Socialisation Processes

FRIDAY MORNING: “Oh my god, I did it, I got the job!!”

FRIDAY NIGHT: (text message) “GOT A NEW JOB, DRINKS AT THE PUB 7PM TO CELEBRATE!”

And it looks a little something like this:


Celebrating 3Celebrating 2Celebrating 4

Fast-forward to monday morning:

MONDAY MORNING: “Oh my god, I HAVE NOTHING TO WEAR, I’m going to be so under dressed, they’re all going to hate me, I have no idea what I’m doing, how am I going to introduce myself? Maybe I should have just stayed at my old job…I AM SO NERVOUS!”

Nothing to wear

Ah yes, I sure have been there…

In theory land this is applied to socialization Processes, welcome fellow blog readers.

socialization is those ongoing behavioural and cognitive processes by which individuals join, become integrated into, and exit organisations. This can be formal or informal and occurs when an individual learns about the requirements of the job, or decides that dressing formally will help them fit into the organisational culture.

It can be adopting yourself to fit the organisation or…trying to change some aspect of the organisation to better suit your needs, abilities and desires. This is called individualization. It could be that you develop a new strategy for an aspect of the operations of the business, or if a group of new employees starts a friday night drinks tradition. The two processes play out overtime as employees encounters and becomes apart of the organisation.

It’s a gradual thing. Essentially, it’s you learning, involving and feeling more at home in an organisation through a formal induction or informal drinks.

There are three phases:

Anticipatory socialization:

It happens before you even go there for the first time, it happens when your young and first learn about work, learning about a particular occupation, or learning about a particular industry. All of these things can happen through a range of avenues, your first job as a teenager, assignments at school, work experience, media interactions and interactions with friends and family. Did you ever get asked as a kid, “what do you want to be when you grow up”, I sure did and every time I had a different answer, from vet to teacher, and from teacher to actor…where did I end up, in Marketing and advertising and I love it.

Encounter

This is it, you land the job, and you’re in the elevator going up to your new place of work for the first time…

This phase is where you interpret and are exposed to the culture of the workplace, in this phase you rely on past experiences, interpretations of others and instinct.

Metamorphosis

YOU DID IT! YOU ARE AN ACCEPTED, FLOURISHING EMPLOYEE!

Nailed it. You have been accepted and are a ‘organisational insider’. You are a participating member of the organisation, learning new behaviours and attitudes, or modifying them.

To move through these phases fluidly, you need two types of information: job-related information and cultural information. Job-related encompasses skills, information, procedures and rules, for example how to use their phone lines and emailing systems in order to complete your role successfully and in turn, keep your job!

Cultural information is not as easy to come by, formal documentation regarding the corporate culture rarely exist and current organisational members might have a hard time communicating what the cultural vales are. However attempting to discover what it is through observation will allow for a smooth ride through the socialization processes.

Investigating further into the job related information, it is essential that this is done early in the piece to ensure the new employee works efficiently. Furthermore, ensuring that the employee feels at home is crucial to motivate and promote a productive environment for the new worker. Human resource comes into play here, developing either an introductory program for new employees, or ensuring they have a responsible and communicative leader to ensure they are being exposed to the relevant aspects of the organisation and they feel comfortable will promote a positive production and motivational output, in my opinion! Think about it, if you went into an organisation and they shoved you at a desk, told you nothing, nobody spoke to you and you felt alone, what would you do? The organisation needs to communicate with their new staff, lead in the right direction, trained and made feel apart of a team to ensure they effectively move through the socialization processes, and the quicker they do so, the better for the organisation, as HR research has shown that the more the worker feels comfortable, they are more loyal, hard-working and motivated.

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