This includes the network of repeated interpersonal strategies for coping with interpersonal and organizational events that are stressful and perceived as threatening.
Interpretation of individual and collective organizational meanings is the avenue to understanding organizational identity. With respect to transference and dynamics, psychoanalytic action researchers learn to use themselves (the self as the core of the personality and interpersonal experience) as instruments of organizational study. Empathy and introspection become necessary skills in helping subjects to share feelings and ideas that previously could not be discussed. One's perception of the organization and his or her role identity in it is directly linked to the nature of interpersonal relationships between and among organizational participants (Schien, 2000). Authority and peer relations may rekindle frustrated needs among adults in work organizations. Stressful organizational events such as change in leadership, retrenchment, cutbacks, policy or budgetary revisions, and shifts of political climate can foster psychologically regressive and defensive responses among members (Child, 2005).
In my private life and at work, I use different strategies to enact and embody multiple and intersecting identities. The strategies are interpersonal communication, evaluation of gender differences, accounts of individual and collective identity, evaluation of cultural and social discourses. The desire to merge with the sameness of the other is the overarching theme of this organization's adaptive response to its environment. organizational identity implies that many repetitive and, frequently ritualistic, patterns of interaction within work groups and among participants are, for organizational members, purposeful, but not necessarily conscious, psychological defenses against threatening events and relationships. These defensive patterns, ultimately, result in the construction of rational administrative processes of organizations that regulate threats to personal security and self-esteem by structuring and defining organizational life. On the cultural level, this means leaders and peers who have common interests, values, and goals; on the psychological level, it means organizations dominated by patterns transference in which organizational participants look to each other as mentors and egos, or kindred spirits.
In private life and at work, I frame my identity in accordance with life situations and people I have to communicate with. Gaining insights into the emotional dimensions of their relations can enable them with the help of a consultant to clarify and resolve differences, improve coordination, and thereby consider alternative ways of interacting at work. Psychoanalytic organization theory views feelings as the unconscious foundation from which everything else emerges in the context of organizational culture. Let's conclude with an elaboration of this point. People use their organizations for unconscious reasons such as defending themselves against certain anxieties, renewing a sense of lost omnipotence, enhancing their self-esteem, and resolving incomplete developmental issues; as targets of aggression; and as a