Final Study Guide - Chapter 7: Realistic Recruitment...

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Unformatted text preview: Chapter 7: Realistic Recruitment Recruiting: the practice of selling the organization to the potential employee- Involves two actions: (1) positive characteristics, not dissatisfying ones, are communicated to outsiders; (2) advertised features may be distorted to make them seem even more positive Realistic job preview: any attempt by the organization to provide an accurate (positive and negative) view of the relevant aspects of the job and organization- Serves to lower initial expectations and provide a better match with reality- Should lead to positive levels of job satisfaction and strong job performance & eventual lowering of unnecessary turnover What are the predictable outcomes when applicants misrepresent their qualifications for a job?- If misrepresentation was in skills and qualifications, they might not be able to perform the duties of the job to the extent necessary o May lead to involuntary turnover- If misrepresentation concerns the preferred type of organizational culture, could find self in situation where values, attitudes, & communication style are not in sync with organization o May lead to involuntary or voluntary turnover What are the potential outcomes when organizations misrepresent themselves via traditional recruiting tactics? - Traditional recruitment leads to hyperpositive expectations by employee; expectations are then seen as unmet or unfulfilled which lead to dissatisfaction- Two possible events: o Unmet expectations of job requirements and newcomers expectations = lower job performance = involuntary turnover o Unmet expectations of organizations culture and newcomers expectations = lower commitment = voluntary turnover What is the typical chain of events when an RJP (realistic job preview) is developed and communicated?- RJP lower expectations increase met expectations increase satisfaction increase performance reduce turnover What are the four financial costs associated with turnover?- Separation costs: exit interviewers time and departing employees time for the interview, separation pay, unemployment pay- Replacement hiring costs: attracting new applicants, advertising, travel, recruiter salary or fee, entrance interviews, testing, hiring decision meetings- Training new hire: information literature, general orientation training, job orientation training- Lost productivity and business costs: overtime for remaining employees, temporary workers, performance differential, cost of low morale, lost customers/clients Chapter 8: Socialization of New Members Assimilation: the process by which an individual becomes integrated into the culture of an organization - Consists of two dynamic interrelated processes: o Planned as well as unintentional efforts to socialize employee o Attempts to organizational members to individualize or change their roles and work environments to better satisfy their values, attitudes, and needs o 3 stages: anticipatory socialization, encounter, and metamorphosis...
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Final Study Guide - Chapter 7: Realistic Recruitment...

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