Case Incident Reality Shock Answer
1 Explain how Jason’s anticipatory socialization might be contributing to his disappointment and job attitudes. How might this situation have been prevented?
Anticipatory socialisation occurs before entering into the organisation. It is facilitated by social interactions which can be formal or informal in which non group members learn to take on the values and standards of groups that they aspire to join. A job attitude is a set of evaluations of one's job that constitute one's feelings toward, beliefs about and attachment to one's job.Many workers like Jason experience a ‘surprise’ reaction when they are told about the job and what they actually do. Formed attitudes towards a new job starts at the recruitment process, interview and word of mouth. In Jason’s case, he was told about the great co-workers, attending training and developing programs. Due to the promises to Jason compared to what is experiencing, his attitude changed because he had higher expectations. These attitudes may be translated into behaviour as drastic as leaving the organisation which is what Jason is thinking of doing. To prevent this reality shock, the organisations should not develop unrealistic expectations from the interview or word of mouth. Another way to manage reality shock is to prevent its inevitability and recognise the experience of this phenomenon.
2 Explain how unrealistic expectations and the psychological contract can help us understand Jason’s situation.
New workers entering organisations hold expectations that are unrealistically high which leads to reality shock. A high expectation can affect job satisfaction, organisational commitment, job performance and intentions to quit. Jason’s high expectations were lowered when he saw things not being done. However the introduction to the job such as learning the history and policies of the organisation was an adjustment organisations usually do for the new worker to adjust to the atmosphere. A psychological contract is the
Anticipatory socialisation occurs before entering into the organisation. It is facilitated by social interactions which can be formal or informal in which non group members learn to take on the values and standards of groups that they aspire to join. A job attitude is a set of evaluations of one's job that constitute one's feelings toward, beliefs about and attachment to one's job.Many workers like Jason experience a ‘surprise’ reaction when they are told about the job and what they actually do. Formed attitudes towards a new job starts at the recruitment process, interview and word of mouth. In Jason’s case, he was told about the great co-workers, attending training and developing programs. Due to the promises to Jason compared to what is experiencing, his attitude changed because he had higher expectations. These attitudes may be translated into behaviour as drastic as leaving the organisation which is what Jason is thinking of doing. To prevent this reality shock, the organisations should not develop unrealistic expectations from the interview or word of mouth. Another way to manage reality shock is to prevent its inevitability and recognise the experience of this phenomenon.
2 Explain how unrealistic expectations and the psychological contract can help us understand Jason’s situation.
New workers entering organisations hold expectations that are unrealistically high which leads to reality shock. A high expectation can affect job satisfaction, organisational commitment, job performance and intentions to quit. Jason’s high expectations were lowered when he saw things not being done. However the introduction to the job such as learning the history and policies of the organisation was an adjustment organisations usually do for the new worker to adjust to the atmosphere. A psychological contract is the