Social information processing (also known as SIP) is a job design model where significant job factors depend on interpersonal views, or what others tell an employee about the job. This model is based on how outsiders influence the opinion of workers and their feelings about job tasks, responsibilities and motivation.
Social Information Processing
Al is the owner of Fab-Al-ous Used Cars. He is in constant need to hire new salespeople because most employees do not last long. Lately, though, Al has been able to retain three of his newest car sale representatives. What is his secret? He has adopted the use of social information processing (SIP).
SIP is a job design model where significant job factors depend on interpersonal views, or what others tell an employee about the job. Al has realized how important it is to talk positively about the positions at his used car dealership. Employee attitudes and behaviors are affected by what other people say, view and think about his employees' jobs. In fact, studies have shown that new or recently promoted employees are more vulnerable to other people's views of their job. To make employees feel better, Al has studied the social information processing theory and utilized all four parts with his employees.
The first aspect of the model is that other people provide cues to employees about their work situation, such as co-worker's views. This means that employees pay attention to what other people perceive about their job. This is important for managers to understand.
For example, Al has an uphill battle staffing his sales positions. Most of his employees are ridiculed by their family and friends about working as a used car salesperson. In addition, the other co-workers in finance and mechanics feel that most salespeople are uneducated and poke fun at them. Al had to train his other employees to have a welcoming, positive attitude with the salespeople. He also tried to make the job seem more prestigious by offering sales bonuses, trips and other awards, so that the salespeople could feel better about their job around their families and friends.
The second aspect of the model is that outsider's views (or other people) help employees judge what is important about their jobs. Al constantly provides feedback to his sales team about what is important regarding their jobs. They need to strive for professionalism, develop a good networking system of referrals and, of course, sell cars. Outside influences from family and friends can also deem certain aspects of the job important.
Tony is one of Al's new sales reps. His family and friends tell Tony that having a mechanic connection is important, as is his ability to take home and try new cars. When Al discovered this, he made sure to offer 30% discounts on all employees' friends' and families' cars who need mechanic work. In addition, he allowed the sales team to take home a new car every month instead of every three months. These changes have improved the morale and productivity of his newest sales members.
Internal Self Views
The third aspect of the model is called internal self views, which means that people tell employees how to view their jobs. Al has heard his entire life that a used car salesperson is slimy, unethical and unprofessional. He knows that his employees will hear the same negative comments as well.
He has instituted a sales training program that stresses critical areas of service including honesty and integrity. He rewards sales reps who receive positive letters from customers. In addition, his team is active in the community through charities, fundraisers and school donations. He also reinforces his employees with positive comments to help them have a good view of their jobs.
The last aspect of the model, called employer's views, concerns itself with how people's positive and negative comments helps employees understand and view their jobs. Al constantly provides feedback to help shape the sales team's performance. He wants to reward employees with positive feedback when they perform well on the job. He also has realized that it is important to inform the employees when they are performing negatively.
For example, he noticed that Tony handled himself very professionally with a rude customer. He made sure to compliment Tony on his customer service to ensure a repeat performance. This also let Tony know that his actions are critical to his monthly job review. Al has found great success utilizing the SIP model and plans on rolling it out to his other used car dealerships.
Social information processing (SIP) is a job design model where significant job factors depend on interpersonal views, or what others tell an employee about the job. The four aspects of the job are co-worker's views, outsider's views, internal self views and employer's views. The co-worker's views theory is that employees pay attention to what other people perceive about their job. Outsider's views is concerned with how other people help employees judge what is important about their jobs. Internal self views means that people tell employees how to view their jobs. Finally, employer's views are concerned with how people's positive and negative feedback helps employees understand and view their jobs.
When you have seen this video lesson, you should recognize the fact that the social information processing model takes a variety of different views into account with regards to jobs and design. You should be able to discuss aspects of social information processing that include employers', co-workers' and outsiders' views.