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Canada (162,367)
MGHB02H3 (269)
Chapter 8

Chapter 8 Notes-Social Influence, Socialization, and Culture

5 Pages
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Department
Management (MGH)
Course Code
MGHB02H3
Professor
Samantha Montes

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Description
Chapter 8: Social Influence, Socialization, and Culture Information dependence: Reliance on others for information about how to think, feel, and act. Effect dependence: reliance on others due to their capacity to provide rewards and punishment. Involves two complementary processes. First, the group frequently has a vested interest in how individual members think and act because such matters can affect the goal attainment of the group. Second, the member frequently desires the approval of the group. Motives for Social Conformity Compliance: Conformity to a social norm prompted by the desire to acquire rewards or avoid punishment. It primarily involves effect dependence. Although the complying individual adjusts their behaviour to the norm, they do not really subscribe to the beliefs, values, and attitudes that underlie the norm. Eg. Prison convicts. Identification: Conformity to a social norm prompted by perceptions that those who promote the norm are attractive or similar to oneself. It is often revealed by an imitation process in which established members serve as models for the behaviour of others. Eg. Children behaving themselves as they get older. Internalization: Conformity to a social norm prompted by true acceptance of the beliefs, values, and attitudes that underlie the norm. Conformity occurs because the norm is seen as right, and not because it achieves rewards or avoids punishment. Eg. Religion. A compliant individual is necessarily doing something that is contrary to the way he or she thinks or feels. Compliance can set t stage for more complete identification and involvement with organizational norms and roles. Socialization: The process by which people learn the norms and roles that are necessary to function in a group or organization. It is a learning process in which new members must acquire knowledge, change their attitudes, and perform new behaviours. Socialization is also the primary means by which organizations communicate the organizations culture and values to new members. In HR, it is called onboarding. Socialization process: different socialization methods influences a number of proximal (immediate) outcomes which affect longer-term outcomes. One important proximal outcome or organizational socialization is for newcomers to achieve a good fit. Person-job fit: The match between an employees, knowledge, skills, and abilities, and the requirements of a job. Person-organization fit: The match between an employees personal values and the values of an organization. Research has found that both P-J and P-O are strongly related to job attitudes and behaviours. Stages of Socialization www.notesolution.com
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