Organizational Socialization

Abstract/intro

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.

Organizational assimilation is essential for the integration of a 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 and adapting their behavior towards the behavior of their coworkers. 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.

Benefits of organizational socialization

Effective and succesful organizational socialization results in considerable benefits for both the employer and the employee. Better communication and coordination can be obtained within the team, it can reduce stress and uncertainties, heighten the organizational commitment and lead to satisfaction and a positive feeling of self worth. Consequently, increasing the productivity and innovation of the employees, leading to making it possible to efficiently achieve organizational and team goals and secure the employees longevity in the organization.

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 .

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.

Annotated bibliography

Virtual organizational socialiazation: http://what-when-how.com/information-science-and-technology/managing-relationships-in-virtual-team-socialization-information-science/

Professional socialization