Socializing, Orienting, and

Developing Employees
SOCIALIZATION

Adaptation

Outsider-insider
passage

Organizational
entry
 Objectives
Understand function, aims and objectives
of the organisation as a whole.
Specific objectives to be achieved by their
sections, their personal responsibilities.
Necessary initial training required.
Comprehensive information on:-
Employment conditions.
Resources available.
Systems of HR management.
Facilities provided for benefit, welfare and
recreation.
Social adaptation.
ASSUMPTIONS ABOUT
SOCIALIZATION
Influences
performance
Increases
organizational
stability
New members
suffer anxiety
REACTIONS AND
ADJUSTMENTS
Similar for all
individuals
Incomplete new
information
Memory/impressions
distorted
Adjustments have
to be made
SOCIALIZATION PROCESS
STEPS
Pre - arrival

Encounter

Metamorphosis
PREARRIVAL
Before starting the
job
Enter with values,
attitudes,
expectations
Schools, training
Interviews prepare
for organizational
fit
ENCOUNTER
Upon entry into
organization
Shock at possible
dichotomy
Expectations
Reality
Affirmation
Detachment
 ENCOUNTER

TALK TO THE PERSON NEXT TO

YOU ABOUT THE FIRST DAY ON A
JOB.
WAS THERE A DIFFERENCE
BETWEEN THE BEST/WORST
JOBS?
 METAMORPHOSIS
Problems worked
out
Comfortable with
environment
Productivity
Commitment
Turnover
MANY PEOPLE SOCIALIZE
NEW HIRES
HRM
Orientation
Schedule others
Supervisor
Peers
Organizational
culture
CEO - visioning,
access, interest
 Causes of Socialisation Crisis

Strangeness of a new environment.

Failure to appreciate the variety of work.
Supervision.
Overselling of the job.
Group and Organisational Behaviour.
Groups develop norms.
Difficult for newcomer to learn.
Group cohesiveness does not allow others to
enter as seen as threat.
Psychological Contract.