Social Organization

Social Organization Change

Introduction

“We cannot adopt the way of living that was satisfactory a hundred years ago. The world in which we live has changed and we must change with it” (Lewis, 2006, Change and Growth Quotes, Ð'¶25). Therefore, change is inevitable because of the socialization process that has existed since the dawn of humankind. Socialization focuses on social relationships; how those relationships influence people’s behavior; and how societies, the total of those relationships, develop and change (Schaefer, 2006). As a result, Team B will compare and contrast on how their respective workplaces have changed over time and the effects of change on the lives of the employees by using the scientific method.

Scientific Method

What is the Scientific Method? Well many of us are interested or concerned about issues that pertains to our society; namely, economic recession, children raising children, or global deterioration. These issues can be researched through an organized series of steps that ensures maximum objectivity and consistency which is called the scientific method (Schaefer, 2006). Therefore, the facts and data that are obtained will provide an understanding of the issues our society faces. The scientific method consists of five basic steps: (1) defining the problem, (2) reviewing the literature, (3) formulating the hypothesis, (4) collecting and analyzing data, and (5) developing the conclusion (Schaefer, 2006). Now with a better grasp of what the scientific method means here is a closer look of how Team B used the scientific method in their research.

Defining the Problem

Team B is interested in knowing how social relationship relates to effective change; thus, by formulating questions about the concept being studied Team B can clearly state a problem. Therefore, does socialization bring about effective change in the workplace? Some people go the extra mile to influence people’s behaviors. For example, supervisors become the voice of the subordinates while subordinates display motivation through their enhancement of job knowledge and skill. However, does this bring effective change? This is undoubtedly a stated problem that Team B hopes to examine; thus, they are defining a problem.

Reviewing the Literature

Team B has collected data to study and clarify how social relationship relates to effective change. This is an example of review of literature; otherwise known as relevant scholarly studies and information (Schaefer, 2006). Thus, Team B has examined information about the relationships between supervisors and subordinates. For example, when an organization’s supervisors treat employees differently due to their individual tenure, position, educational level, and region relationships are hindered and social organizational change become ineffective. Furthermore, ineffective socialization was related to increased turnover, low performance, dissatisfaction, negative work attitudes, and stress (Valerius, 1998). On the other hand when an organization promotes day-to-day contact between subordinates and supervisors and frequently discusses workplace issues relationships become strong and trustworthy. As a result, organizational change become effective when employees who believed they possessed adequate knowledge about job-related tasks, work roles, group processes, and organizational attributes become more satisfied, committed, and adjusted in the workplace (Valerius, 1998). In the end, the social relationships between associates affect the goals of the organization.

Formulating the Hypothesis

Hypothesis is a speculative statement about the relationship between two or more factors known as variables (Schaefer, 2006). Variables are qualities capable of changing due to different conditions. Therefore, by using the data that was discovered in reviewing the literature Team B has determined the following variables: (1) when organizations promote day-to-day contact to enhance relationships and skills value is bestowed throughout the organization, and (2) employees who believed they possess adequate job knowledge and organizational attributes become contented, devoted, and adjusted in the workplace so that when change occurs the employees will respond positively; thus, creating effective change. As a result, Team B concluded on this hypothesis, “The more socialized an organization becomes the more likely change will be effective.”

Collecting and Analyzing Data

Collecting and analyzing data is a way of testing a hypothesis and determining the information obtained supports or refutes the educated guess (Schaefer, 2006). Here are four major research design guides that are commonly used by sociologists: (1) surveys, (2) observation, (3) experiment, and (4) existing sources. For the purpose of Team B’s research, they used information collected in the Social Organization and Change Survey (SOCS). In this survey a representative sample of the working adult population was interviewed on how their respective workplaces have changed over a set period and how changes have affected workers. Furthermore, by comparing and contrasting the surveys information Team B has ensured the data is valid and reliable. Below are the results of the survey.

Questions Compare Contrast Summary

#1 How did the organization’s social relationship influence people’s behaviors within the last 10 years; therefore, bringing development and change? All of Team B’s members have agreed that the comparisons in their respective workplace are individuality and no sense of team work. Employees are trained than left on their own accord; incidentally, they develop into substandard employees. Team B has discovered the communication needs are different depending on the different occupations. For example, government entities rely on electronic communication while Corporations rely on direct communication such as face to face or organized meetings. As a result, Team B has concluded that their individual workplaces has benefitted from upgraded technology but lack the team work and the sense of individual value.

#2 Has the required skills for each employee been equally established for the functioning success of the organization? The data from the SOCS states that every employee has equally established the skills needed for the success of the organization. However, working 100% on a daily basis varies because of individual goals. Further investigation