WRONG CHAP 8 Flashcards
(28 cards)
Information Dependence
Reliance on others for information about how to think, feel, and act
Effect Dependence
Reliance on others due to their capacity to provide rewards and punishment
Motives for Social Conformity
Compliance - desire to acquire rewards or avoid punishment; Identification - perceptions that those who promote the norm are attractive or similar to oneself; Internalization - prompted by true acceptance of the beliefs, values, and attitudes that underline the norm
Organizational Socialization
The primary means by which organizations communicate the organization’s culture and values to its new members. Sometimes called onboarding
Person-job fit
Refers to match between an employee’s knowledge, skills, abilities and requirements of a job (lack of person-role conflict)
Person-organization fit
Refers to the match between an employee’s personal values and the values of an organization (organizational identification)
Proximal Socialization Outcomes
Immediate outcomes. Ex. learning, role conflict
Distal Socialization Outcomes
Long-term outcomes. Ex. job satisfaction, stress
Stages of Socialization
Anticipatory Socialization - socialization before entering the organization; Encounter stage - orientation programs, getting to know the organization; Role management - new member’s attention shifts to fine tuning and actively managing his or her role in the organization
Psychological Contract
Beliefs held by employees regarding the reciprocal obligations and promises between them and their organization
Psychological Contract Breach
Results in negative emotions that stem from feelings of violation and mistrust towards management. Less likely in organizations where socialization is intense
Methods of Socialization
Realistic job previews; expectancy-lowering procedures; employee orientation programs; socialization tactics; mentoring
Realistic Job Previews
The provision of a balanced realistic picture of the positive and negative of the job-to-job applicants. Provides corrective action to unrealistic expectations at anticipatory socialization stage. Can cause self-selection as applicants pull themselves out
Expectancy-Lowering Procedure
Focus on expectations of new hires during socialization process. Focus on expectations rather than characteristics of job
Employee Orientation Programs
Programs designed to introduce new employees to their job, the people they will be working with, and the organization. Convey and form psychological contract and teach newcomers how to cope with stressful work situations - Realistic Orientation Program for Entry Stress (ROPES)
Socialization Tactics
The manner in which organizations structure the early work experiences of newcomers and individuals who are in transition from one role to another
Individualized Socialization Tactics
Individual - socialization that is tailor made for each individual new member; Informal - Do not distinguish a newcomer from more experienced members and rely more on informal and on-the-job training; Random - ambiguous or changing sequence toward assuming a role; Variable - no time frame to indicate when the socialization process ends; Disjunctive - socialization process where role models and experienced organization members do not groom new members or show them the ropes ; Divestiture - also known as debasement or hazing - putting new members through a series of experiences that are designed to humble them and strip away some initial self confidence
Institutionalized Socialization Tactics
Collective - big group of new members socialized at once; Formal - segregating newcomers from regular organizational members; Sequential - fixed sequence of steps leading to the assumption of the role ; Fixed - timetable for the assumption of the role; Serial - a process in which experienced members of the organization socialize newcomers; Investiture - Affirms the incoming identity and attributes of new hires rather than denies and strips them away
Mentoring - Career Support
Sponsorship - nominate the apprentice for promotions; Exposure - provide opportunities to work with key people; Coaching and feedback - the mentor might suggest work strategies; Development assignments - challenging work assignments that will develop skills
Mentoring - Psychological Support
Role modeling - provides a set of attitudes and values to imitate; Acceptance and confirmation - provide encouragement to promote self-confidence; Counselling - provides an opportunity to discuss personal concerns
Mentoring - Benefits
Accelerates career progress of underrepresented groups; transmit culture and values to newer managers; pass on accumulated wisdom of seasoned leaders; psychological is more related to satisfaction while the career support is more strongly related to compensation and advancement
Proactive Socialization
Process through which newcomers play an active role in their own socialization through the use of a number of proactive socialization tactics
Organizational Identification
The extent to which an individual defines him or herself in terms of the organization and what it is perceived to represent. This is one of the primary goals of organizational socialization
Organizational Culture
Shared beliefs, values, and assumptions that exist in an organization. Tends to be fairly stable over time. Determines the norms that develop and the patterns of behaviour that emerge from these norms. Culture -> Norms -> Behaviour
