COMS 316 EXAM 3

Lakukan tugas rumah & ujian kamu dengan baik sekarang menggunakan Quizwiz!

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


Set pelajaran terkait

Assessment of the Renal/Urinary System

View Set

Review question for chapter 54,55,56 Psyc

View Set

2. The Bible as a source of wisdom and authority

View Set

Chapter 11 Implementing Policies to Mitigate Risks

View Set