Behaviour in an Organisation: Belonging
Chapter two
Behaviour in an organisation: belonging
This chapter focus on the sense of belonging of an organization members. There are several researches analysing “ … an organizational context a fundamental aspect is that, whatever their role in the organization, employees should be able to understand and use the brand – otherwise how can they live it?” (Ind, 2001:85). Branding is successful when an institute can make sure that their workforce identifies with and have faith in in the product their are creating and advertising. The member of staff needs to develop a sense of fit in the business policies and marketing strategies. The recruitment of a company staff needs to be precise stating its policies as transparent as possible in order to give the employees a sense of trust because “…as we get older it seems that faith is more important to us”. (Einstein:2008, 16). The modern companies realized that a sense of belonging is essential to generate an atmosphere where the workers share similar interest and ideas.
Contemporary business are adapting strategies similar to the church guidelines, “the researchers found that: where many faiths function within a religious economy, a high degree of specialization as well as competition occurs. From this is follows that many independent religious bodies will together be able to attract a much larger proportion of a population that can be the case when only one or very few firms have free access.” (Einstein:2008, 19).
The companies are gathering together to study and analyse the market in order to combine products that can be sold together or relate the need of one merchandise to the other. Researchers and psychologist have been studied the relationship between cults and marketing new products. According to Atkin,
“Cult brands don’t become successful only by celebrating anti-social values and behaviour, like Harley Davidson. Nor does a cult have to appeal to a marginal group of social discontent in order to
Behaviour in an organisation: belonging
This chapter focus on the sense of belonging of an organization members. There are several researches analysing “ … an organizational context a fundamental aspect is that, whatever their role in the organization, employees should be able to understand and use the brand – otherwise how can they live it?” (Ind, 2001:85). Branding is successful when an institute can make sure that their workforce identifies with and have faith in in the product their are creating and advertising. The member of staff needs to develop a sense of fit in the business policies and marketing strategies. The recruitment of a company staff needs to be precise stating its policies as transparent as possible in order to give the employees a sense of trust because “…as we get older it seems that faith is more important to us”. (Einstein:2008, 16). The modern companies realized that a sense of belonging is essential to generate an atmosphere where the workers share similar interest and ideas.
Contemporary business are adapting strategies similar to the church guidelines, “the researchers found that: where many faiths function within a religious economy, a high degree of specialization as well as competition occurs. From this is follows that many independent religious bodies will together be able to attract a much larger proportion of a population that can be the case when only one or very few firms have free access.” (Einstein:2008, 19).
The companies are gathering together to study and analyse the market in order to combine products that can be sold together or relate the need of one merchandise to the other. Researchers and psychologist have been studied the relationship between cults and marketing new products. According to Atkin,
“Cult brands don’t become successful only by celebrating anti-social values and behaviour, like Harley Davidson. Nor does a cult have to appeal to a marginal group of social discontent in order to