Geerzt and Pacanowsky (2003) have emphasized the importance of understanding the cross cultural values, within an organization for improved work performance. According to them organizational culture can be broadly defined through shared vision and collective goals of the organization. The authors have asserted that typical organizational culture could be developed through sharing of information or through the messages and stories that are shared amongst them. Thus, organizational culture is intrinsically linked to understanding of organizational behaviour that greatly impacts the performance outcome of the employee and thereby, the organization.
Construction of social identities is often influenced by hordes of issues, which are defined by individual ideology, group representation, professional competencies, intercultural compulsions etc. which facilitate better understanding and access to networking with organizations and groups in order to avail the emerging opportunities for their personal and professional growth. The social identity frameworks signify core values and beliefs and provide people with unique and an inherent sense of responses towards conflicts and paradoxical situations. Social identity has been an ongoing process that is continuously transforming in order to serve dual purpose of maintaining and strengthening uniqueness of their identity with values and beliefs that have withstood the test of the time. At the same time, they have discarded some which have outgrown their utility in the changing times. The social scientists have propagated theories of processes that promote the concept of social identity in a given parameter of social norms.
Organization primarily is a unit comprising of people that co-exist and conform to certain social norm and hierarchy. Thus, each person within his or her social identity framework deals in part or wholly with various organizations. For