Stages of socialization:
Anticipatory socialization: socialization occurs before organizational membership. (Formal or
Encounter: new recruit, armed with some expectations about organizational life, encounters
the day-to-day reality of life. (Formal: orientation programs, informal: getting to know one’s
boss or coworker)
----Recruits are interested in having personal needs and expectations fulfilled. If successful,
comply with organizational norms.
Role management: to fine tuning and actively managing his or her role in the organization.
Unrealistic expectations and the psychological contract:
Unrealistic expectation: People entering organizations hold many expectations that are
inaccurate and often unrealistically high.
----New members have unrealistic expectations because of occupational stereotypes, media
communicates, and overzealous recruiters who paint rosy pictures to attract job candidates. These
factors demonstrate the need for socialization.
Psychological contract: Beliefs held by employees regarding the reciprocal obligations and
promises between them and their organization.
----Perceptions of psychological contract breach occur when an employee perceives that his
organization has failed to fulfill one or more promised obligations of the psychological contract. It
is related to lower organizational trust, which in turn related to less cooperative relations and
----The reason is recruiters are tempted to promise more than their organization can provide to
attract the best job applicants; newcomers often lack sufficient information to form accurate
Organizations need to ensure that truthful and accurate information about promises and
obligations is communicated to new members before and after they join an organization.
4. Methods of organizational socialization
Realistic job previews: The provision of a balanced, realistic picture of the positive and
negative aspects of a job to applicants.
----Realistic job previews are effective in reducing inflated expectations and turnover and
improving job performance.
Employee orientation programs: orientation programs are an important method of
socialization because they can have an immediate effect on learning and a lasting effect on
the job attitudes and behaviors of new hires,
Socialization tactics: The manner in which organizations structure the early work
experiences of newcomers and individuals who are in transition from one role to another.
Collective vs. individual tactics: a number of new member are socialized as group/ individual.
Formal vs. informal tactics: formal, segregate newcomers from regular organizational
members with formal learning experience; informal, not.
Sequential vs. random tactics: with a sequential tactic, there is fixed sequence of steps leading
to the assumption of the role, compared with the random tactic, in which there is an
ambiguous or changing sequence.
Fixed vs. variable tactics: fixed, there is a time table for the assumption of the role; variable,