Organizational Socialization
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| − | Organizational socialization is defined as a dynamic process by which people learn and adjust to the knowledge, skills, attitudes, expectations | + | Organizational socialization is defined as a dynamic process by which people learn and adjust to the knowledge, skills, attitudes, expectations and behaviors needed to assume a new or changed organizational role. This process results in the employee going from an outsider to an insider. Successful socialization involves mutual influence, meaning the employee adopts organizational values and interest while being able to influence the organization through personal qualities. Consequently, both organizational and individual needs are met. <ref> B. L. Berkelaar, & M. A. Harrison, ''Organizational Socialization'', Oxford Research Encyclopedia of Communication (May 2019). </ref> |
| − | When the socialization is effective, better coordination is obtained within the team and it helps to retain the employees, whereas ineffective socialization increases the risk of employee dissatisfaction and at worst resignations. | + | Organizational assimilation is essential for the integration of newcomer. The concept entails the newcomer intentionally, as well as, unintentionally is socialized by the organization. They must modify their work procedures to both reach the expectations of the employer and its own, by seeking information about the work place. Several different members of the organization influences this process and are pivotal for it to be succesful, ranging from the managers to the peers of the newcomer. Additionally can supervisors and mentors be an effective ressource to use. |
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| + | When the socialization is effective, better coordination is obtained within the team and it helps to retain the employees, whereas ineffective socialization increases the risk of employee dissatisfaction and at worst resignations. | ||
The importance of socialization applies to both new employees and existing employees changing role within the organization and is an important concept within all levels of management, whether it is project, program, or portfolio. It is especially relevant to give focus in the beginning of a new project/program/portfolio, but as it is a dynamic process, it is present during the whole life cycle of the project/program/portfolio. | The importance of socialization applies to both new employees and existing employees changing role within the organization and is an important concept within all levels of management, whether it is project, program, or portfolio. It is especially relevant to give focus in the beginning of a new project/program/portfolio, but as it is a dynamic process, it is present during the whole life cycle of the project/program/portfolio. | ||
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| + | '''Stages''' | ||
The organizational socialization is often divided in three stages with varying names. The first step being the recruitment process where both the organization and the newcomer collects information about one another. The second step entails the newcomer adjusting to the new work environment, and the third stage is reached when the newcomer has adapted to the given organizational role <ref> iEdoNote (2021), ''Organizational Socialization: 3 Stages of Organizational Socialization'', https://www.iedunote.com/organizational-socialization. </ref>. | The organizational socialization is often divided in three stages with varying names. The first step being the recruitment process where both the organization and the newcomer collects information about one another. The second step entails the newcomer adjusting to the new work environment, and the third stage is reached when the newcomer has adapted to the given organizational role <ref> iEdoNote (2021), ''Organizational Socialization: 3 Stages of Organizational Socialization'', https://www.iedunote.com/organizational-socialization. </ref>. | ||
| − | Organizational assimilation | + | '''Organizational assimilation''' |
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Virtual organizational socialiazation: | Virtual organizational socialiazation: | ||
http://what-when-how.com/information-science-and-technology/managing-relationships-in-virtual-team-socialization-information-science/ | http://what-when-how.com/information-science-and-technology/managing-relationships-in-virtual-team-socialization-information-science/ | ||
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| + | Professional socialization | ||
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Revision as of 18:06, 21 February 2021
Abstract/intro
Contents |
Why Organizational Socialization is important
Organizational socialization is defined as a dynamic process by which people learn and adjust to the knowledge, skills, attitudes, expectations and behaviors needed to assume a new or changed organizational role. This process results in the employee going from an outsider to an insider. Successful socialization involves mutual influence, meaning the employee adopts organizational values and interest while being able to influence the organization through personal qualities. Consequently, both organizational and individual needs are met. [1]
Organizational assimilation is essential for the integration of newcomer. The concept entails the newcomer intentionally, as well as, unintentionally is socialized by the organization. They must modify their work procedures to both reach the expectations of the employer and its own, by seeking information about the work place. Several different members of the organization influences this process and are pivotal for it to be succesful, ranging from the managers to the peers of the newcomer. Additionally can supervisors and mentors be an effective ressource to use.
When the socialization is effective, better coordination is obtained within the team and it helps to retain the employees, whereas ineffective socialization increases the risk of employee dissatisfaction and at worst resignations.
The importance of socialization applies to both new employees and existing employees changing role within the organization and is an important concept within all levels of management, whether it is project, program, or portfolio. It is especially relevant to give focus in the beginning of a new project/program/portfolio, but as it is a dynamic process, it is present during the whole life cycle of the project/program/portfolio.
Stages
The organizational socialization is often divided in three stages with varying names. The first step being the recruitment process where both the organization and the newcomer collects information about one another. The second step entails the newcomer adjusting to the new work environment, and the third stage is reached when the newcomer has adapted to the given organizational role [2].
Organizational assimilation
Application
Various means can be used to achieve successful socialization. Often the newcomer is connected to a supervisor or mentor providing informal information and advice, as well as, clarifying job instructions and giving social support. Social events within the organization are also a great tool.
Limitations
Most studies of the concept are revolving around graduates entering the job market or specific professionals changing jobs. It is assumed that the same tendencies are seen in the process of changing role within an organization, but very little empirical evidence exists about this and therefore the specific knowledge is limited. [3]
Annotated bibliography
Virtual organizational socialiazation: http://what-when-how.com/information-science-and-technology/managing-relationships-in-virtual-team-socialization-information-science/
Professional socialization
References
- ↑ B. L. Berkelaar, & M. A. Harrison, Organizational Socialization, Oxford Research Encyclopedia of Communication (May 2019).
- ↑ iEdoNote (2021), Organizational Socialization: 3 Stages of Organizational Socialization, https://www.iedunote.com/organizational-socialization.
- ↑ T. N. Bauer, Organizational Socialization, Encyclopedia of Applied Psychology (2004), p. 743-745.
