Brainscape's Knowledge GenomeTM

Browse over 1 million classes created by top students, professors, publishers, and experts.


See full index

Organizational Behaviour 1BA3 > Culture & Socialization - 8 > Flashcards

Culture & Socialization - 8 Flashcards

1
Q

Organizational Culture

A

The shared beliefs, values and assumptions that exist in an organization

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
2
Q

What does culture provide

What is Organizational Culture?

A

Uniqueness and social identity (perception) to organizations

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
3
Q

What does organizational culture represent

What is Organizational Culture?

A

A true “way of life” for organizational members

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
4
Q

What is “RJP”

A

Mechanism used by organizations to present both desired/undesired; pos, neg aspects of a job and organizations

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
5
Q

How do organizations develop early commitment in the new recruit?

A
  1. Visibility
  2. Explicitness
  3. Irreversibility
  4. Personal Violation
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
6
Q

Socialization

A

Process by which an employee begins to adapt to the values, norms, and beliefs of the organization and its members (culture)

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
7
Q

What does “RJP” mean?

A

Realistic Job Preview

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
8
Q

What does Socialization involve?

A

Involves learning the organization’s climate and “learning to fit in”
There are proximal and distal socialization outcomes

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
9
Q

What are the Proximal Socialization Outcomes

A
  1. Fast Learning
  2. Task Mastery is faster
  3. Social Integration is faster
  4. Less role conflict (they fit faster)
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
10
Q

What are the Distal Socialization Outcomes

A
  1. JC - Job Satisfaction
  2. OC - Organization Commitment
  3. OI - Organizational Integrity
  4. OCB - Organizational Citizenship Behaviour
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
11
Q

What is

Climate

A

Members shared perceptions of the contingencies between behaviours that occur in the work env and their consequences

Climate is a bunch of x-y contingencies

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
12
Q

What is a

“X” contingencies

A

Behaviour contingencies

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
13
Q

What is a

“Y” contingencies

A

Consequences contingencies

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
14
Q

How does one get someone commited to me?

A

Increased visibility
Increased explicitness
Increased Irreversibiltiy

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
15
Q

Uncertainty Reduction Theory

A

We want to make things more understandable & predictable for employees

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q

What are the 5 Strategic Importances of Socialization

A

Uncertainty Reduction Theory
Sets the tone of employment relationship
Clarifies expectations / how things are done
Reduces anxiety for new employees
Effects employee attitudes and behaviour

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
17
Q

What does Socialization facilitate?

A

The social influence process and leads to greater identification and involvement w organizational norms and roles

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
18
Q

3 phases that employees go through the social influence process

A

Compliance
Identification
Internalization

In this order

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
19
Q

Compliance

Strategic Importances of Socialization

A

Conformity to a social norm out of desire to acquire rewards or avoid punishment

“I am apart of and comply with what the organization tells me to do”

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
20
Q

Identification

Strategic Importances of Socialization

A

Conformity to a social norm out of belief that those who promote the norm are attractive or similar to oneself

“I identify with the organization”

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
21
Q

Internalization

A

Conformity to a social norm out of true acceptance of the beliefs, values and attitudes that underlie the norm

They are deeply commited

22
Q

What is

Orientation

A

Program that informs new employees about their job and company
It’s short-term, often formal
ROPES

Socialization vs Orientation

23
Q

What does … mean and what is it?

ROPES

A

Employee Orientation Program for Entry Stress
It’s a training program orientation puts you through

24
Q

What type of term, etc is

Socialization

Socialization vs Orientation

A

Long term process, often informal
Person-job fit
Person-organization fit
Person-group fit
Organization identification

25
Q

What are the stages of

Socialization

A

Anticipatory (Pre-Arrival)
Encounter
Role Management (Settling In)

26
Q

What happens in the

Anticipatory Socialization stage

A

Employees begin with certain expectations abt the org and job
May be unrealistic - if unmet, result in dissatisfaction, turnover, etc
Not all anticipatory socialization will be accurate or useful
Organizations may vary in the extent to which it is encouraged
RGP OCCURS HERE

27
Q

What happens in the

Encounter Socialization Stage

A

Employee started new job
Inconsistencies between expectations and reality emerge
Needs info on policies, procedures, etc

28
Q

What happens in the

Role Management Socialization Stage

A

Ur looking at the job to see if there is good work/non-work life balance
Inconsistencies start to get worked out
Employee begins to identify w org
Transition from being “outsider” to feeling like “insider”
Involves taking on new attitudes, values and behaviours to align w org’s.

