Culture & Socialization - 8 Flashcards
Organizational Culture
The shared beliefs, values and assumptions that exist in an organization
What does culture provide
What is Organizational Culture?
Uniqueness and social identity (perception) to organizations
What does organizational culture represent
What is Organizational Culture?
A true “way of life” for organizational members
What is “RJP”
Mechanism used by organizations to present both desired/undesired; pos, neg aspects of a job and organizations
How do organizations develop early commitment in the new recruit?
- Visibility
- Explicitness
- Irreversibility
- Personal Violation
Socialization
Process by which an employee begins to adapt to the values, norms, and beliefs of the organization and its members (culture)
What does “RJP” mean?
Realistic Job Preview
What does Socialization involve?
Involves learning the organization’s climate and “learning to fit in”
There are proximal and distal socialization outcomes
What are the Proximal Socialization Outcomes
- Fast Learning
- Task Mastery is faster
- Social Integration is faster
- Less role conflict (they fit faster)
What are the Distal Socialization Outcomes
- JC - Job Satisfaction
- OC - Organization Commitment
- OI - Organizational Integrity
- OCB - Organizational Citizenship Behaviour
What is
Climate
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
What is a
“X” contingencies
Behaviour contingencies
What is a
“Y” contingencies
Consequences contingencies
How does one get someone commited to me?
Increased visibility
Increased explicitness
Increased Irreversibiltiy
Uncertainty Reduction Theory
We want to make things more understandable & predictable for employees
What are the 5 Strategic Importances of Socialization
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
What does Socialization facilitate?
The social influence process and leads to greater identification and involvement w organizational norms and roles
3 phases that employees go through the social influence process
Compliance
Identification
Internalization
In this order
Compliance
Strategic Importances of Socialization
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”
Identification
Strategic Importances of Socialization
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”
Internalization
Conformity to a social norm out of true acceptance of the beliefs, values and attitudes that underlie the norm
They are deeply commited
What is
Orientation
Program that informs new employees about their job and company
It’s short-term, often formal
ROPES
Socialization vs Orientation
What does … mean and what is it?
ROPES
Employee Orientation Program for Entry Stress
It’s a training program orientation puts you through
What type of term, etc is
Socialization
Socialization vs Orientation
Long term process, often informal
Person-job fit
Person-organization fit
Person-group fit
Organization identification
What are the stages of
Socialization
Anticipatory (Pre-Arrival)
Encounter
Role Management (Settling In)
What happens in the
Anticipatory Socialization stage
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
What happens in the
Encounter Socialization Stage
Employee started new job
Inconsistencies between expectations and reality emerge
Needs info on policies, procedures, etc
What happens in the
Role Management Socialization Stage
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.
What are the
Socilization Tactics
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?)
Institutionalized Socialization
Formalized and structured program
Reduces uncertainty and encourages new hires to stick to status quo
Individual Socialization
Reflects relative absense of structure
Encourages new hires to questions status quo and develop their own approach to their role
What is a
Mentor
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
What are the types of
Mentory
Career functions
Psychosocial functions
Formal mentoring programs
Developmental networks
Women and mentoring
Race, ethnicity and mentoring
What are the 2 Functions of Mentoring
Career Functions (coach, feedback)
Psychosocial functions (Role model, counseling)
What is in
Career feedback
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
What is in
Psychosocial functions
- Helping developing an employees self confidence & self esteem
- Sense of identity
- Coping capabilities
- EI and CI
What do we look at when diagnosing a Culture
Symbols
Rituals
Stories
What is a
Subculture
Smaller cultures that develop within a larger org culture that are based on diff in training, occupation, or departmental goals
What is
Strong Culture
An organizational culture with intense and pervasive beliefs, values and assumptions
What is
Weak Culture
They are fragmented and have less impact on organizational members
Assets of
Strong Culture
Coordination
Conflict Resolution
Financial Success
Coordination in Strong Culture
Faciliate communication and coordination
Overarching values and assumptions
Conflict Resolution in Strong Culture
Sharing core values can resolve conflicts
Even when there is horrible conflict, ppl will still see light at end of tunnel
Financial Success in Strong Culture
When culture supports the mission, strategy & goal, assets get translated to the bottom line
Liabilities of
Strong Culture
Resistance to Change
Culture clash
Pathology
Resistance to Change in Strong Culture
Damage to firm’s ability to innovate
Culture clash in Strong Culture
Strong cultures can mix badly when a merger or acquisition occurs
Pathology in Strong Culture
Beliefs and the values support evil (secrecy, dishonesty, lying)
What are the 7 common socialization steps used in strong cultures?
Selecting
Hazing
Training
Reward & Promotion
Exposure to Core Culture
Organizational Folklore
Role Models
What is
Proactive Socialization
When Employee plays an active role in his/her own socialization
7 Things to be a Proactive Socialist
Feedback Seeking
Info Seeking
Geeral Socialization
Relationship Building
Boss-Relationship Building
Networking
Job Change Negotiation
