Chapter 7 Flashcards
Professional Socialization
the process by which an individual learns the knowledge, skills, values, attitudes, and dispositions associated with a professional role
Includes:
- anticipatory socialization
- organizational socialization
Anticipatory Socialization
- recruitment
- pre-service
- student expectations/interests center around the appeal of the “team”-centered culture of athletics
Organizational Socialization
how individuals learn their roles within an organization and how to deal with the various job demands
Key for job satisfaction
Organizational Socialization Tactical dimensions
- Formal or informal
- Collective or individual
- Sequential or random
- Investiture or divestiture
- serial or disjunctive
Tactical Dimensions: Formal vs. Informal
Formal-
- structured socialization events
- leaves no ambiguity of role/obligations/tasks
- medical documentation for reimbursement
Informal-
- lack of structure
- some employees (HS AT) indicate they learn better through trial and error
Tactical Dimensions: Collective vs. Individual
Collective-
- socialization experiences with a group (all new AT staff trained together)
- helps build consensus on how to address shared problems that the group may encounter
Individual-
- socialization experiences as an individual
- learn a specific and tailored role within an organization (facilitate innovation)
Tactical Dimensions: Sequential vs. Random
Sequential-
- specific sequence of events needed to be completed prior to an employee being moved into an organizational role
Random-
- sequence of experiences needed to take on organizational role is unclear or ambiguous
Tactical Dimensions: Investiture vs. Divestiture
Investiture-
- an individual’s attributes, characteristics, values, and attitudes are affirmed and valued (organization does not want to change them)
Divestiture-
- attempts to change an individual’s attitudes, values, skills, and patient interactions to match the organization
Tactical Dimensions: Serial vs. Disjunctive
Serial-
- presence of a role model or mentor to orient and instruct individuals who are entering an organization
- facilitates the attainment of a consistent set of values, skills, and attitudes
Disjunctive-
- lack of role model or mentor
- allows for innovation and fresh perspectives
Less Structures Tactical Dimensions
- facilitate innovation
- change status quo
- facilitate change
- problems: ambiguity, stress, conflict
informal, individual, random, investiture, disjunctive
More Structured Tactical Dimensions
- promote status quo
- reduce ambiguity and conflict
- employees clear on roles
- person-organization fit
formal, collective, sequential, divestiture, serial
Perceptions related to working within an organization
- reality shock
- role stress/strain
- job dissatisfaction
- concern about quality of life
Reality shock
- realization that job responsibilities differ from previous education or employment experiences
- discrepancy between the professional role one anticipated and the actual role expected
Role Stress
a social structural condition in which role obligations are vague, irritating, difficult, conflicting, or impossible to meet
Role Strain
a subjective state of emotional arousal in response to the external conditions of social stress when performing a role
