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Welcome
to Week 7, pals, this week, we are going to discover socialisation processes in
organisation. Socialisation is a process by which an individual adapt
him/herself to a collective organisation, it is a dual process for an
individual. The organisation is trying to influence the adaptation of individuals
through formal and informal socialisation processes.
Models
of socialisation phases and content will be analysed at first. Normally, there
are three stages in the socialisation processes:
1) Anticipatory socialisation
– it refers to socialisation processes that occur before an individual actually
enters an organisation
2) Encounter
– it occurs at the organisational “point of entry,” when a new employee first
encounters life on the job
3) Metamorphosis
– this stage occurs when the new employee has made the transition from outsider
to insider.
The
content of socialisation is relevant to organisational context. Two processes
have been grasped during the socialisation process:
1) Role-related
information
2) Cultural
information
Miller
(2012, p.128) in the textbook also examines three aspects of socialisation in
which communication plays a crucial role.
l Communication
during the employment interview
l Information-seeking
tactics during the encounter phase
l Ongoing
communication in the role-development process
From
the organisation’s perspective, the main function of the employment interview
is the recruiting and screening of potential employees. From the interviewee’s
perspective, the interview provides a glimpse of a possible future employer.
But more importantly, the employment interview can serve to ease a newcomer’s
adaptation to the organisation should she or he be offered a job.
It
is evident that newcomers actively seek information that will help them adapt
to their new roles and the norm and values of the organisational culture.
Newcomers can seek information in both obvious ways or in a more covert manner.
Role-development
is concerned with how individuals interact to define and develop their
organisational roles. This process begins when a newcomer enters an
organisation and continues through ongoing interactions with the supervisor and
other organisational members.
Phases
including: role-taking phase, role-making phase and role-routinisation phase.
Rubin
(2013) in his media article emphasises that socialisation is a very important
process of organisation, because employers can benefit from helping their
employees is by recognising the fact that social connection is an integral part
of all of our lives now. In today’s social world, a role is developed by an organisational
member through a social exchange process with his or her leader, if an
individual employee can adapt him/herself to their new role very well, then
his/her working performance can be maximised and his/her relationship with supervisors
can be consolidated.
References:
Miller, K 2012, Organisational communication – approaches
and processes, 6th edn, Wadsworth Cengage Learning, Boston.
Rubin, T 2013, ‘Top-Down Employee Branding’, Business to Community, 18 October,
viewed 11 November 2013,
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