The main theorists, who have dealt with the topic of identity, stressed the importance of overcoming a crisis before you can formulate a coherent identity. According to Eric Erikson, the main crisis a person goes through in life occurs during their adolescent years. A good solution to the crisis allows the person to mature into adulthood with a clear identity. During the course of life, a person will go through many more different types of crises where they will ask themselves “who am I”. But, if this person successfully emerged from their major adolescent identity crisis then they will be able to solve the following crises to occur in their life with the feeling of personal balance and coherence. Marcia, who followed in Erikson’s footsteps, discussed four identity positions that depend on two axes – commitment and crises. In this case, crisis is the sense of active searching and deciding between occupations, beliefs and values. Commitment is the amount of effort put into the beliefs and values that were chosen and the connection of the person to the formulated identity. You can present Marcia’s model as follows:
Identity is currently one of the most popular topics in organizational research. Identity is a central concept and affects the functional aspects of organizations, such as leadership, meaning and commitment, loyalty and belonging, strategy and decision-making and stability vs. change. In addition, identity affects relationships within the group and between groups in the organization. Like people, organizations deal with questions of defining identity, identity crises, and continually moving – whether conscious or not – on the axes between personal identity, professional/managerial identity, team identity, and organizational identity. Therefore the aim of this paper is to answer the following question: What are the characteristics of the process used to expose and form the “inner compass” that allows the organization, managers, and employees to serve high organizational effectiveness?
Cross-organizational processes to create meaningful and leadership development among managers and employees in Super-Pharm By: Shoshe Stat- psychologist and organizational consultant, a member of Gaya; Amnon Katz – a clinical psychologist, CEO of Gaya, psychologist, Human Resources Manager, Super-Pharm, Hagit Hadad – responsible for training development, Super-Pharm.
to lead the process of deepening the understanding of the Organizational identification of managers in the organization By:
Shelly Roymesher (H.R organizational Psychologist) human resource Shoshi Stat (H.R social psychologist) organizational consultant, Gaya organizational development