Social Influence, Socialization, & Organizational Culture Flashcards
Information Dependence
Reliance on others for info on how to think, feel, act
Gives others the opportunity to influence our thoughts, feelings, and actions via the signals they send us
Social Information Processing Theory
Use info from others to interpret events and develop expectations about appropriate and acceptable attitudes and behaviours
Look to others for info and cues about how to behave
Effects of social info can be strong (exert as much or more influence as objective reality)
Effect Dependence
Reliance on others due to their capacity to provide rewards and punishment
Group frequently has vested interest in how individual members think and act, because it can affect the goal attainment of a group
Members desire approval of the group
Compliance
Conformity to social norm prompted by desire to acquire rewards or avoid punishment (effect dependence)
Adjust behaviour to the norm
Do not subscribe to the beliefs, values, attitudes that underlie the norm
Identification
Conformity to norm prompted by perceptions that those who promote the norm are attractive or similar to oneself
Imitation process: established members serve as models for the behaviour of others
Information dependence especially important (if someone is similar to you, you are motivated to rely on that person for info about how to think/act)
Internalization
Conformity to a social norm prompted by true acceptance of the beliefs, values, and attitudes that underlie the norm
Conformity occurring because it is seen as right
Conformity due to internal forces
Socialization
Process by which people learn attitudes, knowledge, and behaviours necessary to function in a group
Members acquire info/knowledge, change attitudes, perform new behaviours
Socialization Domains
Tasks: acquire knowledge and skills required to perform job duties/tasks
Roles: learn appropriate behaviours and expectations
Work group: learn norms and values
Organization: about the organization (culture, history, traditions, language, politics, mission)
Uncertainty Reduction Theory
Newcomers are motivated to reduce their uncertainty so that the work environment becomes predictable and understandable
Socialization process reduces uncertainty and facilitates adjustment
Person-Job Fit
Match between an employee’s knowledge, skills, and abilities and the requirements of a job
Person-Organization Fit
Match between an employee’s personal values and the values of an organization
Person-Group Fit
Match or compatibility between an employee’s values and beliefs and the values and beliefs of the work group
Organizational Identification
Reflects an individual’s learning and acceptance of an organization’s culture
Anticipatory Socialization
Socialization before becoming a member of organization
Formal process of skill and attitude acquisition
Informal (acquired through summer jobs or watching organizational life on TV)
Encounter
Newcomer encounters day to day life with organization
Formal aspects: Orientation programs, rotation through parts of the organization
Informal aspects: getting to know/understand style and personality of boss and coworkers
Organization: look for acceptable degree of conformity
Employee: meet personal needs/expectations
Role Management
Fine tuning and actively managing new role
Form connections outside immediate work group
Balancing role with non work and family roles
Stages of Socialization
Anticipatory
Encounter
Role management
Reality Shock
When reality of new job and organization is inconsistent with and does need meet one’s expectations
