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WVU COMM 306 - Organizational Socialization

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COMM 306 1nd Edition Lecture 10 Outline of Last Lecture I. Organizational AssimilationII. Dynamic ModelIII. Stage ModelOutline of Current Lecture I. Organizational EntryII. SocializationIII. Organizational ExitCurrent LectureSources of Vocational Anticipatory Socialization:1) Peers 2) Media 3) Education Institutions 4) Family 5) Part-time JobOrganizational Anticipatory Socialization: information & impressions of particular organizationSources of Organizational Anticipatory Socialization:1) Organizational Media 2) Selection InterviewsPhases of Anticipatory Socialization:1) Realistic Job Preview: accuracy of organization impression2) Value Congruence: little conflict of personal & organizational values3) Personal Job Fit: skill set match job requirementsProblems with Selection Interviews: focus on face-to-face interactions- should look at transcripts, recommendations resumes, ect.- still used maybe because of tradition and idea of job environmentOrganizational Entry: new employee formally begins work- confront reality of new role and tasks- provided information about tasks, status, and preferred behavior- socialize employees to homogenize the workforceSocialization of Employees:1) Orientation: welcome and provide informationThese notes represent a detailed interpretation of the professor’s lecture. GradeBuddy is best used as a supplement to your own notes, not as a substitute.2) Training: demonstration of methods3) Formal Mentoring: pair experienced and inexperienced members 4) Informal Mentoring: naturally developed relationshipsTypes of Information Sought: try to reduce uncertainty1) Technical: how to perform job2) Appraisal: feedback about performance3) Relational: nature of social connections- always know your room: be conscious of what saying/doing & who is aroundWays to Seek Information:1) Overt Questions: ask direct questions2) Indirect Questions: hint/covertly ask questions3) Testing: do something and observe reactions4) Third-Party Questions: solicit information from source other than primary target 5) Disguising Conversations: ease information from target6) Observing: watch other to model behavior7) Surveillance: retrospective reflection of past events by monitoring othersSpecifics of Seeking Information:- face concerns: want to present self a certain way- lead employees to seek information in covert fashion- do not question because basically accept what told- technical information is most frequently sought/obtained directly - overt questions and observing are the methods used the most - supervisors and coworkers are most common targets for informationMetamorphosis: newcomer become fully-functioning memberPsychological Change: organization identification- cohesion and connectednessVarious events lead to continuous uncertainty1) Transfers: change work groups2) Promotions: new roles and expectations3) Newcomers: new members4) Mergers: combine organizations5) Acquisitions: expand organizationsInformation seeking continues to manage uncertainty- transfers rely more on networks than official documents- transfers use experience more - transfers provide more information than newcomersOrganizational Exit: retired, fired, or move on- impact person leaving and people who stay- may not be replaced or replaced with someone of lower statusWays to Exit an Organization:1) Voluntary: may be peer influenced- Planned Exit: departure date known before begin working- Shock: events stir emotions- Gradual Disengagement: become disgruntled over time- Recruited Away: more appealing job offer2) Involuntary: fired or asked to


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