Stages Of Organizational Socialization

Definition of Organizational Socialization

Organizational socialization is often called employee onboarding. Onboarding is the process by which new employees get adjusted to the social and performance characteristics of their jobs quickly and smoothly, and learn the attitudes, knowledge, skills, and behaviors required to function effectively within an organization.

Another definition is determine by management and organizational expertise, Bauer T. and Erdrogan B. as it a process where new employees move from being organizational outsiders to becoming organizational insiders. Basically, it is a process of adaptation, by which new employees attempting to learn the norms and values of work roles in an organization for proper adjustment and job

Lastly, it is important to remember that socialization continues long after onboarding is over, so providing additional socialization opportunities can help improve the culture of one company 's workforce and lead to happier, more enthusiastic employees. Three stages of Organizational Socialization

Once the selected employees are appointed/received a job offer, they are schedule to go through Orientation/On-boarding programme for several days.

Anticipatory Socialization / Pre-Employment Stage – Before Joining

In the pre-employment stage is the time between wanting to acceptance of the organization 's job offer and the first day of work. During this stage, an organization that provides enough information about the organization 's workplace culture could help the new employee to prepare

Differences Organizational Socialization and Onboarding Socialization

Socialization and onboarding are distinguished as two specific definitions. Socialization is defined as “something that occurs within the individual,” and onboarding is defined as “efforts by the organization to facilitate socialization.” Both actually play important roles to make sure both parties, from new employees and employers, having the same efforts in take and give in making the place of work homey and welcoming so that they could reach the same mission and visions of the company.

Conclusion

In conclusion, it is important to make sure the relationship starts off on the right foot, since the first experiences of a new employee in an organization are critical. If performed correctly, a successful organization socialization or onboarding program will help a newbies exploit and more understanding of their specific roles and responsibilities, boost their confidence, and help them to become active and welcome participants in an organization and adapt its unique