Attraction and socialization ch 3

What had stronger feeling of embedded es

Collective socialization

New employees perform best when

Feel empowered and team expects them to do well

What type of socialization patterns are associated with changes in an employees hierarchical status

Fixed

Advantage of fixed socialization

Gives employee greater time to understand their role and facilitated innovative role responses

To remain viable all organizations must

Go theough peocess or beinimg in new employees and helping them become guñl fledged org members

Newcomers tend to react more favorably to investiture socialization in terms of

Job attitudes and retention , makes them feeel embedded within an orgs

For career involvement what socialization dimension was predictive

Knowledge of goals and values

Example of divestiture

Law students striving to gain social acceptance

Core set of or socialization

Learning the culture of an org and task related and social knowledge . Learning to do your job effectively, get along with others in org and culture of

Search firms are

Less efficient means of hiring

Downsides to collective socialization

Newcomers may not be innovative in their roles, not feasible where there isn't large group

An organizations recruitment efforts based on

Number of employees that will be needed in various job categories, when they will be needed , present and future supply of potential employees in labor market

underlying values and basic assumptions that guide much of behavior of organizational members

Organizational culture

Most straightforward info seeking tactic

Overt questioning , also most efficient yields useful info and develops rapport with other employees but Can come off as incompetent

The lifeblood of any social organization is

People

What approach is used when employees are being socialized to move up through a clearly defined orgsnization hierarchy random or sequential

Sequential ( officer ranks)

Third behavior index of extent of socialization

Turnover ( if leave prob break in socialization process)

5 major recommendations to facilitate diversity process

1- establish positive diversity climate ( show its valued and viewed as a strength) 2- assess and develop capabilities ( see how well group is at accepting) 3- enhance social support (through both formal and informal mentor programs), 4 and 5 promote collective identities yet support unique identifies share mission of workplace group while recognize unique contributions of unique members

Information seeking tactics

1- new comers put more effort in info seeking when very uncertain in environment their perceptions depend on nature or info seeking, individual differences, contextual factors, availability of info sources, level of Rome conflict and ambiguity 2- social costs associated with tactics ( may feel awk asking supervisors) N

4 main areas ripe for future research

1- socialization or experienced employees 2- socialization of contract and temporary employees 3- the impact of socialization on organizational insiders 4- how do organizations actually socialize the new employees

Process of org socialization can be viewed from two distinct yet interrelated perspectives

1- the org ( focus is on stages newcomers pass they during socialization process and tactics used to get them thru) 2- the newcomer ( focus is on ways newcomers learn about and make sense of their new org environment

Six dimensions of organizational socialization

1. History 2. Language 3. Politics 4. People 5. Organizational goals and values 6. Performance proficiency

Primary form of internal receuitint

Advertising to current employees

What does onboarding mean

All the formal and informal practices programs and policies enacted or engaged in by an org

Indirect methods lead to role

Ambiguity and conflict, newcomer does best with overt techniques

Compared to group socialization indiv soc allows

An organization somewhat more control over info given to newcomer and more likely to produce outcomes desired by org

Stages of Socialization

Anticipatory socialization( process that occur before individual joins org like researching firm, encounter ( they they see org for what they really are and may be stressful), change and acquisition ( once acclimated with role and comfortable performing tasks full fledged, ( last two are to assess socialization behavioral outcomes( it can. Carry out role related assignments , spontaneously innovative carrying role responsibilities and cooperative)) affective outcomes (attitudes toward work and motivation

Judge and cable result

Applicants attracted to orgs with cultural profiles congruent with their personalities

Employees with more role knowledge

Are happier , knowledge of org as a whole takes long to develop

Most comprehensive description of socialization tactics ( van maanenand schein

Collective/ individual, formal/ informal, sequential/random, fixed/variable, serial/ disjunctive , investiture/ disvedtiture

Third parties

Combined multiple tactics , asking coworker if boss happy with their reforms FR

For employees to sustain success over time they must

Continually increase knowledge in crucial areas of socialization

Internet recruiting adv and dis

Cost effective allows to develop large applicant pool and to screen more effective and employee judge of fit well but due to large pool becomes labor intensive screening so give detailed min job qual, loss of personal touch

3 ways applicants judge fit to particular org

Cultural profiles congruent with personality , basis if their perception of the personality of org, the basis of values

