Chap 8 - Social Influence, Socialization, and Organizational Culture

Information dependence

Reliance on others for information about how to think, feel and act

Social information processing theory

Information from others is used to interpret events and develop expectations about appropriate and acceptable attitudes and behaviours

Effect dependence

Reliance on others due tot heir capacity to provide rewards and punishment

Compliance

Conformity to a social norm prompted by the desire to acquire rewards or avoid punishment

Identification

Conformity to a social norm prompted by perceptions that those who promote the norm are attractive or similar to oneself

Internalization

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

Socialization

The process by which people learn the attitudes, knowledge, and behaviours that are necessary for a person to function in a group or organization

Uncertainty reduction theory 

Newcomers are motivated to reduce their uncertainty so that the work environment becomes more predictable and understandable 

Sensemaking

Constructing meaning and interpreting events in the organization

Person organization fit

The match between an employee’s personal values and the values of an organization 

Person group fit

The match between an employee’s values and the values of the employee’s work group

Organizational identification

The extent to which individuals define themselves in terms of the organization and what it is perceived to represent

Stages of socialization

• Anticipatory socialization

• Encounter

• Role management

Anticipatory socialization

• Can occur before a person becomes a member of a particular organization 

• Sometimes it is a formal process of skill and attitude acquisition (ex: attending university) 

• Other times it is acquired informally, through summer jobs or watching the portrayal of organizational life in tv 

Encounter

• A new recruit, armed with some expectations about organizational life, encounters dat ti dat reality of this life

• Formal aspects include orientation programs and rotation through various parts of the organization

• Informal aspects include getting to know an understand the style and personality of one’s boss and coworkers

Role management

• New member’s attention shifts to fine tuning and actively managing their new role in the organization

• Following some conformity to group norms, the new recruit might now be in a position to modify the role to better serve the organization

  • This requires forming connections outside the immediate work group

• Newcomer also needs to balance organizational roles and non work roles

Unmet expetations

When there is a difference between initial expectations and actual experiences on the job 

Reality shcok

When the reality of a new job and organization is inconsistent with and does not meet one’s exceptions

Psychological contract

Beliefs held by employees regarding the reciprocal obligations and promises between them and their organization

Psychological contract breach

Employee perceptions that their organization has failed to fulfill one or more of its promises or obligations int he psychological contract

Socialization resources theory

Providing newcomers with resources throughout the organizational socialization process to facilitate their adjustment and a successful socialization 

Realistic job previews

The provision of a balanced, realistic picture of the positive and negative aspects of a job to applicants

Self selection

Job applicants who are not a good match for the job and have low PJ and PO fit perceptions withdraw from the application process

Employee orientation programs

Programs designed to introduce new employees to their job, to the people they will be working with, and to the organization

Realistic orientation programs for entry stress (ROPES)

An orientation program that is designed to teach newcomers coping techniques to manage workplace stressors 

Socialization tactics

The manner in which organizations structure the early work experiences of newcomers and employees who are in transition from one role to another

Collective vs individual tactics

• Collective tactic consists of a number of new members being socialized as a group, going through the same experiences, and facing the same challenges

• Individual tactic consists of socialization experiences that are tailor made for each new member

Formal vs informal tactics

• Formal tactics involve segregating newcomers from regular organizational members and providing them with formal learning experiences during the period of socialization

• Informal tactics do not distinguish a newcomer from more experienced members and rely more on informal and on the job learning

Sequential vs random tactics

• Sequential tactic involves a fixed sequence of steps or stages leading to the assumption of the role

• Random tactic there is an ambiguous or changing sequence

Serial vs disjunctive tactics

• Serial tactic refers to a process in which newcomers are socialized by experienced members of the organization

• The disjunctive tactic refers to a socialization process where role models and experienced organization members do not groom the members or “show them the ropes”

Investiture vs divestiture tactics 

• Divestiture (debasement) tactics involve putting new members through a series of experiences that are designed to humble them and strip away some of their initial self confidence and change their attitudes and beliefs 

• Investiture tactic affirms the incoming identity and attributes of new hires rather than denying them and stripping them away 

Mentor

An experienced or more senior person in the organization who provides a junior person with guidance and special attention, such as giving advice and creating opportunities for assistance, especially during the early stages of the junior person’s career

Formal mentoring programs

Organization sponsored programs in which seasoned employees are recruited as mentors and matches with proteges

Developmental networks

Groups of people who take an active interest in a protege’s (pupil) career and take actions toward advancing it by providing developmental assistance

Proactive socialization

The process in which newcomers play an active role in their own socialization through the use of proactive socialization behaviours 

Feedback seeking

Requesting information about how one is performing one’s tasks and role

Information seeking

Requesting information about one’s job, role, group, and organization

What are some proactive socialization behaviours?

• Feedback seeking

• Information seeking

• General socializing

• Relationship building

• Positive framing

• Boss relationship building

• Networking

• Job change negotiation

Organizational culture

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

Subcultures

Smaller cultures that develop within a larger organizational culture and are based on differences in training, occupation, or departmental goals

Strong culture

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

What are some assets of strong cultures

• Coordination

• Conflict resolution

• Financial success

Liabilities of strong cultures 

• Resistance to change

• Culture clash

• Pathology 

How are cultures built and maintained?

• The founder’s role

• Socialization

What are the socialization steps in strong cultures?

• Selecting employees

• Debasement

• Training “in the trenches”

• Reward and promotion

• Exposure to core culture

• Organizational folklore

• Role models

Symbols

An object, act, event, quality or relation that serves as a vehicle for conveying meaning, usually by representing something 

Rites

Elaborate, dramatic, planned activities that consolidate various forms of cultural expression into one event, which is carried out through social interactions for the benefit of an audience

Rituals

Standardized, detailed sets of techniques, actions, and behaviours that are performed in recognition of some event or accomplishment

Ceremonial

A system of several rites connected with a single occasion or event

Rite of passage

A rite that facilitates the transition into new social roles 

Story

A narrative based on true events that are often a combination of truth and fiction