Changes in the Workplace

Office Grapevine

Assimilation Process

Informal communication

• Informal communication consists of information shared without any formally imposed obligations or restrictions

• The grapevine refers to the pathways along which unofficial information travels

• Rumors are messages that transmit information that is almost totally without any basis in fact and is unverifiable

Types of grapevine chain

• Single Strand Chain– Flows like a chain– A tells something to B who tells it to C and so

on– The longer the strand the more distortion and

filtering effects– Most inaccuracies occur in this chain

• Gossip chain– One person tells to other people– Generally considered to be slow in passing

the information

• Probability chain– Information may more from anybody to

anybody– This chain is found when the information is

somewhat interesting but not significant.– Only some people in the organization will get

to know the information

• Cluster chain– Individual communicates with only those

individual he/she trust– Dominant grapevine pattern– A tells something to a few selected individuals

and then some of these individuals inform a few other selected individuals

Grapevine Characteristics

• Oral mostly undocumented• Open to change• Fast (hours instead of days)• Crossing organizational boundaries• Inaccuracy:

– levellingdeletion of crucial details

– sharpeningexaggeration of the most dramatic details

while the grapevine generally carries the truth it seldom carries the whole truth

Factors Influencing Grapevine

• Importance of the subject for both listener and speaker

• Ambiguousness of the facts

• Employees rely on the grapevine when:– They feel threatened,

– Insecure,

– Under stress

– When there is pending change

– When communication from management is limited

Positive Aspects of the Grapevine

• Social function– The grapevine creates a sense of unity

among the employees who share and discuss their views with each other. Thus, grapevine helps in developing group cohesiveness.

• Vehicle for creating a common organizational culture

• Reduction of anxiety• Release mechanism for stress

– The grapevine serves as an emotional supportive value.

• Identification of pending problems– The managers get to know the reactions of their

subordinates on their policies. Thus, the feedback obtained is quick compared to formal channel of communication.

• Early warning system for organizational change

Negative Aspects of the Grapevine

• The grapevine carries partial information at times as it is more based on rumours. Thus, it does not clearly depicts the complete state of affairs.

• The grapevine is not trustworthy always as it does not follows official path of communication and is spread more by gossips and unconfirmed report.

• The productivity of employees may be hampered as they spend more time talking rather than working.

• The grapevine may hamper the goodwill of the organization as it may carry false negative information about the high level people of the organization.

Preventing grapevine

• Provide information through the formal system of communication on the issues important to the employees

• Supply employees with a steady flow of clear, accurate and timely information

• Present full facts• Keep formal communication lines open

and the process as short as possible

Organizational Assimilation Theory

• The Organizational Assimilation Theory attempts to explain how individuals new to an organization (newcomers) assimilate into the organization by using communication.  Jablin describes three stages that occur as one enters an organization as Anticipatory Socialization, the Encounter Stage, and Metamorphosis.  An individual's socialization into an organization determines his/her success within the organization.

Organizational Assimilation• The process by which an individual becomes

integrated into the culture of an organization (Jablin, 2001)

• How well the new member adapts to norms of behavior and adopts new attitudes valued by the organization

Assimilation as a Dual Process

• Socialization– an individual learns about the requirements of

the job or decides certain things that will help them fit in

• Individualization– employees change some aspect of the

organization to better suit their needs

• Can also be viewed as having phases–Anticipatory socialization–Encounter phase–Metamorphosis phase

Organizational Assimilation• Anticipatory Socialization

– Newcomers form expectations regarding particular occupations and what it would be like to be a member of a particular organization

– Two Forms• Vocational Anticipatory Socialization - gathered during childhood & adolescence• Organizational Anticipatory Socialization - gathered during interactions with

potential employing organizations (RJPs)

• Organizational Encounter (Entry Phase)– Newcomer confronts the reality of his or her organizational role– Not yet an “insider” (uncertainty vs. information seeking)– Not socialized by the organization– Not individualized role requirements - affect organizational situation

• Metamorphosis– When new employees begin to change some of his behaviors and

expectations in order to meet the standards of the new environment– Create an individual identity– A time of ethical dilemmas

• What must be learned to adapt–Role-related information–Information about organizational culture

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Examples of Communication During Assimilation

• The Employment Interview

• Newcomer Information Seeking

• Role Development Processes

• Employment interview–Recruitment and screening–Information-gathering

• Information-seeking tactics–Employees active info seekers, not just

passive receivers

How people interact to define their role in the organization

• Role-taking phase

• Role-making phase

• Role-routinization phase