MGHB02H3 Chapter Notes - Chapter 8.1-8.2: Onboarding, Social Influence, Organizational Identification
Chapter Eight: Social Influence, Socialization, and Organizational Culture
8.1 Understand the difference between information dependence and effect dependence, and
differentiate compliance, identification and internalization as motives for social conformity
Information dependence: reliance on others for information on how to behave or react
Social information processing theory: information from others is used to interpret events and
develop expectation on acceptable/appropriate behaviour (measuring adequacy)
Effect dependence: reliance on others due to their capacity to provide rewards and punishments
(promotion, raises, favourable task assignment)
Motives for social conformity/norms
Compliance: conformity to norm to acquire reward or avoid punishment (involves effect
dependence); does not internalize values or beliefs
Identification: individuals imitate those who promote the norms (role models) because they see
them as similar/attractive (information dependence: relying on them for behaviour cues)
Internalization: conformity caused by acceptance of underlying values that created the norm
8.2 Describe the socialization process and the stages of organizational socialization
Socialization: how people learn the norms of an organization; how the organization communicates
culture and its values
Socialization affects fits in the short-term, which affects organizational identification in the long-
term
Important socialization “fits”
Person-job fit: match between job requirements and person’s knowledge and skills
Person-organization fit: match between organization values and person’s values
Person-group fit: match between work group’s values and person’s values
Organizational identification: how much individuals identify themselves by the organization and what
this relationship represents; represents their learning and acceptance of the organization’s culture
Stages of Socialization
1. Anticipatory socialization: happens before the person is formally part of the organization
Acquiring skills and attitudes that will be needed in the organization (education,
summer jobs, recruitment events)
2. Encounter: enters the organization with some expectations of the organization culture
Recruit complies with critical organization norms and begins identifying with existing
members
Orientation programs, understanding the personality/style of boss and co-workers
3. Role management: has been a member for some time, has basic role behaviours and begins to
“fine tune” and further adjust
Forming beneficial connections outside immediate work group
Balancing organization related roles and non-work roles like family
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Document Summary
Chapter eight: social influence, socialization, and organizational culture. 8. 1 understand the difference between information dependence and effect dependence, and differentiate compliance, identification and internalization as motives for social conformity. Information dependence: reliance on others for information on how to behave or react. Social information processing theory: information from others is used to interpret events and develop expectation on acceptable/appropriate behaviour (measuring adequacy) Effect dependence: reliance on others due to their capacity to provide rewards and punishments (promotion, raises, favourable task assignment) Compliance: conformity to norm to acquire reward or avoid punishment (involves effect dependence); does not internalize values or beliefs. Identification: individuals imitate those who promote the norms (role models) because they see them as similar/attractive (information dependence: relying on them for behaviour cues) Internalization: conformity caused by acceptance of underlying values that created the norm. 8. 2 describe the socialization process and the stages of organizational socialization.
