*) A process that adapts
employees to the organization's
*) No matter how good a job the organization does in recruiting
and selection, new employees need help adapting to the prevailing culture.
*) learn about the organization through an ongoing social networking application that links new workers with more established members
of the firm and helps ensure that culture is transmitted over time.
*) socialization as a process with three stages: prearrival, encounter, and metamorphosis.
*) This process has an impact on the new employee's work productivity, commitment to the organization's objectives, and eventual decision to stay with the organization.
*) The more management relies on formal, collective, sequential, fixed, and serial socialization programs and emphasize divestiture, the more likely newcomers' differences will be stripped away and replaced by
standardized predictable behaviors.
*) Programs that are informal, individual, random, variable,
and disjunctive and emphasize investiture are more likely to give newcomers an innovative sense of their role and methods of working.
*) Creative fields, such as research and development, advertising, and filmmaking, rely on these individual practices.
*) The three-part entry socialization process is complete when new members have internalized and accepted the norms of the organization and their work group, are confident in their competence, and feel trusted and valued by their
*) They understand the system—not only their own tasks but the rules, procedures, and informally accepted practices as well.
*) Finally, they know what is
expected of them and what criteria will be used to measure and evaluate their work.