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Socializing and

Mentoring
Learning Team A
Andrew Funchess Victor Serna
Carl Nesmith Aliyah Black Christopher Newcombe
Introduction
• This week our topic is Socialization and Mentoring. Our
group has the task of discussing how socialization and
mentoring can be used to advance a career, help minimize
resistance to change using the contingency approach, and
help individuals embrace changes as part of career
advancement.

• We also have the task discussing Feldman’s three-phase


model of socialization and the six socialization tactics.
Introduction (continues)
• Socialization can be anything depending on who you’re asking. I find
socializing to be hanging out with family or friends, conversing, playing
cards, drinking beers, while laughing and listening to the sounds of
Motown.

• The “Business Dictionary” (2016) define socializing as the process by


which people acquire knowledge, language, social skills and value to
conform the norms for integration into a group or team.

• Mentoring is a more experienced person shows ropes to new hire and


gives them guidance up their comfortable with the norms of the position
and office.
Socializing & Monitoring to Advance
Career
How can Socializing and Mentoring be used
to Advance Career?

• Socialization and mentoring are key elements in career


advancement. Socialization is the process by which people
acquire knowledge and social skills needed to fit into a company.
(Business Dictionary, 2016).

• In a workplace, mentoring is the developmental relationship


between professionals where a new employee is shown the ropes
and guided by a seasoned employee until they’re comfortable in
their position
How can Socializing and Mentoring be used
to Advance Career? (continues)

• Once organizational norms are mastered, they’re able to advance


in their career because they know when and who to prove their
skills and abilities to showing that they are a great asset and can
handle a more prominent role within the organization

• Another advantage is that it provides a source of competitive


advantage and employees are more satisfied and committed to an
company when its culture values flexibility and are more
concerned with their needs rather than the shareholders. (Kincki
& Fugate, 2016, p.).
How Can Socialization & Mentoring Minimize
Resistance to Change using Contingency Approach?

The contingency theory, according to Gardner, Johnson, Lee, &


Wilkinson (2000), suggests that there is no unique optimal strategy
for an organization.
The contingency approach:
• Empowers management to create specific solutions for each
problem or issue.
• Provides flexibility for managers for employee role change
depending on the need.
• Mitigates risk using a reactive model that adjust to any change.
How Can Socialization & Mentoring Minimize
Resistance to Change using Contingency Approach?

Both socialization and mentoring facilitate the adjustment and decrease


resistance to change using contingency approach.

• Mentoring: According to Offstein, Morwick & Shah (2007), create


mentoring programs that illustrate the importance of guidance
principles with job requirements (p. 32).
• Coaching, counselling, friendships and teaching.

• Socialize: According to Ashforth, Saks & Lee (1998), organizations


are require to create structures that provide a sense of “security,
identity, and stability” when there are organizational changes (p.
906).
How can socialization and mentoring help people
embrace these changes as a part of career advancement?

• Socialization is having knowledge , language, socialization skills ,


norms , values and required behaviors that allows employees to
perform as a member of the company. Mentoring is giving good
advice to people who has less experience When supporting
someone or giving advice don’t start during the times of impactful
organization. Education and communication and communication is
huge when making changes because it puts you in a place where
you can succeed. Being social and understanding how to
communicate in a productive manner will help with you career.
Feldman’s Three-Phase Model of
Socialization

Phase One Phase Two Phase Three


The Anticipatory The Encounter Phase Change and Acquisition
Socialization Phase This is when the new employee Phase
The learning which occurs prior to learns what the new company’s This occurs when the new employee
joining the organization. organization is like masters their new skill and accepts
his or her new role.
Outsider’s opinions of the company,
the recruitment process, employee
reviews of life at work; all these
can inform an employee about the
company even before his or her
first day.
The Six Socialization Tactics
References
Ashforth, B. E., Saks, A. M., & Lee, R. T. (1998). Socialization and newcomer adjustment: The role of

organizational context. Human Relations, 51(7), 897-926. Retrieved from

http://search.proquest.com/docview/231431083?accountid=35812

BusinessDictionary. (2016). Retrieved from http://www.businessdictionary.com/definition/socializationg.html

Gardner, D. M., Johnson, F., Lee, M., & Wilkinson, I. (2000). A contingency approach to marketing high technology

products. European Journal of Marketing, 34(9), 1053-1077. Retrieved from

http://search.proquest.com/docview/237016009?accountid=35812

Kincki, A., & Fugate, M. (2016). Organizational Behavior: A Practical, Problem, Problem Solving
References
Offstein, E. H., Morwick, J. M., & Shah, A. (2007). Mentoring programs and jobs: A contingency

approach. Review of Business, 27(3), 32-37. Retrieved from

http://search.proquest.com/docview/220925190?accountid=35812

“Understanding and Adapting to New Organizational Culture” by Anita Attridge . 2008

http://www.asme.org/NewsPublicPolicy/Newsletters/METoday
/Articles/Understanding_Adapting_New.cfm

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