Question

Using Feldman’s three-stage model of organizational socialization (anticipatory socialization, encounter, and change and acquisition), how would you describe the way you were socialized into an organization where you have worked? How well does the model fit your experience? Having read about the model, what recommendations would you offer?

Answer 1

What is organizational socialization?

It is a concept used to refer to "a learning and adjustment process that enables an individual to assume an organizational role that fits both organizational and individual needs". It is a dynamic process that takes place when an employee is deploy or redeploy to a new job role.

Explanation:

ORGANIZATIONAL SOCIALIZATION

What is organizational socialization?

It is a concept used to refer to "a learning and adjustment process that enables an individual to assume an organizational role that fits both organizational and individual needs". It is a dynamic process that takes place when an employee is deployed or redeployed to a new job role.

Mr. Feldman, in 1976, proposed a-three-stage model, namely:

1.  Anticipatory Socialization. At this stage an employee begins to figure out the experiences he or she is about to encounter and begins to adjust accordingly.

2.  Accommodation. This is the stage that on-boards a new employee. He or she is introduced to role, work-groups during which attitude and expectations begin to reshape

3.   Role Management. This is the stage that manages external and internal role conflicts.

On my socialization experience, it was quite unique. The organization detailed an orientation that spanned a few days during which I was introduced to processes, work procedures and superiors. Each familiarization meeting ended with a cocktail. It was so carefully planned and things went in sequence. It left me feeling at home and proud of joining the organization.

The model is relatively fitting and a relative reflection of my experience. I went through those three stages. I had certain expectations before joining the organization. Some of those expectations were real but some were unreal.

If I were to make some recommendations, I would create a single manual for the orientation, and it would be made available to the new recruit at his or her first appearance so as to assist the recruit on what to expect at subsequent meetings.