Ch 7

Front 1

Recognition of agency

Back 1

The possibility of intervening positively or negatively to influence events.

Front 2

agency

Back 2

a business or organization established to provide a particular service, typically one that involves organizing transactions between two other parties.

Front 3

2 different levels of awareness

Back 3

Practical and Discursive Consciousness

Front 4

Practical Consciousness

Back 4

- easily practiced but not easily into words.

Front 5

Discursive Consciousness

Back 5

Easily put into words.

Front 6

The need for information when first joining organizations

Back 6

-specific , task-related information

- vague, culture-related information

Front 7

Incomplete/ Inaccurate information

Back 7

-Newcomers fill in gaps of missing information with their own interpretations.

- Information is distorted

- Details left only information salient to the source may be kept.

New comers with a minority identity.

-struggle between selling out and staying who they are…

-What do you lose in objecting to differing organizational culture?

Front 8

Organizational Assimilation

Back 8

- The Process by which an individual becomes integrated into the culture of an organization.

- Individuals becomes assimilated through formal (e.g orientation and informal process within the organization.)

Front 9

3 phases of Assimilation process

Back 9

Anticipatory phase

Organizational Encounter

Metamorphics

Front 10

Phase 1: Anticipatory phase

Back 10

Anticipatory socialization

-vocational anticipatory socialization

-Expectations about what it might be like to have a particular vocation or career.

-Influence organizational expectations and behavior expectations.

Organizational anticipatory socialization

-Information usually gathered as job seekers either intentionally or unintentionally.

- Information gathered before joining the organization.- influences expectations.

Front 11

Phase 2: Organizational Encounter

Back 11

-The individual enters and is a formal member of the organization.

-Information is shared through orientations training, formal and informal mentoring.

-Information is given to the newcomer and the newcomer actively seeks information.

Front 12

Information seeking tactics

Back 12

-overt questions

-Indirect questions

-Third-party questioning

-Testing

-Disguiding conversations

-Observation

-Surveillance

Front 13

Organizational Identification

Back 13

- A strong and personal connection with the organization; a personal link to the organization or elements of the organization.

Front 14

targets

Back 14

entities with which individuals seek a connection.

Front 15

Pulls

Back 15

entities with which individuals seek a connection.

Front 16

Disdentification

Back 16

Purposefully distancing oneself from the organization.; different from low organizational identification.

Front 17

Phase 3:Metamorphics

Back 17

-Individuals alter their behavior and expectations to meet organization standards.

- Individuals may force ethical dilemmas if the organization or job position enables or encourage them to act unethically.

Front 18

Criticisms of the assimilation approach*

Back 18

-The process does not necessarily mean the individual assimilates him o herself completely to the organization.

-The individual and organization influence and are influenced by one another.

-Not everyone fits the mold with the assimilation process.

Front 19

Organizational socialization

Back 19

-The efforts of the organization to assimilate the individual (integrate the newcomers into the organizational; instill organization values and norms. (Defintion)

Front 20

Factors affecting socialization

Back 20

loyalty and congruency

Front 21

loyality

Back 21

a moral obligation to positively reflect the organization in all interactions.

Front 22

Congruency

Back 22

the degree to which the values of the organization and individual values match.

Front 23

Motivator

Back 23

- feels obligated to adapt easiest to socialize values line up with organizational values.

-High loyalty, high congruence

Front 24

Activist

Back 24

- Driven by a cause (or values) not a particular organization

-low loyalty, high congrugence

Front 25

Loyalist

Back 25

- incompatible goals(values) but high loyalty to organization, moral dilemma.

-High loyalty, low congruence

Front 26

Loner

Back 26

- does not last long within the organization.

-low loyalty, low congruence

Front 27

Collective vs Individual tactics

Back 27

Collective Socialization- socializing groups of newcomers together to create a shared sense of reality and increase group loyalty.

Individual socialization- isolated integration into the organization; less homogeneous.

Front 28

formal vs informal

Back 28

Formal socialization – newcomers are separate from existing members.

Informal socialization- lassiez-faire socialization; newcomers are not distinguished from existing members.

Front 29

3. Sequential vs Random

Back 29

Sequential socialization- strict & specific steps used to get newcomers to a desired role.

Random socialization- ambiguous or changing steps for newcomers.

Front 30

Fixed vs Variable

Back 30

Fixed Socialization- organization provides newcomer with an exact time at which they shall reach desired role .

Variable socialization- no real cues as to when newcomer will reach the target role.

Front 31

5. Serial vs Disjunctive

Back 31

Serial socialization- an experienced organizational member in a similar role helps the newcomer socialize; mentor relationhip.

Disjunctive socialization- new comer figures out the job by him or herself.

Front 32

6. Investiture vs Divestiture

Back 32

Investiture socialization- the organization affirms and welcomes individual characteristics.

Divestiture socialization- deny newcomers personal characteristics newcomers do dirty work.