Socialization
The process of learning to behave in a way that is acceptable to society
Anticipatory socialization
Socialization process that occurs before entry into the organization.
Learning about work in general, learning about a particular occupation, learning about a particular organization.
Social media as an information gathering tool by employers
Looking at a Facebook timeline can provide information about a potential employee's education and experience but also reveal embarrassing photos. It is important to clean up your profiles for potential employers
Phase of socialization
Encounter: the second phase of socialization that occurs at the "point of entry", when a new employee first encounters life on the job.Formally - orientations, manuals, mentoring
Informally - though information seeking, question asking, observation, etc.
Metamorphosis
The stage reached at the "completion". The new employee is now accepted as an insider.
Cultural Information and Role-Related Information
Role-Related Information encompasses the information, skills, procedures, and rules that an individual must grasp to perform on the job.
Cultural Information can be much more complex. It is the norms, values, beliefs, rights/rituals, memorable messages
Newcomers information seeking tactics
How newcomer seeks information to "fit in". They can ask:
Overt Questions- asking direct questions
Indirect Questions, third parties (coworker vs. supervisor), testing limits, disguising conversations, observing, surveillance (making sense of past observe
LMX Theory (Leader-Member Exchange)
How individuals interact to define and develop their organizational roles. Model developed by George Graen
LMX Role Development Phase
Development begins when a newcomer enters the organization
LMX Role Taking Phase
Join the Group
Manager assess their abilities, talents and attitudes
Ask them to demonstrate skills
LMX Role Making Phase
Place into groups base on abilities, talents and attitudes.
Member can offer time, skills, and effort to the process. The leader can offer formal rewards as well as support and attention.
LMX Role Routinization Phase
Expectations and relationship of subordinate and leader become established.
IN-GROUP
OUT-GROUP
Tell me about yourself
Video:
Education
Experience
Skills
Information from the Tips for Nonverbal communication in the video
https://www.youtube.com/watch?v=PCWVi5pAa30
Optimizing model of decision making
Classical Approach : Limited participation (consider contributions)
Define and identify the problem
Search for relevant information
Establish all decision options
Evaluate based on criteria for decision effectiveness
Make Optimal Choice
Intuitive decision making
Decision making based on past experiences. It is based on the decision-maker accessing the relevant chunk information and putting it to use.
5 Stages of the Normative Model of Decision Making
Formulation, concept development, detailing, evaluation, and implementation
Difference between affective and cognitive model of participative processes
The affective model is based on the work of the human relations theorists. The model proposes that Participation Decision Making is an organizational practice that should satisfy employees' higher order needs- work satisfaction - motivation - productivity
Symptoms of Groupthink
Groupthink refers to "a mode of thinking that people engage in when they are deeply involved in a cohesive in-group" in a group characterized this way, there is more concern with with appearing cohesive and maintaining group relations then there is with m
Low-quality decisions and why they occur
Improper assessment
Flawed information base
Faulty reasoning
Characteristic of group experiencing groupthink
Cohesion, Deep involvement, does not realistically appraise decision options
Three key components of Putnam and Poole's definition of conflict: incompatible goals, interdependence, and interaction
The three I's of Conflict
Incompatible goals
Central to most definitions of conflict and can involve a plethora of issues in the organizational setting. Problems can stem from contradictory ideas about the distribution of resources, different value orientations, and procedures.
Interdependence
Incompatibly arises when members are interdependent and value different approaches and causes conflict
Interaction
Conflict involves the expression of incompatibility , communication in conflict
5 Phases of Organizational Conflict
Latent Conflict: involves a situation in which the conditions are ripe for conflict because interdependence and possible incompatibility exist between the parties.
Perceived Conflict - occurs when one or more of the parties believes that incompatibilities
Conflict Styles
Competition, collaboration, compromise, avoidance, and accommodation
Mediation tactics
Directive Tactics- the mediator initiates recommendations
Nondirective- mediator attempts to secure information and clarify misunderstandings
Procedural- mediator establishes an agenda and protocol for conflict resolution
Reflective- mediator regulates th
Difference between Distributive Bargaining and Integrative bargaining
Distributive Bargaining- two conflicting parties are working to maximize their own gains and minimize their own losses. Win/Lose. Competing. Often used in union disputes -
Often used when resources are fixed and scarce
Tightly held information
Integrative
Difference between arbitration and mediation
Mediator- No decision Power, helps parties to facilitate the dispute.
Arbitration- Makes decisions based on the proposals and arguments of the parties
Premises of Runde and Flanagan's
Conflict can be:
Destructive
Constructive
Often seen as negative
Potentially positive
Runde and Flanagan's four behavioral skills
(look on PPT slides 4 & 9)
Runde and Flanagan's elements of Reaching Out
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