29
Q

What are the

Socilization Tactics

A

Collective vs Individual
Formal vs Informal (on the job)
Seqential vs Ranndom
Fixed vs Variable (timeframe)
Serial (experienced, role models) vs disjunctive
Investiture (affirm identity) vs Divestiture (strip self-confidence)

Bullpen experience vs process the rcruits singley like an apprenticeship
Put through customed tailored experiences vs No 1 member is segregated from the other member
Organization specifies a given sequence of steps in a given role vs theres no order
Given a precise time vs There is no time
Expereinced member grooms newcomers to assume a similar kind of job vs recruits r not following in anyones steps
Invest in a person vs process strips away certain characteristics of a new recruit to start from scratch and recruit
DEPENDS ON ORG (where do they want to go?)

30
Q

Institutionalized Socialization

A

Formalized and structured program
Reduces uncertainty and encourages new hires to stick to status quo

31
Q

Individual Socialization

A

Reflects relative absense of structure
Encourages new hires to questions status quo and develop their own approach to their role

32
Q

What is a

Mentor

A

Experienced or more senior person the org who gives a junior person special attention, such as giving advice and creating opportunities to assist them during the early stages of their career

33
Q

What are the types of

Mentory

A

Career functions
Psychosocial functions
Formal mentoring programs
Developmental networks
Women and mentoring
Race, ethnicity and mentoring

34
Q

What are the 2 Functions of Mentoring

A

Career Functions (coach, feedback)
Psychosocial functions (Role model, counseling)

35
Q

What is in

Career feedback

A

Them giving u as many career enhancing feedback
1. Coaching on the new recruits strenght & weaknesses realted to performance
2. Sponsorship
3. Career mentor should be giving u exposure and visibility
4. Set up developmental assignments for u

36
Q

What is in

Psychosocial functions

A
  1. Helping developing an employees self confidence & self esteem
  2. Sense of identity
  3. Coping capabilities
  4. EI and CI
37
Q

What do we look at when diagnosing a Culture

A

Symbols
Rituals
Stories

38
Q

What is a

Subculture

A

Smaller cultures that develop within a larger org culture that are based on diff in training, occupation, or departmental goals

39
Q

What is

Strong Culture

A

An organizational culture with intense and pervasive beliefs, values and assumptions

40
Q

What is

Weak Culture

A

They are fragmented and have less impact on organizational members

41
Q

Assets of

Strong Culture

A

Coordination
Conflict Resolution
Financial Success

42
Q

Coordination in Strong Culture

A

Faciliate communication and coordination
Overarching values and assumptions

43
Q

Conflict Resolution in Strong Culture

A

Sharing core values can resolve conflicts
Even when there is horrible conflict, ppl will still see light at end of tunnel

44
Q

Financial Success in Strong Culture

A

When culture supports the mission, strategy & goal, assets get translated to the bottom line

45
Q

Liabilities of

Strong Culture

A

Resistance to Change
Culture clash
Pathology

46
Q

Resistance to Change in Strong Culture

A

Damage to firm’s ability to innovate

47
Q

Culture clash in Strong Culture

A

Strong cultures can mix badly when a merger or acquisition occurs

48
Q

Pathology in Strong Culture

A

Beliefs and the values support evil (secrecy, dishonesty, lying)

49
Q

What are the 7 common socialization steps used in strong cultures?

A

Selecting
Hazing
Training
Reward & Promotion
Exposure to Core Culture
Organizational Folklore
Role Models

50
Q

What is

Proactive Socialization

A

When Employee plays an active role in his/her own socialization

51
Q

7 Things to be a Proactive Socialist

A

Feedback Seeking
Info Seeking
Geeral Socialization
Relationship Building
Boss-Relationship Building
Networking
Job Change Negotiation

Organizational Behaviour 1BA3 (7 decks)

Brainscape helps you reach your goals faster, through stronger study habits.
© 2024 Bold Learning Solutions. Terms and Conditions