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Chapter 8

COMM 151 Chapter Notes - Chapter 8: Job Satisfaction, Organizational Culture, Job Performance


Department
Commerce
Course Code
COMM 151
Professor
Christopher Miners
Chapter
8

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COMM 151 Chapter 8 Notes Social Influence, Socialization, and Culture
Social Influence in Organizations
Information Dependence and Effect Dependence
Depend on others for information about adequacy and appropriateness of our behaviour,
thoughts, and feelings
Information Dependence: Reliance on others for information about how to feel, act, and
think
Individuals motivated to compare their own thoughts , feelings, and actions with those of
others as a means of acquiring information about their adequacy
Effects of social information very strong more influence over others as objective
reality
Sensitive to rewards and punishments the group has its disposal
Effect Dependence: Reliance on others due to their capacity to provide rewards and
punishments
Group frequently vested interest in how individual members thin and act because it
affects the goal attainment of the group
Member frequently desires the approval of the group
Promote effect dependence
Managers typically have a fairy array of rewards and punishments available including
promotion, raises
Informal level :Reward cooperative behaviour with a praise, friendship and helping on the
job
Lack of cooperating results in nagging or harassment
Social Influence in Action
Many effects on which group members are dependent are oriented toward enforcing group norms
Motives for Social Conformity
Compliance: Conformity to a social norm prompted by the desire to acquire rewards or
avoid punishment
Individual adjusts his or her behaviour to the norm
He or she does not really subscribe to the beliefs
Ex. Young children behave themselves only because of external forces
Identification: Conformity to a social norm prompted by perceptions that those who
promote the norm are attractive or similar to oneself
Individual identifies with these supporters and see themselves as similar to them
Revealed by an imitation process which established members serves as models for
behaviour
Internalization: Prompted by true acceptance of the beliefs, values, and attitudes that
underlie the norm
Conformity is duet he internal rather than extern forces
Ex. Army officer might come to support the strict discipline of the military because it
seems right and proper not because colleagues support such discipline

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COMM 151 Chapter 8 Notes Social Influence, Socialization, and Culture
Subtle Power of Compliance
Doubting group member is motivated to conform only in the compliance mode
He or she really does not support the belief, value, and attitude structure underlying the
norm but conforms simply to avoid trouble or obtain rewards
Compliant individual is necessarily doing something that is contrary to they thinks or feels
Reduce the dissonance to cease conformity
Require the person to adopt an isolated or scapegoat role which are equally
unpleasant prospects
Reducing dissonance is gradually accepting beliefs, values and attitudes that support
in the norm in question
Organization Socialization
Socialization: The process by which people learn the attitudes, knowledge, and behaviour, that
are necessary to function in a group or organization
Shows how different social methods (ex. Employee orientation programs) influence a
number of immediate or proximal socialization outcomes such as learning which lead to
more distal or long term outcomes such as attitudes (ex. Job satisfaction) and behaviour
(ex. Turnover)
Learning during socialization described in terms of content areas or domain of learning:
task, role, group and organization domain
Task: acquire the knowledge and skills necessary to perform their job duties
Role: learn appropriate behaviors and expectations
Work Group: learn the norms and values
Organization: learn the history, traditions, language, politics, and culture
Newcomers can master their tasks and integrate with others in their group and the
organization
Person-job fit: The match between an employee’s knowledge, skills, and abilities and the
requirements of a job
Persona-organization fit: Match between an employee’s personal values and values of an
organization
Primary goals Organizational Identification: The extent to which an individual defines him or
herself in terms of the organization and what it is perceived to represent
Stages of Socialization
Anticipatory Socialization
Formal process of skill and attitude acquisition which will be acquired by attending
university
Encounter
Orientation programs and rotation through various parts of the organization
Role Management
Fine tuning actively managing their role in the organization
Modify the role to better serve the organization
Conform balancing the now-familiar organization role with non-work roles and
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