ch.8 Flashcards
(56 cards)
What is culture & Socialization
Before starting a new job and then once inside the organization, how do you know what types of things are expected and/or acceptable or not (e.g., attire, language, etc)?
the cost of entry:
- What happens to me as I’m looking for a job? When you network .
- What happens to me when I get the job? When you get hired.
What Is Organizational Culture?
The shared beliefs, values, and assumptions that exist in an organization.
- Culture provides uniqueness and social identity to organizations (Culture is about my identity as a company. Are you gonna fit in with that company?)
- It represents a true “way of life” for organizational members (Under the waterline on the organizational iceberg. We learn through Osmosis)
- It tends to be fairly stable over time (Unless there is a paradigm shift: new blood dictates new culture)
What are the 6 Pre-Entry & At-Entry Issues
The company puts you through this when hiring:
1. Realistic Job Preview (RJP)
2. The Psychological Contract
3. Developing Commitment in the New Recruit
4. Orientation
5.Socialization
6. Recognizing Types of Cultures and their Practices
Explain the RJP (Realistical Job Preview), the first Pre-Entry & At- Entry Issue.
A mechanism used by organizations to present both the desirable and undesirable aspects. Ex: hard interviews, promote confidence and see who sticks to it. Want to get the right people.
- Interview with current job holders (are they really gonna tell the truth)
- Work simulations: bring people in and put them through stuff
- A day in the life of: days where you go work for free to see if you like it
Explain the ‘‘Psychological contract’’, the second Pre-Entry & At-Entry Issue.
After getting the job:
- Get formal letter
- Set of unwritten expectations on both sides: the employer and the new recruit
- *We call it Reciprocal obligations and promises: the promise that my information is right, and the employer promise where you’ll be working
- Set of expectations that is an exchange between inputs and outputs.
- increase the livelihood of fit
- Leads out the un deceisive
- When given a complete and accurate picture, they will be more committed and stay longer.
Explain what a breach in the psychological contract is:
Perception that an organization has failed to fulfill promises.
- This is the number one reason why employees will join an union
How do organizations develop early commitment in the new recruit?
Once the organization has extended an offer, the new recruit should be schooled in and committed to me( the organization)
1. Visibility
2. Explicitness
3. Irreversibility
4. Personal volition
Explain Visibility from the 5 ways an organization develops early commitment.
Commitment increases the more visible and observable it is. Ex: you get into university and you tell your parents.
Explain Explicitness from the 5 ways an organization develops early commitment.
The extent to which the employee you can’t deny the behavior. You gotta make yourself visible. Ex: give uniform with name on it.
Explain Irreversibility from the 5 ways an organization develops early commitment.
Make you feel like it can’t be revoked, I can’t leave. Ex: give big project.
Explain Personal Volition from the 5 ways an organization develops early commitment.
How badly you want something. How hangry you are.
What is Socialization?
Process by which an employee begins to adapt to the values, norms, and beliefs of the organization and its members (culture) (*Adapt becoming, morfing:
Values, norms, beliefs, and ways of being. )
- Involves learning the organization’s climate and “learning to fit in”: By which people learn the attitudes, the knowledge and the behaviours required to survive.
- Proximal and Distal Socialization Outcomes
Explain the Proximal and Distal Socialization Outcomes
Proximal Outcomes:
1. You learn faster,
2. see evidence of task mastery early
3. quicker social integration
4. decreased role conflict,
5. decreased role ambiguity
6. Quicker fit.
Distal:
1. Job satisfaction up
2. Organization commitment up
3. Organization identification up: start wearing a mac t-shirt early
4. Stress down
5. Turnover down
Explain Climate
“members’ shared perceptions of the contingencies between behaviours that occur in the work environment and their consequences”
Contingency between X and Y.
Granular what’s expected, what’s not expected
- Learning what behaviours are expected, acceptable, unacceptable
Explain the difference between Climatization and socialization
Socialization: Process by which an employee begins to adapt to the values, norms, and beliefs of the organization and its members (culture)
Climate: “members’ shared perceptions of the contingencies between behaviours that occur in the work environment and their consequences”
Explain the 2 Strategic Importance of Socialization
- Uncertainty Reduction Theory: “Newcomers are motivated to reduce their uncertainty so that the work environment becomes more predictable and understandable”.
- Socialization facilitates the social influence process and leads to greater identification and involvement with organizational norms and roles
Explain Uncertainty Reduction Theory
“Newcomers are motivated to reduce their uncertainty so that the work environment becomes more predictable and understandable”.
- Sets the tone of employment relationship
- Clarifies expectations / how things are done
- Reduces anxiety for new employees
Will I fit in? Will I enjoy the job/coworkers/etc?
- Effects employee attitudes and behaviour
Job satisfaction, commitment
Job performance
Explain Uncertainty Reduction Theory
“Newcomers are motivated to reduce their uncertainty so that the work environment becomes more predictable and understandable”.
- Sets the tone of employment relationship
- Clarifies expectations / how things are done
- Reduces anxiety for new employees
Will I fit in? Will I enjoy the job/coworkers/etc?
- Effects employee attitudes and behaviour
Job satisfaction, commitment
Job performance
Explain how socialization facilitates the social influence process
Socialization facilitates the social influence process and leads to greater identification and involvement with organizational norms and roles
Socialization helps employees move from compliance to internalization:
- Compliance: Conformity to a social norm out of desire to acquire rewards or avoid punishment
- identification: Conformity to a social norm out of belief that those who promote the norm are attractive or similar to oneself. ( *Want employee to internalize, walk and talk the culture, have value sand attitudes that company beliefs in.)
- Internalization: Conformity to a social norm out of true acceptance of the beliefs, values, and attitudes that underlie the norm
Explain socializations vs Orientation
Orientation:
- Program that informs new employees about their job and company
- Short-term, often formal
- Employee Orientation Programs
- Employee Orientation Program for Entry Stress (ROPES)
Socialization:
- Process of employees adapting to organization (culture/climate)
- Long-term process, often informal
- Person-job fit; person-organization fit; person-group fit; organizational identification
Explain more deeply orientation
- Program that informs new employees about their job and company
- Short-term, often formal
- Employee Orientation Programs
- Employee Orientation Program for Entry Stress (ROPES) (Help with early stress)
- Company History
- Policies, procedures, rules
- Employee benefits
- Give a copy of the Organization chart
What is the first stage of socialization
- Anticipatory (pre-arrival)
- How do we see this stage?
Organizational representatives talk about job (job fairs, work fairs, recruits)
Internships (pre arrival preceptory)
- Employees begin with certain expectations about organization 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
Realistic Job Preview:
Info about job demands and working conditions – both positive and negative aspects
What is the second stage of socialization and explain?
Encounter
In the encounter face, you are walking day-to-day job. You are getting to know personalities, people’s values, etc.
- Employee has started new job
- Inconsistencies between expectations and reality emerge
- Needs info re: policies, procedures, etc.
E.g., via Orientation program
Organizational issues, policies, etc.
Benefits
Introductions
J ob Duties
What is the third step of Socialization and explain?
Role Management (settling in)
What happens during role management:
1.
- Inconsistencies start to get worked out
- Employee begins to identify with organization
- Transition from being an “outsider” to feeling like an “insider”
- Often involves taking on new attitudes, values, and behaviours to align with organization’s
- Misalignment = dissatisfaction and turnover
- Social Tactics
- Institutionalized vs Individualized socialization
