The document discusses socialization and assimilation within organizations. It outlines three stages of assimilation: 1) the anticipatory stage where a new member forms expectations before joining, 2) the encounter stage where the new member learns organizational norms and requirements, and 3) the metamorphosis stage where the new member masters requirements and adjusts to the organization. The document also discusses how modern technology like social media has influenced the anticipatory stage by allowing new members to research organizations online before joining.
4. Assumptions Ontological – Free will to choose to assimilate or not Epistemological – All people will or will not assimilate into an organization Axiological – One’s values may enhance or inhibit one’s socialization
5. Anticipatory Stage *Predefined notion of the way an organization works BEFORE it begins Vocational & Organizational
6. Social Media *Advanced communication technologies have influenced the way new members of an organization can gather information before entering
11. Northwest Social Forum Anticipatory Stage Predefined notion of the way Brazil’s WSF was. Encounter Stage Began to realize that weak communication would lead to failure. Metamorphosis Never reached this stage. FAILED.
Editor's Notes
-It is an individuals approach to transitioning into a new organization-environment using communication skills. -Newcomers usually have uncertainty regarding how to do their job, how their performance will be evaluated, what types of social behavior are normal & accepted, and what personal relationships within the organization could be & will be beneficial to them in the future (Miller, 1996).
Ontology- the individual has a free will to completely decide whether to succeed or not. The quality of training may effect one’s ability to assimilate/socialize into an organization (Jablin, 1982).Epistemology- “humanistic” refers to the ways that we acquire knowledge. The individual may effect an organization as much as the organization effects the individual. This is a broad assumption (Jablin, 1982).Axiology- theory is clearly value-conscious. Study of value or goodness. There is no room for neutrality in this system-like theory (Jablin, 1982).
--Results from past work experiences and interactions with family, friends, and institutions (schools, churches, social organizations)“REALITY SHOCK” There are two types VOCATIONAL- begins in childhood, involves learning about work and careers in general, importance of power and status in organizations. OGRANIZATIONAL- begins later in life, learning about a specific job and organization. Takes place before the first day of work, interaction with other applicants and interviewers, reading brochures and websites. Student Example- A student is about to begin their first semester at BSC, they are a bit nervous. Though they have some friends that already go to BSC that have told them information about how the school runs. Now that they have some general information, they have a predefined notion of the way it will be in their classes and with professors. Example-The employment interview. The individual has learned different things about the job, duties, rumors, etc. and has a predefined notion of what everything will be like. The interview has determined whether their own expectations matched that of the organization.
-All of these link are examples of social media. As technology continues to advance, communication channels on the web are advancing. Electronic bulletin boards, blogs, RSS, googlereader, facebook, mysapce, Digg, youtube. Etc. are all example of the recent communication networks available on the web. (technorati- search engine site that measures all current blogs)-These allow the individual to look up different blogs about the organization and particular individuals may have profiles to openly search. It is a great way to find out what people are really saying, not just getting the information at the interview. This way you are familiar with all current updates and news about the organization and all other topics related.
EXAMPLE-Extended contact and scheduled meetings can be done on Skype. This could potentially make face-to-face communication nonexistent in the future.
-Orientation begins, meeting other employees, learning the ‘ins and outs’. New employee training, supervisor coaching, peer groups, and formal organizational documents. Social activities with other employees take place.Potential sources for useful informationOfficial company messagesCo-workers & peersSupervisorsOther organizational members(administrative assistants, security guards, employees in other departments)Customers & others outside organization.
The individual has started to feel comfortable with all other employees and surroundings. Begins to feel like they “fit in”. This can happen in a negative or positive way. One could love an organization and continue on, or could absolutely hate it and have a terrible experience. The decision to stay or move on comes during this stage.
NWSF-Intended weekend event for a gatheringof people to come together and create new thought processesand visions across Northwest region. Goal- build relationships for support among activists, organizations, communities. Similar to Brazil WSF, 2001.Anticipatory- The individuals were looking forward to something totally different. After seeing the way Brazil’s World social Forum went, they compared it. Doing research all over the internet, to get information about World social Forums. Encounter- The individuals started going to meetings to try and get involved, and the communication totally failed. The entire event was taken over by the Planning Committee. They met with other committee members trying to come to the same level of understandings. The boundaries for people on committees was vague. Metamorphosis- This stage was never reached because the event was cancelled nine days prior by the Planning Committee.-The NWSF was a perfect example of the socialization-assimilation approach showing how an organization attempted to successfully communicate but could not pull through.