Applicants stat and are attracted to org with

Cultures that are compatible with their personalities

Serial is more associated with

Custodial orientation while dysfunction is better for innovation

Another technique disguised convo

Engage in general convo and encourage others to speak about certain topic

When divestiture socialization is used an org seeks to

Fundamentally change the new employee they will forget their old ways ex: cults

Those who had knowledge of policies

Had higher income could be thst made contacts and alliances needed to reach higher level

Formal socialization assures org new comers

Have relatively standardized set of experienced during socialization process but may lead to custodial approach

Those that had knowledge of company goals and value had

Higher levels of career involvement t

Application of six dimensions of org soc

History, learn about history language talk in their terminology, politics unwritten rules, people establishing relationship woth work group and org as a whole, org goals and values must assimilate and learn their values, performance proficiency must have to maintain memberships for long

Most immediate outcome of socialization

Increase employees sense of embedded was ( degree to which employees feel connected to others in irg)

Advantages of recruiting internally

Internal transfers and promotions less expensive than new employees and work was incentives for current employees and more likely to stay

feelings of task proficiency and role clarity fully

Mediated relationship between managerial behavior and performance is s as

Variable socialization creates

More anxiety and so they conform , also if so vague they might leave

Employees who increase their knowledge over time

More successful

Top priority of new employees when initially enter an organization

Performance proficiency ( doing job effectively)

Custodial Approach

Performing role exactly as written with little deviation

Socialization can be viewed sequential vs random

Physician steps but manager comes with time experience

Newcomers so much better when they come into a new organization with

Realistic expectations of both jobs and future lives in org

First step in recruitment and selection process

Recruitment planning

Newcomers acquire different types of info

Referent info( info about role), performance feedback, normative info( info about norms), social info ( info about level of social integration)

Organizational socialization

Represents process by which an individual makes transition from outsider to org member

Lower levels of turnover and higher levels of job satisfaction were found in what conditions

Rjp and elp

What facilites social acceptance more in org serial or disjunctive

Serial

Implication of baur and Greene study

Shavuot or individual managers toward new employees is a critical factor in employee socialization

Surveillance tactic

Similar to obs but focuses on cues. Watch other worker with same job to see how long they stay

Third consideration in recruitment planning

Skills and abilities of current employees ( skills inventory) and labor market

When change and acquisition level is reached member comes

Socialized

Most frequently used recruiting source

Some form of advertisement ( Monster)

Field end model does not describe

Specific tactics org used to socialize new comers

Recruitment planning should coincide with

Strategic planning ( orgs Plan for where we are going and how we getting there )

Another factor considered in recruitment plan

Succession planning( projections as to likelihood of turnover within various job categories ( retiring going back to school)

Why might applicants be overly optimistic when they pursue employment with an org

Tent to wright areas of fit more strongly than of misfit

Riskier info seeking tactic

Testing limits , skip meetinh to see attendance if it's an issue

Limitations to vanmaneen and sheins model

The tactics represent opposite ends of continuum most org socialization isn't completely formal or informal they fall between, and depicts socialization as a largely one way process when new comers have impact in established members but other than that stands the rest of time

Women and ethnic minorities are attracted to organizations that

They perceive manage diversity more effectively

Sum of recruiting

To generate large pool of highly qualified applicants so org pick those that stand out

Socialization

Transform new outsider employee into full fledged org member

When socialization is variable org doesn't tell employee when

Transitions will occur

Adv of employee referrals and dis

Typically posses greater knowledge ( lower rates or turnover) but may cause nepotism

Most costly recruiting methods

Use of employment agencies/ executive search firms , on campus recruiting

Observationtactic

Used to unobtrusively get info about attitudes and procedures observe someone in similar job

Least costly recruiting sourced

Walk ins employee referrals and ads on web

Labor market info is useful because

Will influence the approach an organization will take in recruiting efforts as well as choice of specific recruiting

How Can organizations evaluate potential usefulness of different recruiting sources

Yield ratios and time lapse data, yield is total number of candidates generated by a given recruiting source (internet ad) relative to number of candidates actually hired. Time lapse data reps estimates of time it takes to go from one step to next in recruiting and hiring process

indirect questioning

asking questions in a roundabout way to retrieve information that will make you more competitive, help you make better choices, and help you survive in an organization. Make it seem like it's for someone else

When socialization occurs in q serial fashion experienced memberw

groom newcomers to asume similar types in position ex recruits paired with officers to learn ropes