COMS 316 EXAM 3
traditional recruitment
-positive characteristics, rather than those things insiders find dissatisfying about the organizations, are communicated to outsiders -those features that are advertised may be distorted to make them seem even more positive
Two Forms of Anticipatory Socialization
Vocational Organizational
many theorists have eschewed the idea that an organization is simply
a container in which communication occurs and have opted instead for the idea that communication and organization produce each other
Disidentification
a purposely chosen, negotiated response by organizational members facing significant change and upheaval in their actual work lives
high congruency low loyalty
activists, socialization process: utilitarian
identification
an active process by which individuals link themselves to elements in the social sense
organizational socialization
an inherently interactional, communicative process - the self socialization attempts of the organizational member affect and are affected by attempts of the organization to socialize him
according to giddens an individual only possesses power if
another person Is willing to a more or less degree to give that power
first phase of assimilation
anticipatory
Realistic Job Preview (RJP)
any attempt by the organization to provide an accurate view of the relevant aspects of the job and the organization
Giddens conceptualized power in a dual sense
as involved institutionally in processes of interaction, and as used to accomplish outcomes in strategic conduct
bullis and stout argue
as we adopt language of outsiders and insiders, we assume that organizations have boundaries through which individuals cross
overt questioning
asking for information in a direct manner
third party questioning
asking someone else rather than the primary source
cost per hire
The dollar cost per person hired
Replacement hiring costs
attracting new applicants, advertising, travel recruiter salary or fee, entrance interviews, testing
organizations are
bounded entities
testing
breaking a rule and then monitoring the target person's response for information
organizations spend less time
communicating their cultures, mission, and values than they do explaining the details of the task
turner argued that assimilation is
denote absorption into the whole and does not indicate dual agency notion that Jablin proposed
motivator
easiest to socialize
Advanced communication and information technologies (ACITs)
email, webpages, voicemail, instant messages, videoconferencing, and cell phones
organization identification as a process
encapsulates the notion that people act so as to identify with a certain aspect(s) of their organization
seperation costs
exit interviewers time and departing employee's, time for the interview, separation pay, unemployment pay
unmet expectations
expectations that have not been fulfilled
extraorganizational sources
family, customers, influential people, and the media
agency
feature of action that at any point in time, the agent could have acted otherwise: either positively in terms of attempted intervention in the process of events, or negatively in terms of forbearance
the communicative organization by contrast
focuses on communication practices during the socialization stage and encourages specific communications behaviors to improve work relationships
indirect questioning
getting another to respond to hints
Verbal
have many manifestations, including conversations with insiders, employment interviews, on site visits, prehire orientation, posthire orientations, and even discussions with competitors and former employees of the organization, insiders interviewers, Human Resources, supervisor/co-worker, greatest reduction in both types of turnover; only medium with positive relationship to job satisfaction
burke believed
hierarchies present in society naturally divided humans from one to another
organizations have opted for several alternatives
hiring from within taking referrals from current organizational members recruiting through the trusted formal and informal contacts
meiners concluded
if a newcomer needs to be integrated into the flow of work quickly, and the supervisor has limited time due to other obligations; this may limit their interactions to critical matters, which tend to involve task information
realistic recruitment is designed to
increase job satisfaction, thereby decreasing unnecessary turnover caused by unmet expectations
organizational anticipatory socialization
information intentionally and unintentionally gathered as the job seeker interacts with potential employing organizations
training new hire
information literature, general orientation training, job orientation training
Assimilation
interpreting one's new experience in terms of one's existing schemas
low congruency low loyaly
loner, socialization process: protracted
High loyalty low congruency
loyalist, socialization process: guilt ridden
yosah wiener
loyalty and congruency
the socialization process is a matter of
maintenance of individual's loyalty and the congruency between individuals and organizationals goals
lying on a resume is a form of
misleading
Construct strategy
most relevant to the move from traditional recruitment to realistic recruitment. encourages the move from problem to solution and is particularly useful during the recruiting process
high Loyalty and high Congruency
motivator, socialization process: maintenance
the socialization process applies to primary to
new members because their needs for cultural adaptation are most salient
Waldeck seibold and Flanagin argued
new members will most likely also learn from more advanced media sources
anticipatory
newcomers form expectations regarding particular occupations and what it would be like to be a member of a particular organization
Scott and stephens argued
organizational identification is more fleeting than it might otherwise be considered in research and practice
intraorganizational sources
organizations as a whole, a work team, a department, a union, a lunch group, a supervisor
Karl weick said
originzations have developed as social systems for resolving equivocality and increasing the certainty of life. organizations are established to undertake many of the more difficult tasks human beings face
lost productivity and business cost
overtime for remaining employees, temporary workers, performance differential, cost of low morale, lost customer/clients
the remaining applicant pool should consist of
people who think there is a good match between their needs and abilities and demands of the job and the organizational culture
Realistic Recruitment
presents outsiders with all pertinent information without distortion
according to wanous, realistic recruitment
presents outsiders with all pertinent information without distortion
organizational assimilation
process by which individuals become integrated into the culture of an organization
self selection perspective
provides the applicant an opportunity to self select out of the recruitment process on the basis of a mismatch of needs an/or abilities
collective socialization
putting a group of recruits through a common set of experiences together
individual socialization
recruits are brought into the organization in relative isolation from one another and put through a unique set of experiences
role boundary
refers to whatever delineates the perimeter and thereby the scope of a role
surveillance
