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Lecture

Textbook notes-Chapter 8-Social Influence, Socialization and Culture


Department
Management (MGH)
Course Code
MGHD27H3
Professor
Andrew Davidson

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CHAPTER 8 ± SOCIAL INFLUENCE, SOCIALIZATION, AND CULTURE
SOCIAL INFLUENCE IN ORGANIZATIONS
INFORMATION DPENDENCE AND EFFECT DEPENDENCE
information dependence: reliance on others for info about how to think fee and act
effect dependence: reliance on others due to their capacity to provide rewards and punishment
1) group frequently has a vested interest in how individuals members think and act cuz such matters
can affect the goal attainment of the group
2) members frequently desires the approval of the group
SOCIAL INFLUENCE IN ACTION
- one of the obvious consequences of info and effect dependence is the tendency for group members to
confirm to the social norms that have been established by the group
Motives for social conformity
1) compliance: conformity to a social norm prompted by the desire to acquire rewards or avoid
punishment (effect dependence)
- DOWKRXJKDQLQGLYLGXDODGMXVWVKLVEHKDYLRXUWRWKHQRUPKHGRHVQ¶WUHDOO\VXEVFULEHWRWKHEHOLHIV
values, and attitudes that underlie the norm
2) identification: conformity to a social norm prompted by perceptions that those who promote the
norm are attractive or similar to oneself (information dependence)
3) internalization: conformity to a social norm prompted by true acceptance of the beliefs, values, and
attitudes that underlie the norm
- individual truly accept the beliefs, values and attitudes that underlines the norm
- conformity due to internal forces
The subtle power of compliance
simple compliance can set the stage for more complete identification and involvement with
organizational norms and roles
ORGANIZATIONAL SOCIALIZATION
socialization: the process by which ppl learn the norms and roles that are necessary to function in a
group or organization
- the primary means by ZKLFKRUJDQL]DWLRQVFRPPXQLFDWHWKHRUJDQL]DWLRVFXOWXUHDQGYDOXHVWRQHZ
members
CHART: 264
person-job fit: WKHPDWFKEZDQHPSOR\HH¶VNQRZOHGJHVNLOOVDQGDELOLWLHVDQGWKHUHTXLUHPHQWRID
job
person organization fit: the match b/w an employee personal values and the values of an organization
Stages of socialization
1) anticipatory socialization
- begins b4 a member becomes a part of an organization
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- include a formal process of skill and attitude acquisition, such as that which occur by attending
college or uni
- others might be informal, such that acquire through a series of summer jobs ect
2) encounter
- formal aspects: orientation, rotation through various parts of the organization
- informal aspects: getting to know and understand the style and personality of ones boss and co
workers
- organizations are looking for an acceptable degree of conformity to organizational norms and the
gradual acquisition of appropriate role behaviour
- recruits are interested in having their roles fulfilled
3) role management
- PHPEHVDWWHQWLRQVKLIWVWRILQHWXQLQJDQGDFWLYHO\PDQDJLQJKLVKHUUROHLQWKHRUJDQL]DWLRQ
- following some conformity to the role, the new recruit might now be in a position to modify the role
to better service the organization
- confront balancing the now familiar organizational role with nonwork roles and family demands
Unrealistic expectations and the psychological contract
1) Unrealistic expectations
- ppl entering organizations hold many expectations that are inaccurate and often unrealistically high
- due to media stereotypes
- also from overzealous recruiters who paint rosy pics to attract job candidates
2) psychological contract: beliefs held by employees regarding the reciprocal obligations and
promises b/w them and their organizations
- psychological contract breach Æ when an employee perceives that his/her organization has failed to
fulfill one or more promises obligations of the psychological contract
- recruiters ten to promise more than their organization can provide and new comers often lack
sufficient info to form accurate perceptions concerning their psychological contract
METHODS OF ORGANIZATIONAL SOCIALIZATION
-organizations that handle their own socialization are interested in maintaining the continuity and
stability of job behaviours over a period of time
- those that reply on external agencies to perform anticipatory socialization are oriented toward
maintain the potential for creative, innovative behaviour on the part of members ± there is less
³LQEUHHGLQJ´
Æ always have formal training and orientation or informal on the job training
- organizations differ in terms of who does the socializing, how its done, and how much is fone
1) Realistic job previews
Æ the provision of a balanced, realistic pic of the positive and the negative aspects of a job to
applicants
- provides a corrective action: to expectations at the anticipator socialization stage
- employees obtain the views of experienced employees and human resources officers about the
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