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Organizational socialization is the process by which new employees learn the values, norms, and behaviors required to participate as members of the organization. It occurs in three phases: anticipatory socialization before joining, encounter after joining when reality shock can occur, and change and acquisition when mastery of tasks signals completion. Research provides guidelines for managing socialization, such as avoiding a sink-or-swim approach, supporting newcomers during encounter phase, and using proactive socialization behaviors. Organizations must consider ethical issues in socializing diverse employees.
Organizational socialization is the process by which new employees learn the values, norms, and behaviors required to participate as members of the organization. It occurs in three phases: anticipatory socialization before joining, encounter after joining when reality shock can occur, and change and acquisition when mastery of tasks signals completion. Research provides guidelines for managing socialization, such as avoiding a sink-or-swim approach, supporting newcomers during encounter phase, and using proactive socialization behaviors. Organizations must consider ethical issues in socializing diverse employees.
Organizational socialization is the process by which new employees learn the values, norms, and behaviors required to participate as members of the organization. It occurs in three phases: anticipatory socialization before joining, encounter after joining when reality shock can occur, and change and acquisition when mastery of tasks signals completion. Research provides guidelines for managing socialization, such as avoiding a sink-or-swim approach, supporting newcomers during encounter phase, and using proactive socialization behaviors. Organizations must consider ethical issues in socializing diverse employees.
process Organisational socialisation is defined as the process by which a person learns the values, norms and required behaviours which permit him to participate as a member of the organisation.25 As previously discussed, organisation socialisation is a key mechanism used by organisations to embed their organisational cultures. In short, organisational socialisation turns outsiders into fully-functioning insiders by promoting and reinforcing the organisations core values and beliefs. For example, at IKEA, seminars are organised to explain the companys roots and values and where the name IKEA comes from. To enhance involvement, trips are organised to the founders birthplace in Sweden, where everything began.26 IKEA is proud of its so-called Swedish culture: informality, cost consciousness and a very humble and down-to-earth approach. This section introduces a three-phase model of organisational socialisation and examines the practical application of socialisation research.
A three-phase model of organisational
socialisation Ones first year in a complex organisation can be confusing. There is a constant swirl of new faces, strange jargon, conflicting expectations and apparently unrelated events. Some organisations treat new members in a rather haphazard, sink-or-swim manner. More typically, though, the socialisation process is characterised by a sequence of identifiable steps.27 Organisational behaviour researcher, Daniel Feldman, has proposed a three-phase model of organisational socialisation that promotes deeper understanding of this important process. As illustrated in Figure 12.6, the three phases are:
Anticipatory socialisation.
Encounter.
Change and acquisition.
Page 461Figure 12.6 A Model of Organisational Socialisation
Source: Adapted from material in D. C. Feldman, The Multiple Socialization of Organization Members, Academy of Management Review, April 1981, pp. 30918.
Each phase has its associated perceptual and social processes.
Feldmans model also specifies behavioural and affective outcomes that can be used to judge how well an individual has been socialised. The entire three-phase sequence may take from a few weeks to a year to complete, depending on individual differences and the complexity of the situation.
begins before the individual actually joins the organisation. Anticipatory socialisation information comes from many sources. Widely circulated stories about IBM being the white shirt company probably deter from applying those people who would prefer to work in jeans. All this information whether formal or informal, accurate or inaccurate helps the individual anticipate organisational realities. Unrealistic expectations about the nature of the work, pay and promotions are often formulated during phase 1. Because employees with unrealistic expectations are more likely to quit their jobs in the future, organisations may want to use realistic job previews.
A realistic job preview (RJP) involves giving recruits a realistic idea of
what lies ahead by presenting both positive and negative aspects of the job. RJPs may be verbal, in booklet form, audiovisual or hands-on. Research supports the practical benefits of using RJPs. A meta-analysis of 40 studies revealed that RJPs were related to higher performance and to lower attrition from the recruitment process. Results also demonstrated that RJPs lowered the initial expectations of job applicants and led to lower turnover among those who were hired.28
A modern trend used in many large organisations to seduce young,
recently graduated people is to organise all kinds of flashy events. At these events, the company displays its mastery in its field, but at the same time, potential job applicants get a glimpse of the corporate culture.
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Phase 2: Encounter. This second phase begins once the employment
contract has been signed. Behavioural scientists warn that reality shock, a newcomers feeling of surprise after experiencing unexpected situations or events, can occur during the encounter phase when the newcomer tries to make sense of unfamiliar territory. Becoming a member of an organisation will upset the everyday order of even the most well-informed newcomer. Matters concerning such aspects as friendships, time, purpose, demeanour, competence and the expectations the person holds of the immediate and distant future are suddenly made problematic. The newcomers most pressing task is to build a set of guidelines and interpretations to explain and make the myriad of activities observed in the organisation meaningful.29
During the encounter phase, the individual is challenged to resolve
any conflicts between the job and outside interests. If the hours prove too long, for example, family duties may require the individual to quit and find a more suitable work schedule. Also, as indicated in Figure 12.6, role conflict stemming from competing demands of different groups needs to be confronted and resolved (also see Chapter 8).
Phase 3: Change and acquisition. Mastery of important tasks and
resolution of role conflict signals the beginning of this final phase of the socialisation process. Those who do not make the transition to phase 3 leave voluntarily or involuntarily or become isolated from social networks within the organisation. Senior executives frequently play a direct role in the change and acquisition phase.
Evidence about organisational socialisation
Past research suggests five practical guidelines for managing organisational socialisation.30
Professionals should avoid a haphazard, sink-or-swim approach to
organisational socialisation because formalised socialisation tactics positively influence new recruits. Formalised socialisation enhanced the manner in which newcomers adjusted to their jobs over a ten-month period and reduced role ambiguity, role conflict, stress symptoms and intentions to quit while simultaneously increasing job satisfaction and organisational commitment for a sample of 295 recently graduated students.31
The encounter phase of socialisation is particularly
important. Studies of newly hired accountants demonstrated that the frequency and type of information obtained during their first six months of employment significantly affected their job performance, their role clarity, their understanding of the organisational culture and the extent to which they were socially integrated.32 Managers play a key role during the encounter phase. A study of 205 new college graduates further revealed that their managers task- and relationship-oriented input during the socialisation process significantly helped them adjust to their new jobs.33 In summary, managers need to help new recruits become integrated in the organisational culture.
Support for stage models is mixed. Although there are different
stages of socialisation, they are not identical in order, length or content for all people or jobs.34 Organisations are advised to use a contingency approach towards organisational socialisation. In other words, different techniques are appropriate for different people at different times.
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Practical implications of organisational
socialisation The organisation can benefit by training new employees to use proactive socialisation behaviours. A study of 154 entry-level professionals showed that effectively using proactive socialisation behaviours influenced the newcomers general anxiety and stress during the first month of employment and their motivation and anxiety six months later.35
Organisations should pay attention to the socialisation of diverse
employees. Research demonstrated that diverse employees, particularly those with disabilities, experienced more different socialisation activities than other newcomers. In turn, these different experiences affected their long-term success and job satisfaction.36
Critical thinking
Do you perceive any ethical issues in the organisational socialisation