SOCIAL SYSTEM

& ORGANIZATIONA

L 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 systemsAny 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

tardyabsent 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 employee’s 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

Employer:-Expected gains-Rewards ofered

Psychological Contract

Economic 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: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 one’s actions

social culture is the environment of human-created beliefs, custom, knowledge and practices.

Whenever people act in accordance with the expectations of others their behavior is social.

Cultural DiversityEmployees are divided into subgroups .

job-related type of work rank in organization

non-job-related conditions those related to :

cultureethnicity socioeconomicssex race

ROLE the pattern actions expected of a

person in activities involving others.

It reflects a person’s position in the social system with its accompanying rights and obligations, power and responsibility.

Each Employee Performs Many Roles

STATUSStatus 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 company’s goals, then employees are strongly motivated to support their company.

Status Relationships

High status peoplehave 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 person’s: -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.

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 organization’s 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 missionphilosophy statements codes of ethical conduct

organizational socializationprocess of transmitting organization’s culture to

its employees.

Viewed from the organization’S perspective, organizational socialization is like placing an

organization’s fingerprints on people or stamping its own genetic code on them.

From the employee’s 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.