Uploaded byCorinne Weisgerber
Chapter 3: Org. Encounter
This document discusses uncertainty experienced by newcomers in organizations and strategies for managing that uncertainty. It introduces reduction theory, which holds that reducing uncertainty through information seeking leads to increased liking. Management theory posits that uncertainty can be managed cognitively without direct information seeking due to impression management concerns. Newcomers experience task-related, relational, and cultural uncertainties. Information seeking strategies include direct inquiry, observation, and researching documents. Socialization strategies aim to reduce uncertainty through formal training and orientation.
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Chapter 3: Org. Encounter
- 1. ORGANIZATIONAL ENCOUNTER COMMUNICATION & Ch. 3 UncertaintyManagement & Newcomer Socialization
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- 4. WHAT IS THECOMMON EMOTION OF BEING NEW ?
- 5. WHAT IS THECOMMON EMOTION OF BEING NEW ?
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- 7. 6 NEWCOMERS EXPERIENCE • Task-relateduncertainty • Relational uncertainty • Uncertainty about org. culture/norms • Uncertainty about power relationships
- 8. Picture yourself asa new Amazon employee What kind of uncertainty might you encounter?
- 9. 8 REDUCTION THEORY • Whenwe meet someone new, we experience uncertainty • Uncertainty makes us feel uncomfortable • Goal: reduce uncertainty by seeking info & communicating • As we reduce uncertainty & gain info, liking increases • Gaining additional info can lead to increased uncertainty and decreased liking
- 10. 9 MANAGEMENT THEORY Kramer,2004 KEY DIFFERENCES:2
- 11. 9 MANAGEMENT THEORY • Wecan manage uncertainty through cognitive processes without seeking info or communicating with others Kramer, 2004 KEY DIFFERENCES:2
- 12. 9 MANAGEMENT THEORY • Wecan manage uncertainty through cognitive processes without seeking info or communicating with others • We often don’t actively seek info because of impression management needs Kramer, 2004 KEY DIFFERENCES:2
- 13. 9 MANAGEMENT THEORY • Wecan manage uncertainty through cognitive processes without seeking info or communicating with others • We often don’t actively seek info because of impression management needs Kramer, 2004 KEY DIFFERENCES:2 Goal: Manage (not necessarily reduce) uncertainty
- 14. Information Seeking Strategies •Direct inquiry/overt questions • Indirect inquiry/questions • Disguising conversation • Third-party inquiry • Observation • Surveillance • Testing/intentionally break norm • Consult documents
- 15. @client @client @client ADEFINITION ROLE The social process that newcomers face in needing to figure out what their work role responsibilities will be and how those duties will be performed. Some negotiated before entry, most after entry. NEGOTIATION 1. Org. members have role expectations Expectations communicated to newcomer 2. Newcomer interprets expectations 3. Newcomer enacts role, communicates an understanding 4. Enacted role provides feedback to org 5.
- 16. @client @client @client ADEFINITION BOUNDARY Psychological or socially constructed boundaries that separate social spheres and groups of individuals. PASSAGES Functional boundaries1. Hierarchical boundaries 2. Inclusionary boundaries3. • Departments • Different lingo • Related to rank or status • Who is influential, part of decision makers? Who is on the fringe of the group?
- 17. NEW FACULTY CROSSINGAN INCLUSIONARY BOUNDARY
- 18. INSTITUTIONAL STRATEGIES INDIVIDUALSTRATEGIES • Group socialization • Formal socialization • Serial socialization • Individual socialization • Informal socialization • Disjunctive socialization • Sequential socialization • Fixed socialization • Random socialization • Variable socialization • Divestiture • Investiture SOCIALIZATION STRATEGIES:TRAINING & ORIENTATION
- 19. INSTITUTIONAL STRATEGIES INDIVIDUALSTRATEGIES • Group socialization • Formal socialization • Serial socialization • Individual socialization • Informal socialization • Disjunctive socialization • Sequential socialization • Fixed socialization • Random socialization • Variable socialization • Divestiture • Investiture SOCIALIZATION STRATEGIES:TRAINING & ORIENTATION • Reduce uncertainty, higher employee satisfaction, more commitment, lower turnover
- 20. INSTITUTIONAL STRATEGIES INDIVIDUALSTRATEGIES • Group socialization • Formal socialization • Serial socialization • Individual socialization • Informal socialization • Disjunctive socialization • Sequential socialization • Fixed socialization • Random socialization • Variable socialization • Divestiture • Investiture SOCIALIZATION STRATEGIES:TRAINING & ORIENTATION • Reduce uncertainty, higher employee satisfaction, more commitment, lower turnover • More innovation, creativity
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- 24. 3CATEGORIES: • Changes • Contrasts •Surprises COMPARING EXPECTATIONS & EXPERIENCES