Sunday, January 31, 2010

Chapter 3

In chapter three, Daniel Feldman proposed a three-phase model of organizational socialization. The purpose of this is to promote a deeper understanding of the importance in a situation of complex organization. The Three phases are anticipatory socialization, encounter, and change and acquisition. Anticipatory socialization occurs when people learn about a certain organization before actually joining. In this first phase, due to unrealistic expectations forming, organizations are urged to use realistic job previews (RJP). With the RJP, they offer insight to recruits giving them a realistic idea of what their job entails, including both the negative and positive aspects. The second phase, encounter begins once the recruit signs the employee contract with the company. There are different opportunities from orientation to training programs where employees have the opportunity to socialize. During this time the recruit discovers what the organization is truly like and develops different values, skills, and attitudes. The last phase is change and acquisition which is where the new recruit masters all the new tasks and roles that his job entails. Organizations help employees through this phase by presenting a list of socialization tactics.

In the article, “Toward a Theory of Organizational Socialization” it stresses the importance of this concept in the workplace. John Van Maanen and Edgar H. Schein believe that organizational socialization is a phrase used to describe the process that an individual is taught and learns “the ropes” of a particular organizational role or job. The book and the article state that this process could be relatively quick, self-guided, trial-and-error process to a more elaborate one requiring a lengthy preparation period of education and training. This article is interesting because they say that, “if one takes seriously the notion that learning itself is a continuous and life-long process, the entire organizational career of an individual can be characterized as a socialization process.” Another aspect that was important from the article is that they said that socialization involves learning on a cultural level that is brought to the commonplace and unusual matters going on the work place. I think that the information from the chapter and in the article stresses the importance of becoming socialized in the place you work at. From being socialized, an individual will have behavioral and affective outcomes in the workplace.

Toward a Theory of Organizational Socialization 1 (1978). IDEAS. Massachusetts Institute of Technology. Web. 28 Jan. 2010. .

No comments:

Post a Comment