Who are you? If I asked you that question, how would you answer it? For many of us this question would be answered in terms of the roles we fulfil (mother, manager, artist, runner, public servant) but as soon as we identify ourselves as part of one ‘group’ this immediately creates divisions with the ‘out-group’. The drive to advance the position of minority groups has led to an increase in identity labelling by criteria such as sexuality, gender or culture. It has been reported that this can reduce the level of empathy between individuals of different groups. This was neatly highlighted by an experiment to assess the impact of group identification on altruistic behavior. At a football match, arriving fans were told that researchers were studying either ‘Liverpool fans’ (A) or ‘all football fans’ (B). However, on the way into the ground, fans encountered another supporter in need of assistance. If that person was from the opposing team the studied fans were more likely to offer help if on arriving they were assigned an identity of ‘football fan’ (B) rather than ‘Liverpool fan’ (A). They had mentally identified the person in need of help as part of their ‘football fan’ group and therefore felt a stronger empathetic bond to help than they did when they labelled the person in need of help as an ‘opposition fan’.
How we define ourselves influences not only our views and how we feel but also our behavior. This is also true in the workplace. Are you part of the SMT, or not? Are you ‘Sales’ or ‘IT’ first and an organizational employee second? Were you part of the ‘original organisation’ rather than the merged one? How do you identify the team you manage or work with? Consider the terms you use, the identity labels and how these might influence people’s ability to collaborate effectively. Many of these ‘identity’ groups may be sub-conscious and so much taken-for-granted that we are not even aware of them
What identity do you use when referring to or thinking about your own work group?
How might your labels and identity designation be influencing your own behaviours and opinions?
What needs to happen for you to become more aware of the potential impacts?
How we define ourselves influences not only our views and how we feel but also our behavior. This is also true in the workplace. Are you part of the SMT, or not? Are you ‘Sales’ or ‘IT’ first and an organizational employee second? Were you part of the ‘original organisation’ rather than the merged one? How do you identify the team you manage or work with? Consider the terms you use, the identity labels and how these might influence people’s ability to collaborate effectively. Many of these ‘identity’ groups may be sub-conscious and so much taken-for-granted that we are not even aware of them
What identity do you use when referring to or thinking about your own work group?
How might your labels and identity designation be influencing your own behaviours and opinions?
What needs to happen for you to become more aware of the potential impacts?
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