Jayendra RimalJayendra Rimal

EMPLOYEE ORIENTATION

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Introduction to Organizational SocializingIntroduction to Organizational Socializing

• It is “ the process by which as individual acquires the social knowledge and skills necessary to assume an organizational role”.

• The process of adjusting to a new organization

• It is complex and lengthy process

• As it may take employees months to understand what is expected

• An outsider is transformed into a productive and accepted insider

• Applicable to transfers and promotees also as they begin their socialization with the challenge of gaining acceptance by new colleagues

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Concepts of SocializationConcepts of Socialization1. Organizational Roles: Roles define how a person fits

into the organization and what he/she must do to perform effectively. Some dimension:

1. Inclusionary – a social dimension2. Functional – a task dimension3. Hierarchical – a rank dimension

Role communication : These issues deal with the fact that roles are not always communicated clearly. Roles can be perceived differently across the top hierarchy (as opposed to the job description). Important consequences:

1.Role overload2.Role conflict3.Role ambiguity

Role orientation: The extent to which individuals are innovative in interpreting their organizational roles.

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Concepts of SocializationConcepts of Socialization

2. Group Norms: Norms are normally unwritten rules established by group members to influence or control behavior within the group. Newcomers must learn to behave in ways that are consistent with group norms if they are to be accepted. Three levels:1. Relevant – Desirable but not essential

2. Pivotal - Essential behaviors

3. Peripheral – Unimportant behaviours

3. Expectations: It is a belief about the likelihood that something will occur and can encompass behaviours, feelings, attitudes. This is an important variable for issues like motivation and decision making.1. Unrealistically high expectations

2. Met expectations

3. Unmet expectations

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Content of SocializationContent of Socialization

Socialization is a learning process that newcomers must learn to be accepted.

– Preliminary learning: what to learn, whom to learn from

– Learning about the organization: goals, values, policies

– Learning to function in the work group: values, norms, rules

– Learning how to perform the job: Skills and knowledge

– Personal learning: learning from experience on the job

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Outcomes of socializationOutcomes of socialization- Greater knowledge of organization and work group

– Attitude that make performing, fitting into and remaining with the organization and group possible

– Behaviors that lead to personal and organizational effectiveness

– Other possible outcomes:

• Role conflict, Role ambiguity, Role overload, General job satisfaction, Job involvement, Self confidence, Commitment to the organization, Internal work motivation, Internalized values, Innovation and cooperation, Tenure, Job performance, Mutual influence, Overconformity, Acceptance by organizational members 6

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Stage Models of SocializationStage Models of Socialization

• Feldman’s 3 stage Model– Anticipatory socialization (Getting in)– Encounter/Accommodation (Breaking in)– Change and acquisition/Role management (Settling in)

• Buchanan’s Early Career Model

• Porter, Lawler & Hackman’s Entry Model

• Schien’s Socialization Model

• Wanous’s Integrative Approach

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People Processing StrategiesPeople Processing Strategies

• Formal versus informal

• Individual versus collective

• Sequential versus non-sequential

• Fixed versus variable

• Tournament versus contest•

Serial versus disjunctive

• Investiture versus DivestitureJayendra Rimal

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Realistic Job PreviewRealistic Job Preview

Realistic job preview (RJP) involves providing recruits with complete information about the job and the organization. This is in contrast to the traditional approach whereby both the positive and negative information –in essence- the whole truth is given. A model of RJP:– Vaccination against unrealistically high expectations:

Accurate information helps new employees to adjust their expectations according to the reality of the job.

– Self-selection: Enables recruits to decide whether the job and the organization match their individual needs.

– Coping effect: Helps in developing clear ideas of their roles enabling them to develop coping strategies

– Personal commitment: Decision based on realistic perspective will likely develop a stronger personal committment

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Employee Orientation ProgrammesEmployee Orientation Programmes

Designed to introduce new employees to the job, their supervisors, co-workers and the organization. While RJP is the anticipatory stage, this is the encounter stage of the socialization process. Some objectives:

– Reduce stress and anxiety– Reduce startup costs– Reduce time taken for newcomer to reach proficiency– Assist the new comer in learning the organization’s values,

culture and expectations– Assist the newcomer in acquiring appropriate role

behaviours– Help the newcomer adjust to the work group and its norms– Encourage development of positive attitude

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Orientation RolesOrientation Roles

• The Supervisor: Plays a pivotal role by helping a newcomer overcome feelings of anxiety by providing factual information and clear and realistic performance expectations. Assists in encouraging acceptance by coworkers.

• Coworkers: Interaction helps in providing support and information. Helps newcomers to learn the norms of the work group and the organization. Discourages hazing activities.

• HRD Staff: They design and oversee the orientation program. Conducting orientation and training programs

• Newcomer: Should be encouraged to be an active learner. They should seek out information and relationships they feel will help in adjusting to the organization. 11

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Designing and Implementing Orientation Program Designing and Implementing Orientation Program

• Set objectives• Form a steering committee• Interview recently hired employees, supervisors and

corporate officers• Survey the orientation package of other companies• Survey existing company orientation program and

materials• Select content and delivery methods• Pilot and revise materials• Produce and package print and audio visual

materials• Train supervisors and install the system

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Problems with Orientation ProgramsProblems with Orientation Programs

• Too much emphasis on paperwork• Information overload• Information irrelevance• Scare tactics• Too much selling of the organization• Emphasis on formal, one-way communication• One-shot mentality• Minimum diagnosis or evaluation of the program• Lack of follow-up

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Thank you !