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17 Cards in this Set
- Front
- Back
- 3rd side (hint)
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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
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Familiarize x2 Specify Establish Create Identify Indicate |
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Three Phase Process |
1. Anticipatory socialization 2. Encounter 3. Change & Aquidition |
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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 |
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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 |
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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
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Resolution Task mastery Adjustment |
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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. |
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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 |
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Benefits |
LOWER staff turnover
costly & time consuming mistakes
absenteeism rate |
3 |
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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 |
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Responsability |
- Supervisor - Head of department - HR department - Mentor/Buddy - Shop steward - New employee |
6 people From top to bottom of hierarchy |
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SUPERVISOR |
Introduce to co workers
Explain duties and responsibilities, policies and procedure, rules and regs.
Familiarization tour of workplace |
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HEAD OF DEPARTMENT |
Meet all new emps
Briefly explain roles and responsibilities of particular department in org |
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HR DEPARTMENT |
Emp contract
Compensation & loan facilities
Medical & pension, etc.
Developing, coordinating and monitoring program
Assessing prog effectiveness
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MENTOR/BUDDY |
How to operate basic equipment
How to log on to computer etc.
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SHOP STEWARD |
Explain disciplinary code and grievances |
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NEW EMOLOYEE |
Actively participate in program
Completing evaluation forms
Providing feedback to HR dep. |
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Who can benefit |
New employees
Current employees (transferred or promoted)
All current employees (if major changes have taken place eg. Pearson and CTI situation) |
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