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Chapter 8

MGHB02H3 Chapter Notes - Chapter 8: Role Conflict, Social Influence, Social Integration


Department
Management (MGH)
Course Code
MGHB02H3
Professor
Xuefeng Liu
Chapter
8

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Ch 8
Social Influence in Organizations
Information Dependence – Rely on others for information about how
you think, feel and act
Social Information Processing Theory – Information from others is
used to develop expectations and interpretations appropriate
behaviours and attitudes. (compare with others)
Effect Dependence – Rely on others because of others capacity to
prove punishments and rewards (Generally a group wants everyone
towards a common goal and approval of the group)
Motives for Social Conformity
Compliance – To acquire rewards or avoid punishment (easy/direct)
Identification – Because those who promote the norm are
attractive/similar to me effect
Internalization – True acceptance of beliefs, values and attitudes
that underlie the norm. (Because it is right - Internal not external
forces)
Organizational Socialization
Socialization - Process where people learn the attitudes, knowledge,
and behaviours that is necessary to function in a group/organization.
The way companies communicate culture and values, imformation
and goals, to avoid role conflict.

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Objective of Social
Organization
Person – Job (PJ) Fit
Match between an employee’s knowledge, skills and abilities and
the requirements of the job.
Person – Organization (PO) Fit – Match between personal values
and organization’s values.
Organizational Identification – Extent that he defines himself in
terms of the organization, (represent)
Stages of Socialization
Anticipatory Socialization – Before a member like university, jobs,
television. (built through recruitment events)
Encounter – The new recruit, with some expectations, encounters
the daily work life. Formally, it includes orientation programs and
informally, getting to know and understand style of people in the
organization.
Role Management – Having survived the first two, it is fine tuning
and managing his role in the organization. Work-life balance.

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Unrealistic Expectations and the Psychological Contact
Unrealistic Expectations (reality shock) – Usually too high =
dissatisfaction
Psychological Contact – Beliefs of what they will receive in return
for work. (reciprocracy)
Psychological Contact Breach – Feeling that the organization failed
to fulfill its promises or obligations in its psychological contact.
(anger/betrayal)
oSometimes as a result of unrealistic promises by organizations
to recruit people.
Methods of Organizational Socialization
Some organizations assume other organizations like universities have
already socialized their members but others like police, have less focus on
external socialization and use boot camps, academies etc.
Realistic Job Previews – To avoid reality shocks, it provides a realistic
picture. (Booklets, videos, coworkers, sample work)
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