LECTURE 1: Socialization in organizations

1. How does the newcommer learn?

1.1. Traditional learning theory

1.1.1. systematic reward of desired behavior

1.2. Social learning theory (bandura)

1.2.1. role models

1.3. Social Psychology

1.3.1. – Predefined roles & expectations

1.3.2. – Consistent & clear, or unclear

2. Tactics in organizational socialization

2.1. Strategies

2.1.1. Institutionalized

2.1.2. Individual, arbitrary, varied

2.2. Organizational tactics

2.2.1. Specific interventions

2.2.1.1. Formal orientation program

2.2.1.2. Training

2.2.1.3. Social activities

2.2.1.4. Business trips

2.3. Individual tactics

2.3.1. Monitoring

2.3.2. Inquiry

2.3.3. Written & electronic sources

2.3.4. Job changes

2.3.5. Social influence

3. Stage model of organizational socialization

3.1. Anticipatory socialization

3.1.1. • Before the individual enters • Expectations are shaped: – Self-images & expectations related to chosen career – Formal education & training – Informal guidance – role models, family, friends & colleagues • Process variables: – Realism → accuracy of accumulated information – Congruence → Fit between organization’s resources & individual need

3.2. Accommodation

3.2.1. Adjustment to a new or changed organizational role • Confrontation phase – Possibility for “reality shock” • Process variables: – Task initiation – Group initiation – Role definition • Linked to early/proximal outcomes – Reduce uncertainty reduction – Enhance sense of belongingness

3.3. Role management

3.3.1. Learning & adjustment required to become fully accepted member of organization • Described as metamorphosis – Newly learned behaviors & attitudes →changes individual into a different person – Social identity theory • Distal outcomes – Focused on attitudes & behaviors stabilized after initial adjustment – Job performance, job satisfaction, organizational commitmen

4. What can give a good start

5. Important issues

5.1. Who are the socialization agents?

5.1.1. Formal agents or informal role models

5.1.2. Work colleagues

5.1.3. Leaders supervisors

6. ¿Socialization?

6.1. Definition

6.2. primary

6.2.1. secondary (adult)

7. In organizations

7.1. Definition

7.2. Perspectives

7.2.1. Content

7.2.1.1. Consequences

7.2.1.1.1. Socialization process

8. Theoretical foundations

8.1. Need theories

8.1.1. – (URT) Uncertainty reduction theory

8.1.1.1. • 🙍‍♀️need to reduce uncertainty • URT identifies uncertainty as a driver: – Individual’s socialization behavior: ⬇️ interacting with members – Organization’s socialization tactics: ⬇️initiation rituals, informing about organization in clear manner Tied to proximal outcomes- reduction of role ambiguity & role conflict construct

8.1.2. – Need to belong

8.1.2.1. • Individuals need to belong or maintain positive interrelations • Two general features: – Frequent interactions – Relationship stable -> future • Actively engage in social exchanges within organizations

8.2. Social psychology theories

8.2.1. – SET Social exchange theory

8.2.1.1. • How people become socialized in an organization • Describes rules for exchange process – Formal & informal negotiations – Rules of reciprocity • Allow formation of work identities & deriving meanings of job

8.2.1.1.1. • Social behavior → exchange of goods & services:

8.2.2. – SIT Social identity theory

8.2.2.1. • General framework – uncertainty reduction, attachment formation • Based on construct of self-categories or cognitive groupings of person’s perceptions of themselves in a class of a stimuli • Social identities: – Emerge as natural process of self-definition – Motivated by need to reduce uncertainty & enhance self-esteem • Organizational identity: – Linked mainly with reducing uncertainty – Committed, cooperate with others, internalize organizations values & group norms + reinforce unique culture of organization

9. Consequences of sucessful socialization

9.1. For the individual: – Is a good balance between individual’s needs/recourses/preferences & faced values/demands & opportunities achieved? – Is a positive professional identity achieved?

9.1.1. For the organization – Reputation? – Are they able to get a stable & well functioning employee?

9.1.1.1. For society – A source of income or a financial burden?

10. Socialization response

10.1. Custodial role orientation – Newcomer accepts new role & status quo without challenge or change – Sequential, variable, serial and divestiture tactics

10.1.1. Content innovation role orientation – Newcomer takes initiative to make changes or improvements role’s knowledge base or behavioral practices – Collective, formal, random, fixed & disjunctive tactics

10.1.1.1. Role innovation orientation – More extreme changes to an organization role’s mission & purpose – Individual, informal, random, disjunctive or investiture tactics