The Benefits of Using the Organizational Socialization Process

Topics: Organization, Socialization, Employment Pages: 6 (2025 words) Published: June 16, 2012
The Benefits of Using the Organizational Socialization Process Will Kirkbride
Florida Institute of Technology

This paper discusses the benefits of adopting successful organizational socialization (OS) programs within companies. Many organizations utilize socialization programs in order to train, mentor, and retain employees in the company so they can provide the best service possible to the company and enjoy being a part of the company. Companies lose most of their new employees within the first few months of starting the job. Organizations spend a good deal of money and resources on training employees and possibly not enough energy on creating a good socialization program which can provide that employee with the tools necessary to enhance the company in any way they can. Without a good socialization program, employees struggle to adapt to the company’s culture and could be detrimental to the longevity of that employee. This paper will also touch on Saturn’s philosophy that employees want to be involved in company matters in order to feel like they are a part of that organization. This philosophy from Saturn gives a sense of entitlement to the employees making them feel like they are making a difference. This can give the employees a vested interest in the company’s success. A proper socialization program provides the employee with the vital tools necessary to succeed and gives the company a better chance to keep that employee for a long period of time Keywords: socialization, organizational socialization

The Benefits of Using the Organizational Socialization Process
Businesses rely on their employees to make the company successful, thus a company is only as good as the people it keeps. Hsiung & Hsieh (2002) define organizational socialization as “the process by which employees learn the values, norms, and required behaviors, which permit them to participate as members of an organization” (p. 579). Many organizations that utilize successful socialization programs are more likely to keep their employees for a longer period of time because they are more satisfied with their jobs. Fogarty (2000) found that “well-socialized members are more likely to be committed to the organization, willing and able to act effectively on its behalf, and less likely to initiate a departure” (para. 2). Socialization is an ongoing process that precedes organizational entry and continues well past entry. Successful companies spend an enormous amount of time, money, and resources on socialization programs in order to ensure their employees will provide the best possible service they can for the company. No matter how large or small a company is, socialization should take place so that members can successfully adapt to the culture that surrounds them in the company. This article will discuss some of the benefits of adopting successful socialization programs within organizations.

No matter what field or industry that employee’s work in, organizational socialization (OS) must be a major part of a new joined employee’s first few months of work. Anderson and Cooper-Thomas (2006) research shows that “recruitment and selection are significant costs to organizations (as cited in Bauer, Callister, & Morrison, 1998) and organizational socialization is important in capitalizing on these processes, meeting or adjusting expectations to achieve positive socialization outcomes” (p. 493). “Organizational socialization can include changes in or the development of new skills, knowledge, abilities, attitudes, values, and relationships, and the development of appropriate sense-making frameworks” states Anderson and Cooper-Thomas (2006) (as cited in Chao et al., 1994a; Chatman, 1991; De Vos et al., 2003; Louis, 1980; Thomas and Anderson, 1998) (p. 492). This type of socialization will give the new employee a foundation to begin work with. Organizational socialization is an important consideration for...

References: Chatman, J.A. (1991), Matching people and organizations: selection and socialization in public
accounting firms, Administrative Science Quarterly, 36 (3), (459-484).
Chao, G.T., O’Leary-Kelly, A.M., Wolf, S., Klein, H.J. & Gardner, P.D. (1994), “Organizational socialization: its content and consequences”, Journal of Applied Psychology, 79, (730-43).
De Vos, A., Buyens, D. & Schalk, R. (2003), Psychological contract development during
organizational socialization: adaptation to reality and the role of reciprocity, Journal of
Flanagin, A.J. & Waldeck, J.H. (2004), Technology use and organizational newcomer
Fogarty, T. J. (2000) Socialization and organizational outcomes in large public accounting firms. Journal of Managerial Issues. Spring 2000. Retrieved from
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Louis, M.R. (1980), Surprise and sense-making: what newcomers experience in entering
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