The Workings of Social Identity Theory

The theory of social identity or idea that the leader emergence and perceptions of leader effectiveness depend on how strongly group members identify with the group has been very prevalent within my workplace.  I have witnessed this through our company presidents “town hall” meetings. These meetings are essentially a live audience update coupled with broadcasting for all employees to watch the president discussing quarterly numbers, analyzing future business opportunities, taking live questions from the audience and giving updates for the future. Within the most recent one Bob, the current president discussed the way one of our rival companies handled themselves following two plane crashes that occurred because of there deficit engine. He used this past moment as a means to anchor ideals set within our company and in turn strengthen company solidarity. While at the same time he mentioned the handling of this incident to establish a company enemy and concretely establish this company as an othered group.  In discussing this issue in this way he evidently bolstered company unity and moral values which strengthened the social identity of the organization. This one example of setting groups apart follows the social identity theory to desire stronger social identity of a group which in turn promotes in-group favoritism along with out-group denigration. Coupled with the concept that social identity is strengthened when there are alternate groups opposing one’s views.

The president’s strategic take to invoke greater social identity of the group, in turn, bodes well for his likeness and status as well. As social identity theory predicts, the stronger the social identity of a group the greater necessity for a prototypical leader — or leader that best matches the standards of the group to emerge and be more effective. Therefore, in promoting group identity as he does he is both strengthening value within the company but also his own power status and outsiders view of his leadership effectiveness. He does this by himself embodying the essence of the values and manner that the company operates in, in order to be viewed as a well-respected example as one of the workers.

I believe the president’s operation of bolstering social identity within the company and in turn, being revered as the prototypical leader they need and want does well. The president is widely respected across all faucets within the company and as of current does emulate the culture that has been sustained throughout time there. In terms of how the theory might surmount challenges in the organization, I believe as new leadership comes to replace the current president — a transition that is beginning now there will be a few challenges faced. One challenge the new president may face is that of being embraced and accepted by employees. Because the current president is embraced as being the prototypical leader for the company being anything different from his example may cause an issue of likeness. I also think there is potential for him to face backlash in trying to progress or alter culture as it exists now because it is so firmly held and maintained in certain ideals bolstered by the past president.