reflecting retrospectively on conversations and activities to determine the information needed
Theory of Structuration
sees human behavior as an unresolvable, productive tension between creativity and constraint
assilimation is a synonym for
socialization
according to Morgan
sources then become places both to draw from and to extend forward attachments to certain groups or organizations
members of a humanistic organization might
spend a lot of the time socializing with new employees, believing that the best way for them to learn about the organization is through informal organizations
identification targets
those people or entities the members looks to for a connection
identification pulls
those people or groups that seek to make connections with the individual
applicant misrepresents qualifications
- misrepresentation (of qualifications) - unmet expectations (for organization) - dissatisfaction with newcomer (low performance ratings) - involuntary turnover (i.e. firing)
three components that effect newcomers responses to their roles
1. content or knowledge based 2. strategic based 3. explicit and implicit mission, purpose, or mandate
adjustments made to content
1. if the information is not complete, the recipients tend to fill in with their own interpretations of what was meant, or they add details where none were provided 2. information is distorted 3. people substitute information
three principles of organizational communication
1. organization members should not intentionally deceive one another 2. organization members communication should not purposely harm any other organization member or members of the organization's relevant environment 3. organization members should be treated justly
White and Lam suggested that individuals are more likely to face ethical dilemmas if
1. organizations do not provide the means to prevent unethical behaviors 2. individuals have personal motivation too be benefited from behaving unethically 3. job positions provide the opportunity to engage in unethical practices
assimilation generally consists of two dynamic interrelated process
1. planned as well as unintentional efforts by the organization to socialize employees 2. the attempts of organizational members to individualize or change their roles and work environments to better satisfy their values, attitudes, and needs
three guidelines for consideration in buying in instead of selling out
1. your fundamental value system, that which you hold close your heart, is the final arbiter of right. if your values - which you learned as a child, tested as an adolescent, and solidified as an adult - are in direct violation of or in contradiction with the organization's values, and you discard your values, you could be in danger of selling out 2. If you know yourself - that is, have your talents, skills, and abilities - and perform a function or accept a position well beneath your talents, you could be in danger of selling out 3. If you accept, without question, the culture of an organization that flaunts its discrimination against or disrespect for your culture, you could be in danger of selling out
Routinized Practices
If you were to observe that individual, though, you would see a number of activities and behaviors in which they engage without really being aware that they were doing so
RJP chain of events
RPJ - Lower expectations - increase met expectations - increases satisfaction - increase performances - reduce turnover
Jablin
Socialization/Assimilation Perspective, individuals as well as organizations are agents
research has shown that of all three media
spoken words are the most successful in reducing turnover and are the only medium whose use seems to increase the job satisfaction of the applicant
applicants like to
stretch the truth on their resume and during the interview making themselves more attractive to the potential employer
the theory of structuration considers
structure as non temporal and non spatial, as a virtual order of differences produced and reproduced in social interaction as its medium and outcome
gosset showed
temporary workers were regularly denied access to a symbolic artifacts that denied the organization
turnover cost
the amount of money that can attributed to losing one employee with another
giddens argues
the macro level structure is both a medium and an outcome of microlevel practices something he referred to as the duality of structure. He also said although individuals are knowledgeable agents, they have both a practical consciousness as well as a discursive one
written
the most typical and take several forms, including job advertisements, aptitude tests, informational pamphlets, handbooks, and training manuals, Human Resources management, last effective of the three forms
metamorphosis
the new employee actually begins to change some of his behaviors and expectations to meet the standard of the new environment and begins to alter the requirements of his role to match his needs, desires, and skills
encounter phase of socialization (entry phase)
the newcomer confronts the reality of his or her organizational role
one way to address the problems caused by traditional recruitment practices is for
the organization to engage in realistic recruitment practices
vocational anticipatory socialization
the preparation for becoming a worker; takes place from early moments of childhood onward, including through exposure to the media and depiction of the workplace in comedy and other shows
organizational socialization
the process by which an individual acquires the social knowledge and skills necessary to assume an organizational role. newcomers become organizational members
one of the major functions of communication ia
the reduction of uncertainty
van maanen and schien suggested
the socialization process is critical to the survival of the organization
organizational identification
the stage of assimilation that occurs when an employee's values overlap with the organization's values
unintended consequences
the unexpected and unplanned results of a decision or action
Kirby and Krone found that
the way organizational members talk about work - family programs helps to construct reality as to the meaning of such programs in the organization, which in turn shapes the attitudes and behaviors of organizational members
Issues of satisfaction, commitment, and turnover are not merely organizational outcome devoid of life
they are human factors affecting the lives of real people
employees are
trolling social networking sites and using search engines to gather information on their job applicants
Disguising conversations
use jokes and self-disclosure to ease information from a source without being obvious
video
using this medium can take form of job and organizational orientation videos and training videos as well as adding RPJs into the website, most reliable medium, actors vs incumbents and managers vs workers, strongest positive relationship with performance
Oberservation
watching another's action to model that behavior
according to McPhee
we typically exercise power by drawing on structural rules and/or resources and in drawing on them, we reproduce them as features of the social order
An RPJ can be administrated during any of the following points in the hiring process
when the applicant first makes contact about the job opening after the job offer has been made but before the job is accepted after the newcomer starts the job
