Objectives and eventual decision to stay w org pre

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objectives, and eventual decision to stay w/ org . Pre-arrival Stage period of learning in socialization process that occurs before a new employee joins the org. - recognizes that each individual arrives w/ a set of values, attitudes, expectations - e.g. business school, training - informs employees about org. as a whole - ensures inclusion of the “right type” (who will fit in) Encounter Stage stage in socialization process in which a new employee sees what the org. is really like & confronts the possibility that expectations and reality may diverge - employee confronts possible gap btwn expectations of job, co-workers, boss, the org. VS. reality - if expectations accurate → reaffirmation of perceptions - when expectations =/= reality → help employee detach from previous assumptions & replace them w/ another set that the org. considers desirable (but not always successful) Metamorphosis Stage …a new employee adjusts to work group’s values & norms - long-lasting changes take place - new employee masters skills required for the job successfully performs new roles makes adjustments to work group’s values & norms - this stage & entry socialization process complete when: new employee has become comfortable w/ org. & job new employee has internalized norms of org. & work group, and understands & accepts these norms new employee feels accepted by peers as trusted, valued; is self-confident that he has competence to complete job successfully; understands the system (his own tasks + rules, procedures…) new employee understands how he will be evaluated & knows what criteria will be used to measure and appraise his work; knows what’s expected & what constitutes a job “well done” Entry Socialization Options Formal V S Informal Formal socialization: new employee is segregated from ongoing work setting & differentiated in some way to make explicit his newcomer’s role e.g. specific orientation, training programs
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P ART 4: S HARING THE O RGANIZATIONAL V ISION Informal socialization: put new employee directly into his job Individual V S Collective Individual : new members can be socialized individually e.g. in professional offices Collective : grouped together & processed thru identical set of experiences e.g. military boot camp Fixed V S Variable time schedule in which newcomers make transition from outsider to insider Fixed schedule: standardized stages of transition (rotational training programs, probationary periods) e.g. 8- to 10-yr “associate” status that accounting & law firms use before deciding whether to name a candidate as a partner Variable schedule: give no advance notice of transition timetable (typical promotion system – individuals not advanced to next stage until they’re “ready”) Serial V S Random Serial socialization: use of role models who train & encourage newcomer e.g. apprenticeship & mentoring programs Random socialization: role models are deliberately withheld (new employee is left on his own to figure things out) Investiture V S Divestitur e Investiture socialization: assumes newcomer’s qualities & qualifications are necessary ingredients for job success, so these qualities & qualifications are confirmed and supported Divestiture socialization: try to strip away certain characteristics of recruit e.g. fraternity, sorority “pledges” go thru this to shape them into proper role
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