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17 Cards in this Set

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Objectives

- Familiarize with job procedure and org. goals.


- Specify means of achieving goals.


- Establish relationships.


- Create sense of belonging.


- ID basic responsibilities of job


- Indicate required behavior patterns for effective job performance


Familiarize x2


Specify


Establish


Create


Identify


Indicate

Three Phase Process

1. Anticipatory socialization


2. Encounter


3. Change & Aquidition

1. Anticipatory socialization

Learning that occurs before joining the org.


- realism about organization:


gaining full picture what its like (goals and climate)


- realism about job:


gaining full picture whats expected (duties & responsibilities)


- congruence of skills & abilities:


gaining it to complete tasks


- congruence of needs & values:


sharing org values and meeting personal needs

Realism x2


Congruence x2

2. Encounter

See what org is really like while some shifting occurs


- man outside life conflicts:


adjustments between personal and work life


- man intergroup role conflicts:


deal with between role demands of own group and other groups


- role definition:


clarifying own role in group and deciding on duties, priorities and time allocations


- initiation to the task:


learning new task


- initiation to group:


establish new relationship and learning group norms

Management x2


Role definition


Initiation x2

3. Change & Acquisition

Relatively long lasting changes take place.


- resolution of role demand:


agreeing with work group on role


- task mastery:


mastering required skills and performing successfully


- adjustment to group norms and values


Resolution


Task mastery


Adjustment

Behavioral criteria

Ability to carry out assigned roles and meet min level of performance.



Wanting to stay in new job.



Innovative and cooperates spontaneously beyond expectations.

Benefits

HIGHER:


job satisfaction



comitment to org values & goals



performance (faster learning)



cust. service (productivity)



man/subordinate relationship



understanding of org goals, policies and procedures

6

Benefits

LOWER


staff turnover



costly & time consuming mistakes



absenteeism rate

3

Reasons for LACK of effective orientation

supervisor lacks time, ability or motivation



Org not considering anxiety and stress as cause of lankur turnover among new emps. OR


their unaware of NB role it plays



consider good R&S plus T&D as substitute



key components lacking



Overemphasis of org practices & not enough attention on loyalty and commitment of employee



Transferred or promo emps not orientated



Effective not assessed



To focused on promoting image of org

9

Responsability

- Supervisor


- Head of department


- HR department


- Mentor/Buddy


- Shop steward


- New employee

6 people


From top to bottom of hierarchy

SUPERVISOR

Introduce to co workers



Explain duties and responsibilities, policies and procedure, rules and regs.



Familiarization tour of workplace

HEAD OF DEPARTMENT

Meet all new emps



Briefly explain roles and responsibilities of particular department in org

HR DEPARTMENT

Emp contract



Compensation & loan facilities



Medical & pension, etc.



Developing, coordinating and monitoring program



Assessing prog effectiveness


MENTOR/BUDDY

How to operate basic equipment



How to log on to computer etc.


SHOP STEWARD

Explain disciplinary code and grievances

NEW EMOLOYEE

Actively participate in program



Completing evaluation forms



Providing feedback to HR dep.

Who can benefit

New employees



Current employees (transferred or promoted)



All current employees (if major changes have taken place eg. Pearson and CTI situation)