3-stage model of organizational socialization, how would you describe the way you were socialized into an organization where you have worked? Evaluate how well the model fits your experience.
The three stages of the socialization process include anticipatory socialization before entry into the organization (typically in the form of orientation, but which can also take place even in graduate school or through other forms of personal preparation); the encounter with the organization itself; and finally the metamorphosis when the individual has been permanently changed by the socialization process. (Werner & DeSimone 2005) For friends of mine who have entered into very institutionalized workplaces such as law or medicine, this model rings particularly true -- they are socialized by a professional school, by studying to pass licensing exams, and then are subjected to the orientation of the organization itself. By the time they are prepared for the actual encounter, they have endured a liminal period in which their old values are cast off and in which they must anticipate and embrace change. The organization and work ethic is so all-encompassing it changes the way they relate to others permanently and the way they see themselves.
"Socialization is broadly defined as a process in which an individual acquires the attitudes, behaviors and knowledge needed to successfully participate as an organizational member" (Organizational entry, 2014, SHRM). Even though my own participation in organizations has not been quite as overwhelming as some others, it is still noteworthy the extent to which working has changed my values and ethics, instilling the principles of responsibility within me in a more meaningful fashion than I could have ever previously anticipated. Like most employees, I had an orientation: "83% of companies report the use of a formal orientation program for new employees" (Organizational entry, 2014, SHRM). However, the real orientation came in the more subtle forms of inculcation in organizational values. I believe this is true for most people, depending...
A highly competitive organizational culture rewarded on bonuses will be different from an organizational culture at a school or research institute.
This idea that those whom with you associate 'make' your culture is reflected in the writings of the Apostle Paul: "But I now have written unto you not to keep company with any man who is called a brother if he is a fornicator, or covetous, or an idolater, or a railer, or a drunkard, or an extortioner. With such a one you are not even to eat" (1 Corinthians 5:11). However, formal socialization is often very valuable because it lacks the dangers of gossip, incorrect information and personal biases as in informal socialization: "research suggests tactics that are more collective, formal, sequential, fixed, serial and supportive enhance newcomer loyalty and reduce turnover" (Organizational entry, 2014, SHRM). The Christian worldview supports the nation that people are in a constant state of potential change which leaves them open to salvation -- however, negative influences can just as easily cause them to 'fall' by virtue of their free will. That is why someone must be so careful of one's choice of companion both in the workplace and elsewhere. It is very easy to have a negative attitude, for example, if you are socialized by a negative person.
References
Organizational entry. (2014). SHRM. Retrieved from:
http://www.shrm.org/research/articles/articles/pages/organizationalentryonboarding, orientationandsocialization.aspx
Werner, R. & DeSimone, J. (2005). Human resource development. SouthWestern.
Response Essay 1:
I agree that adjusting to an organization is a dialogue, not a monologue: it is a conversation between the new individual and also the existing organization. But I do think that all individuals to some degree experience the initial anticipatory phase in an uncomfortable manner -- no one is a seamless fit for the organization initially. 'Shopping' for a job…
