The Social Process of Joining an Organization Essay

The Social Process of Joining an Organization - Essay ExampleOrganizations and the multitude at bottom organizations confront a number of difficulties and situations that atomic number 18 entirely complex. It therefore follows that as well-disposed systems, both organizations and the people within them maintain to constantly adapt to complexity. Whether or not members of an organization learn to adapt to complexities is ordinarily determined by how well members are integrated into the organization when they initially join it. The social subroutine of joining an organization also known as organizational enculturation is important because it is a operation in which the newcomer acquires the attitudes, behaviour, and knowledge necessary for participating as an organization member. Among the main culture processes are assimilation, civilisation, marginalisation, and professionalization. How an organization applies and deals with each of these processes in the socialising of new comers depends on the mission and policies of the organization. This essay examines some of the applicable theories directing organizational choices in the complex socialisation process for newcomers. Two useful theories for guiding the socialisation process are psychological and socialisation theories. These theories are important for helping organizations learn the appropriate recruitment and retention skills in the socialization process (Allen, 2006, p. 237). Psychological speculation focuses on perceptions of organizational expectations and how those expectations are modify upon entry and with respect to the newcomers experiences within the organization and the newcomer makes sense of those experiences (De Vos, Buyens, & Schalk, 2003, p. 537). Psychological theory also narrows down the perceptions and how experiences expurgate perceptions by focusing on the experiences of gender groups (Robbins & Judge 2009, p. 45). Sociological theories such as social exchange theory argu e that within an organization there is an ..on-going, dynamic relationship between people as a series of interactions in which actors exchange resources guided by rules of exchange, such as social norms (Korte, 2009, p. 289). In other words, sociological theories inform of the processes in which a newcomer learns the social ordering of the organization via experiences and interactions after entering an organization. According to Allen (2006) employee turnover for organizations occurs more frequently among newcomers (p. 237). Unfortunately, this is problematic because, organizations typically invest a great deal of resources in the recruitment, and training of new employees and with the high turnover among newcomers, organizations have very little opportunities to realize a return on those investments (Allen, 2006, p. 237). Together sociological and psychological theories of organizational socialization inform that the socialization process commences before the newcomer enters the or ganization and that the socialization experience ass have an impact on the newcomers decision to remain within the organization (Taormina, 1997, p. 29). It therefore follows that how an organization chooses to mildew the socialization of a newcomer is very important and might even be relevant at the recruitment stage. For instance, perceptions of gender inequality in the work place such as in Wal-Mart where women are under-represented in its workforce might influence organizational change in attempting to increase the organizations appeal to the female workforce (Boxall & Pucell, 2011, p. 14). In this regard, it would be necessary to change practices and policies within an organization that lead facilitate the professionalization of women and thereby alter preconceived notions of gender inequality by practices and policies that significantly alter the newcomers anticipatory socialisation process (Ongiti, 2011, p. 78). For example, a new recruit who believes that an