of the Youth Life Foundation. It helps employees and interns at the organization get through problems and difficult days, since we have support from our peers and see a greater purpose within our work. Being bonded as an organization also allows us to lean on one another when we need to. It also makes for a fun work environment, since everyone is happy and excited to be at work! Lastly, I think the strong group identity has allowed the organization to get as successful as it is. It can often be difficult for nonprofits to succeed. However, I think Youth Life’s success can largely be drawn back to the social identity of its employees and interns. Since Youth Life is well run and organized, and because its employees and interns are connected and feel supported, it has thrived into the organization it is today.
Nice reflection! You’ve done a good job of providing concrete examples (of behaviors/actions) that illustrate the concept/theories you are discussing. That’s really important and will benefit you when completing the academic assignments this semester. Being with Youth Life, I think that the focus of the work – the mission – is perhaps more key to the identity than the fact that it is a non-profit. There are lots of non-profits that may not have the kind of culture and commitment that YouthLife possesses; I think that the culture and commitment is nurtured and maintained by the organization – it is not a by-product of simply being a non-profit. The organization embodies and lives the values and expectations it holds and in my experience with them, that is what makes the difference. They do not espouse one thing and live another.