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Final

COLLAB 2N03 Study Guide - Final Guide: Ray Kroc, Advantageous, W. M. Keck Observatory


Department
Collaborative
Course Code
COLLAB 2N03
Professor
teal
Study Guide
Final

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Chapter 8
Pre-Orientation and Entry Issues:
Realistic Job Preview (RJP): The provision of a balanced, realistic picture of the positive and
the negative aspects of a job to applicants.
-All the diff ways the employer wants to show what happens in the company
- They provide “corrective action” to unrealistic expectations at the anticipatory stage.
- RJP have been designed for jobs as diverse as telephone operators, life insurance
salespeople, US
Marine Corps recruits, and supermarket workers.
- The realistic job preview process can be compared to the traditional preview process that
often sets
expectations too high by ignoring the negative aspects of the job
-How do org. design and conduct RJP?
-Obtain the views of experienced employees and human resources staff about the positive
and negative
aspects of the job.
- Incorporate views into booklets or video presentations.
- Sometimes realistic previews use simulations to permit applicants to actually sample the
work.
Research Evidence:
-Realistic job previews are effective in reducing inflated expectations and turnover and
improving job performance.
-Turnover reduction is due in part to reduced expectations and increased job satisfaction.
-They cause those not cut out for the job or who have low PJ and PO fit perceptions to withdraw
from the application process, a process known as self-selection.

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-Organizations that provide realistic job previews are perceived by job applicants as more
honest and trustworthy and this encourages them to remain with the organization once they are
hired.
-The reduction in turnover can result in substantial financial savings for organizations
Psychological Contracts: Beliefs held by employees regarding the reciprocal obligations and
promises between them and their organization.
An employee might expect to receive bonuses and promotions in return for hard work and
loyalty
 They also expect that the org is going to behave in a certain way. It’s not written on paper, it’s
just in your mind
- Unfortunately, psychological contract breach is a common occurrence
 Psychological contract breach: Employee perceptions that his or her organization has failed
to fulfill one or more of its promises or obligations in the psychological contract.
 This often results in feelings of anger and betrayal and can have a negative effect on
employee job attitudes and work performance
 Employee perceptions of breach are also associated with a decrease in innovation-related
behaviors and lower customer satisfaction.
Why do Psychological contract breaches occur?
- Recruiters often promise more than their organization can provide.
- Newcomers often lack sufficient information to form accurate perceptions.
- Organizational changes can cause organizations to knowingly break promises that they are
unable or unwilling to keep.
-Therefore, Organizations need to ensure that truthful and accurate information about promises
and obligations is communicated to new members.
-Psychological contract breach is less likely in organizations where socialization is intense.
-Some evidence that what organizations actually give employees is itself especially important
Developing Commitment in the new recruit:
Socialization: The process by which an employee begins to adapt to the values, norms and
beliefs of the organization and its members (culture)
-Involves learning the organizations climate and learning to fit in
Climate: Members shared perception of the contingencies b/w behaviors that occur in the work
environment and their consequences
- Learning what behaviors are expected, acceptable and unacceptable
Strategic importance of Socialization:

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1. Sets the tone of employment relationship
2. Clarifies Expectations
3. Reduces anxiety for new employees
 Will I fit in?
4. Effects employee attitudes and behavior
 Job satisfaction, job commitment and job performance
Socialization Vs Orientation
- Socialization: Process by which people learn the attitudes, knowledge and behaviors that are
necessary to function in a group or an organization
-Long-Term process
 Often informal
-Orientation: Program that informs new employees about their job and company
- Short-Term
 Often Formal
-Most organizations make use of the following methods of socialization:
-Realistic job previews
- Employee orientation programs
- Socialization tactics
- Mentoring
Stages of Organizational Socialization:
-3 Stages
1. Anticipatory Socialization (Before Entry/Pre-Arrival):
- Employees begin with certain expectations about Organization and Job
 may be unrealistic, therefore if unmet might result in Job dissatisfaction  High turnover
- Some anticipatory socialization includes a formal process of skill and attitude acquisition
-Such as that which might occur by attending Uni or College
- Other anticipatory socialization might be informal
-acquired through a series of jobs or even by watching the portrayal of organizational life in
TV
Shows/Movies
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