SOCIAL SYSTEM & ORGANIZATIONAL CULTURE

UNDERSTANDING A SOCIAL SYSTEM A social system is a complex set of human relationships interacting in many ways which includes all people and their relationships to one another and to the outside world.

Two points in interactions in a social system. the behavior of one member can have an impact, directly or indirectly, on the behavior of the other. Simply stated, a change in one part of a system affects all other parts, even though its impact may be slight. Social systems are open systems Any social system engages in exchanges with its environment , receiving input from it and providing output to it.

SOCIAL EQUILIBRIUM
A system is said to be in social equilibrium when there is a dynamic working balance among its interdependent parts. When a system is in disequilibrium, its parts are working against one another instead of in harmony.

FUNCTIONAL AND DSYFUNCTIONAL EFFECTS

functional effect when it is favorable for the system. dysfunctional effect. When an action or a change creates unfavorable effects, such as a decline in productivity.
There is a need to determine possible functional or dysfunctional effects so that appropriate responses and measure can be anticipated and made.

Employees functional or dysfunctional effects functional

They can be: creative productive enthusiastic dysfunctional They can be tardy absent frequently unwilling to use their talents resistant to organizational changes.

In order for employees to exhibit functional behavior, they need to receive clear expectation and promises of reward. Furthermore, in exchange, the organization needs to receive a commitment from employees.

Psychological and Economic Contracts

psychological contract
defines the conditions of each employees psychological involvement both contributions and expectations- with the social system. Employees agree to give loyality , creativity and extra effort but in return they expect more than economic rewards from the system. They seek job security, fair treatment (human dignity) etc..

The Result of the Psychological Contract & The Economic Contract

Employee: -Expected gains -Intended contributions Psychological Contract
Employee: If expectations are met -High job satisfaction -High performance -Continuance with organization If expectations are not met -Low job satisfaction -Low performance -Possible separation

Employer: -Expected gains -Rewards ofered

Economic Contract

Employer: If expectations are met -Employee retention -Possible promotion If expectations are not met: -Corrective action; discipline -Possible separation

Social Culture
Culture is the behavior of society that influences ones actions
social culture is the environment of humancreated beliefs, custom, knowledge and practices. Whenever people act in accordance with the expectations of others their behavior is social.

Cultural Diversity
Employees are divided into subgroups .

job-related type of work rank in organization

non-job-related conditions those related to : culture ethnicity socioeconomics sex race

ROLE
the pattern actions expected of a person in activities involving others. It reflects a persons position in the social system with its accompanying rights and obligations, power and responsibility.

Each Employee Performs Many Roles

A follower A stockholder A committee chairperson A leader And more!

A spouse

A subordinate

A parent

Who is an Employee?

An accountant

An advisor

An consumer A staff person A specialist A golfer A worker

A club president

STATUS
Status is the social rank of a person in a group. It is a mark of the amount of recognition, honor, and acceptance given to a person. , the desire for improvement and protection of status appears to be the basis of a sense of general responsibility

since status is important to people, they will work hard to earn it. If it can be tied to actions that further the companys goals, then employees are strongly motivated to support their company.

Status Relationships
High status people have more power and influence receive more privileges participate and interact more

As a result, lower status members tend to feel isolated

Status provides a system by which people can relate to one another as they work. Though status can be abused, normally it is beneficial because it helps people cooperate with one another.

Status Symbols
These are the visible, external things that are attached to a person that serve as evidence of social rank. individual in higher rank has the authority to provide itself with surroundings just a little different from those of people lower in the structure.

Typical Symbols of Status

Furniture such as mahogany desk or a conference table. Interior decorations, such as carpeting draperies and artwork Location of workplace, such as a corner office or an office having a window with a view Facilities at workplace, such as a computer terminal or fax machine Quality and newness of equipment used, such as a new vehicle or tools Type of clothes normally worn, such as a suit Privileges given, such as a club membership or company automobile Job title or organizational level, such as vice president Employees assigned such as a private secretary

persons of equal rank should receive approximately equal status symbols. However there may be some variation between departments, such as production and sales, because the work is different and rank is not directly comparable.

Sources of Status
persons: -abilities -job skills -type of work Other sources : -amount of pay, -seniority, age. - Method of pay (hourly versus salary) -working conditions ( blue-collar and white-collar work.

Education Working Conditions Job Level

Method of Pay

Abilities

STATUS

Age

Job Skill

Seniority Pay

Occupation

Major sources of status on the job

Significance of Status
It helps determine who will be an informal leader of a group. it definitely serves to motivate those seeking to advance in the organization.

ORGANIZATIONAL CULTURE
Organizational Culture is the set of assumptions, beliefs, values and norms that are shared by an organizations members. This culture may have been consciously created by its key members or it may have simply evolved across time. It represent a key element of the work environment in which employees perform their jobs.

Importance of Organizational Culture

They give an organizational identity to employees a defining vision of what the organization represents. They are sources of stability and continuity to the organization, which provides a sense of security to its members. Knowledge of the organizational culture helps newer employees interpret what goes on inside the organization.

It helps stimulate employee enthusiasm for their tasks.

Communicating Culture
If organizations create and manage their cultures, they must be able to communicate them to employees, especially the newly hired ones. . Example of approaches: visions mission philosophy statements codes of ethical conduct

organizational socialization process of transmitting organizations culture to its employees. Viewed from the organizationS perspective, organizational socialization is like placing an organizations fingerprints on people or stamping its own genetic code on them. From the employees viewpoint, it is the essential process of learning the ropes to survive and prosper within the organization.

The important point is that socialization can be functional for both members/employees and the organization.

Individualization occurs when employees successfully influenced the social system or culture of their organization.