Chapter 8, Social Influence, Socialization, and Organizational Structure Flashcards
Information Dependence
Reliance on others for
information about how to
think, feel, and act.
Social information processing theory
Information from others is
used to interpret events and
develop expectations about
appropriate and acceptable
attitudes and behaviours.
Effect Dependence
Reliance on others due to
their capacity to provide
rewards and punishment.
One of the most obvious consequences of information and effect dependence is the tendency for group members to…
to conform to the social norms that have been established by the group.
Compliance
Conformity
to a social norm prompted
by the desire to acquire
rewards or avoid
punishment.
Identification
Conformity
to a social norm prompted
by perceptions that those
who promote the norm
are attractive or similar to
oneself.
Internalization.
Conformity
to a social norm prompted
by true acceptance of the
beliefs, values, and attitudes
that underlie the norm
Socialization
The
process by which people
learn the attitudes,
knowledge, and behaviours
that are necessary for a
person to function in a
group or organization.
Uncertainty reduction theory
Newcomers are
motivated to reduce their
uncertainty so that the
work environment becomes
more predictable and
understandable.
Person-job fit
The
match between an
employee’s knowledge,
skills, and abilities and the
requirements of a job.
Proximal socialization outcomes
immediate outcomes that occur directly after implementing socialization methods
Distal socialization outcomes
These are long-term outcomes that result from achieving proximal outcomes.
Three steps of fit for socialization (newcomers)
First, acquire knowledge and skills necessary to perform work tasks
Second, Learn the values and beliefs that are important to the organization to develop strong-person organization
Thirdly, learn the values and beliefs that are important to their work group so they can develop a strong person-group
Person-organization fit
The match between an
employee’s personal
values and the values of an
organization.
Person-group fit
The
match between an
employee’s values and the
values of the employee’s
work group.
Organizational identification
The extent
to which individuals define
themselves in terms of the
organization and what it is
perceived to represent.
In summary, organizational socialization is importat because…
it has a direct effect on
proximal socialization outcomes (e.g., learning, PJ fit, PO fit, and PG fit), which lead to distal
outcomes (e.g., organizational identification).
Stages of Socialization
1) Anticipatory Socialization
2) Encounter
3) Role Management
Anticipatory Socialization
Some organizations begin to socialize job candidates even before they are
hired, at recruitment events, where organizational representatives discuss the organization
with potential hires.
Encounter
In the encounter stage, the new recruit, armed with some expectations
about organizational life, encounters the day-to-day reality of this life. Formal aspects of this
stage might include orientation programs and rotation through various parts of the organization.
Informal aspects include getting to know and understand the style and personality
of one’s boss and co-workers.
Role Management
Having survived the encounter stage and acquired basic role
behaviours, the new member’s attention shifts to fine-tuning and actively managing their
new role in the organization. Following some conformity to group norms, the new recruit
might now be in a position to modify the role to better serve the organization.
Reality shock
When the
reality of a new job and
organization is inconsistent
with and does not meet
one’s expectations.
Why do new members often have unrealistic expectations about the organization they join?
Occupational steorotypes
Psychological contract
Beliefs held by employees
regarding the reciprocal
obligations and promises
between them and their
organization.
