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Shore, L. M., Randel, A. E., Chung, B. G., Dean, M. A., Holcombe Ehrhart, K., & Singh, G. (2011).Group inclusion in the workplace is still under development and there is not yet an agreement on the construct. Previous research mainly focused on the problems with diversity including affirmative actions, tokenism and discrimination bias. Shore et al. (2011) use Brewer’s optimal distinctiveness theory (ODT) to define this construct of employee inclusion and the influence it has on satisfaction and the needs of uniqueness and belongingness in the workplace. This framework can be used for further research and reviewing inclusion and diversion in the workplace. Identification with in-groups and out-groups is defines as the identification with social categories and the group. People become attached trough a common connection to the group. Identity contains a social component that involves defining oneself as being an individual. Brewer (1991) argues that people seek balance between uniqueness and individuation. People that choose social identities based upon a group seek acceptance in this group. When an individual feels accepted, this has many advantages.People display in-group favouritism, they attribute positive group behaviour to the group and themselves and negative group behaviour to others.The trustworthiness, cooperation and loyalty among group members increases;If group members feel they are too similar, they start seeking distinctiveness. Group members start to define themselves in terms of differentiating characteristics. People tend to socially identify with a group if both the needs for uniqueness and inclusiveness are met. ODT studies show what happens when these needs are at jeopardy. To restore balance, people engage in self-stereotyping, place greater value on social identity and...
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