Class Notes (1,200,000)
CA (650,000)
UTSC (30,000)
MGH (60)

MGHB02H3 Lecture Notes - Onboarding, Organizational Identification, Psychological Contract

Management (MGH)
Course Code
Julie Mc Carthy

This preview shows page 1. to view the full 5 pages of the document.
Chapter 8-Social Influence, socialization & Culture
Social Influence in Organizations
Information Dependence and Effect Dependence
o Depend on others for info about the adequacy and appropriateness of our behaviour, thoughts
and feelings
o Information Dependence: reliance on others for information about how to think, act and feel
o Individuals often motivated to compare their thoughts, feelings and actions with those of others
as a means of acquiring info about their adequacy
o Individuals are depended on the effects of their behaviour as determined by the rewards and
punishments the group has at disposal
o Effect dependence: reliance on others due to their capacity to provide rewards and
o Group has interest in how individual members think and act because such matters can affect the
goal attainment of the group
o Second the members desire the approval of others, this promotes effect dependence
Social Influence in Action
o Most obvious consequence of info and effect dependence is the tendency for groups members
to conform to social norms established by group
Motives for Social Conformity
o Compliance: conformity to a social nom prompted by the desire to acquire rewards or
punishment, primary involves effect dependence. The individuals adjusts his behaviour to
follow these norms but does not believe in them
o Identification: conformity to a social norm prompted by perceptions that those who promote
the norms are attractive or similar to oneself
o Internalization: conformity to a social norm prompted by true acceptance of the beliefs, values
and attitudes that underline the norm
The Subtle Power of Compliance
Organizational Socialization
o Socialization: the process by which ppl learn attitudes, knowledge, and behaviours that are
necessary to function in a group
o Learning process in which new members must learn knowledge, and change their attitudes
o Learning during socialization has been described in domains such as task, role, group, and
organization domain.
You're Reading a Preview

Unlock to view full version

Only page 1 are available for preview. Some parts have been intentionally blurred.

o New comers need to acquire the knowledge and skills necessary to perform their job duties and
task , they need to learn the behaviours and expectations of their role, need to learn the norms
and values of their work group, and need to learn about the organization
o Important objective of organizational socialization is to achieve good fit
o Two kinds of fit
o First one is Person-job-fit: the match between an employee’s knowledge, skills and abilities and
the requirements of a job
o Second id person-organization fit: the match between an employee’s personal values and the
values of the organization
o Primary goal of organizational socialization is organizational identification: the extent to which
an individual defines him or herself in terms of the organization and what it is perceived to
Stages of Socialization
o Anticipatory socialization: a huge among of socialization occurs before person becomes
member of a particular organization
o Includes a formal process of skill and attitude acquisition, attending college or
university, or informal such as watching summer jobs or watching portrayal of
organizations on T.V.
o Encounter: new recruit without some expectations encounters day to day reality. Includes
orientation, getting to know and understand style and personality of boss and co-workers, at
this point, organization is looking for an acceptable degree of conformity to organizational and
recruits is interested in having personal needs and expectations met, if successful the recruit will
have complied with critical organization norms
o Role management: the new members attentions to fine tuning and actively managing his role
in the organization, new member must balance work and home life
Unrealistic expectations and psychological contract
o Unrealistic expectations: often have many unrealistic expectations
o Psychological contract: beliefs held by employees regarding the reciprocal obligations and
promises between them and their organization
o Can be socialized through he company or through other agencies before entering the work place
Realistic Job Previews
o Realistic job preview: the provisions of a balances, realistic picture of the positive and negative
aspects of a job applicants
o Important to provide recruits with realistic job preview, it reduces turnover
o Companies obtain the views of experience employees and human resource staff
You're Reading a Preview

Unlock to view full version