Unformatted text preview: Socialization and
Mentoring By: MGT/312
September 7, 2015 This Presentation Will Discuss the
Following: How can socialization and mentoring be used to
advance a career?
How can socialization and mentoring help minimize
resistance to change using the contingency approach?
How can socialization and mentoring help people
embrace these changes as a part of career
Feldman's three-phase model of socialization and the
six socialization tactics “The secret of change is to focus all of your
energy, not on fighting the old, but on building the
-Socrates Mentoring Mentoring consist of a relationship between two people: a mentor and
mentee. The mentor helps guide the mentee, and gives him or her advice,
knowledge, skills, and insight in order to help them become better in their
In a business mentoring can be very important because it can help someone
advance their career. Working with someone who is where you want to be or
who has been where you are trying to go, can you give a lot of insight on
getting to your next step in your career. 4 Contingency Approach The contingency approach minimizes resistance by assuming that there is no
universal answer to solve our problems Managers maintain flexibility to answer problems Creative innovations occur Unique solutions to unique problems Career Advancement Socialization and mentoring is a supportive mechanism for a senior
employee to take a protégé “under his/her wing” to teach the protégé about
his/her job, orient the employee to the industry and organization.
Mentoring relationships are by nature developmental and therefore are
thought to be a critical career development activity.
There are several phases of mentoring. However, Cultivation is the most
active phase of mentorship. The most learning for the protégé occurs during
this time. Benefits to Mentoring Socialization and mentoring has a multitude of benefits for an individual as
well as for organizations.
Individuals who are mentored advance more rapidly in organizations, earn
higher salaries, have a greater job satisfaction, and have fewer intentions to
leave the organization.
Being mentored has been associated with career-related variables such as
greater career planning, career involvement, career motivation, and career
Increases the mentoree’s self-confidence
Improves the mentoree’s interpersonal relationship skills. Helps the mentoree better understand the organizations culture and Three-Phase Model of Organizational Socialization Anticipatory socialization – Anticipating realities about the organization
and the new job. This information come from sources like current employees,
social media and the internet before hired. Encounter – Learning what the organization is really like through
orientation, training and on-boarding programs. Change and acquisition – Having a clear understand and mastering tasks
and roles. Socialization Tactics Collective vs. Individual – Group orientation and training Formal vs. Informal - Learning the responsibilities of their roles Sequential vs. Random - Segregating new hires from experienced
associates Fixed vs. Variable - Setting a timetable for the assumption of the role Serial vs. Disjunctive – Socialized over time with help of an experienced
member Investiture vs. Divestiture – Affirming global and specific role identities and
attributes Conclusion Socialization help individuals learn the values, norms, and
behavior required to participate as a fully functioning member
of an organization. It promotes and reinforces the organization’s
core values and beliefs. Socialization helps minimize resistance to change. It helps
individuals embrace changes and aid in career advancement. References
Kammeyer-Mueller, J., Wanberg, C., Rubenstein, A., & Zhaoli, S. (2013). Support,
Undermining, and Newcomer Socialization: Fitting In During the First 90
Days. Academy Of Management Journal, 56(4), 1104-1124.
Kinicki, A. (2015). Organizational behavior: A practical problem solving
approach. New York, NY: McGraw-Hill/Irwin
Lapointe, É., Vandenberghe, C., & Boudrias, J. (2014). Organizational
socialization tactics and newcomer adjustment: The mediating role of role
clarity and affect-based trust relationships. Journal Of Occupational &
Organizational Psychology, 87(3), 599-624. doi:10.1111/joop.12065
Mentoring in Career Development. (2014). Retrieved from
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