MGT 312 week 5CAREER CONNECTION Socialization and Mentoring - Socialization and Mentoring Team C MGT\/312 Randy Hall Socialization an

MGT 312 week 5CAREER CONNECTION Socialization and Mentoring...

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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 advancement? 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 new.” -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 careers. 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 self-efficacy. 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. doi:10.5465/amj.2010.0791 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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