Chapter 8 - Social Influence, Socialization and Culture

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University of Toronto Scarborough
Management (MGH)
Joanna Heathcote

Chapter 8Social Influence Socialization and Culture Social Influence in OrganizationsInformation dependencereliance on others for information about how to think feel and actEffect dependencereliance on others due to their capacity to provide rewards and punishmentSocial Influence in ActionMotives for Social ConformityComplianceconformity to a social norm prompted by the desire to acquire rewards or avoid punishmentInvolves effect dependenceindividual adjust behaviour to norm but they do not really subscribe to the beliefs values and attitudes that underlie the normie convicts conform to formal prison norms out of complianceIdentificationconformity to a social norm prompted by perceptions that those who promote the norm at attractive or similar to oneselfInvolves effect and information dependenceif someone is similar to you you rely on them for information about how they thinkactOften revealed by imitation process in which established members serve as models for the behaviour of othersie newly promoted exec Attempt to dress and talk like her successful bossInternalizationconformity to a social norm prompted by true acceptance of the beliefs values and attitudes that underlie the normSeen as right conformity due to internal rather than external forcesie religious leaders conform to norms bc they believe in themThe Subtle Power of Compliancecompliant individual is doing something that is contrary to the way they thinkfeelto reduce this dissonance is to cease conformity especially if required behaviour is at great variance with ones values or moral standards but this requires the person to adopt an isolated or scapegoat roleanother way is to accept the beliefs values and attitudes that support the norm in question more likely when required behaviour is not so discrepant with ones current value systemsimple compliance sets the stage for more complete identification and involvement with organizational norms Organizational Socializationsocializationthe process by which people learn the norms and roles that are necessary to function in a group or organizationin HR called onboardingdifferent socialization methods lead to immediate or proximal socialization outcomes such as learning task mastery social integration role conflict role ambiguity personjob fit personorganization fitthese proximal outcome leads to more distal or longerterm outcomes such as job satisfaction organizational commitment organizational identification organizational citizenship behaviour job performance stress and turnovergoal of socialization is to provide new hires with info and knowledge about their role to avoid problems of role conflict and role ambiguitypersonjob PJ fitthe match between an employees knowledge skills and abilities and the requirements of a jobpersonorganization PO fitthe match between an employees personal values and the values of an organization1
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