Self Identity Theory

Self-Concepts

Based on the theoretical foundations of social identity theory by Tajfel and Turner (1986). The theory postulated that individuals’ personal and social identities mainly derive its behavior for self-esteem and self-evaluation. It was also posited that individuals’ social identities such as organization, religious affiliations, etc. mainly develops its self-concept and behavior. Therein, the higher the salience social affiliations, the probability of becoming self-satisfied and improved self-esteem increases (Shamir et al., 1993). Therefore, we assumed that individuals having congruence between self-concepts and self-ideal improve performance, motivation, sense of ownership and empowerment.

Self-Consistency

Based on the same theory

Employees’ sense of ownership of creating, molding, designing and managing their tasks decisions refers to psychological ownership. It relates to the self-efficacy and self-esteem of the employees. Thereby, psychological ownership basically leads to higher levels of accountability and empowerment (Ghafoor, Qureshi, Khan, & Hijazi, 2011). The current scenario requires needful and frequent communication with employees and leveraging them to manage their tasks leads to greater trust, self-efficacy and self-esteem. However, coaching, mentoring and counseling play important role for transformational change leadership (Eisenbach, Watson, & Pillai, 1999). Therefore, I would encourage my 100 employees to transform their tasks according to their perspective and privilege them to manage their work in creative manner. As a leader, I would also emphasize on team decision-making practices and involving my 100 employees into decision-making process to enable their commitment and sense of empowerment. I will also put timely efforts to coaching, counseling and guiding my team for effective team-building and self-esteem development. These perspectives and action-plan will help to increase communication, involvement and engagement of the employees leads to empowerment and accountability. The transformational leadership basically focuses on empowering employees and leveraging them for creative methods of completing their tasks. In this scenario, the current action-plan leads to increased employees’ willingness to share their ideas, less-feared about punishment and emphasized on collective efforts for organizational performance. These perspectives clearly deal within the context of current scenario and help to improve