Often work culture, depending on the organization, can be deeply convoluted and difficult to grasp for a new hire. Socialization of new employees, also called onboarding, is the process by which they learn about the culture of the organization and about roles and expectations. Socialization, if done well, can be an important asset to employers and the people who work for them. It can often consist of a formal onboarding program including workshops and other activities. It can also be done informally through mentoring and collaborative work or vicariously through observation and supervisory feedback. Employee socialization fulfills several important functions, such as demystifying an unfamiliar environment, bolstering commitment, and forming an organization’s identity, which can result in employee proactive, feedback-seeking behaviors. Socialization is also an ongoing process as employees interact with new departments or take on new roles.
In this Discussion, you will explore socialization strategies and their impact on job attitudes. You will also look at feedback-seeking behaviors and their influence on socialization.
To prepare for this Discussion:
Post a response to the following:
Provide a description of two strategies that organizations might use to socialize new employees. Then, explain how these two strategies might positively or negatively impact job attitudes. Finally, explain how employee feedback-seeking behaviors might influence the socialization process.
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