ORGANIZATIONAL SOCIALIZATION

Organizational Socialization

Abstract

In this study we try to explore the concept of “Organizational Socialization” in a holistic context. The main focus of the research is on “Organizational Socialization” and its relation with “US Army”. The research also analyzes many aspects of “Organizational Socialization” and tries to gauge its effect on “soldiers serving in the army of the United States”. Finally the research describes various factors which are responsible for “Organizational Socialization” and tries to describe the overall effect of “Organizational Socialization” on “the Army of the United States”.

Organizational Socialization

Introduction

For the purpose and objective of making significant amends regarding understanding and comprehension of the systematization that takes place with the context of the US Army. This paper shall help us understand and highlight the important aspects of understanding that take place within the frame of the US organization and the Army, and at the same time make more effective use of the information intended, in order for us and the general public (to whom this paper may concern) shall greatly benefit.

Organizational Socialization

Research in organizational socialization is currently in a young and developing stage. Classic sources from Schein (1968) provided the initial framework for the development of organizational socialization. In general, organizational socialization is concerned with the learning content and process by which an individual adjusts to a special role in an organization. Research on organizational socialization helps to understand the stages through which a newcomer passes as he or she adapts to new jobs and organizational roles and hence participates as an organizational member. At a practical level, organizational socialization can aid managerial interventions to train new employees and instill organizational culture and values (Albert, 1985).

Indeed, high level of values and goals, history, and language socialization will promote a common understanding and internalization of organizational values and goals, which motivate employees to perform OCB for personal and organizational goals. Meanwhile, socialization contributes to employees' understanding of organizational tradition and language, thus help employees communicate with coworkers and supervisors better, hence promote learning of OCB boundaries, coworker extra-role performance norms, and supervisor's actual performance criteria (Allen, 1990). Therefore, not only the internalization of organizational values and goals will promote individual's OCB, pursuing sound evaluation and future career development can bring individual's OCB as well.

Implementations of Organizational Socialization in US Army

Approaches to studying organizational socialization involve organizational, individual and integrationist perspectives. From an integrated perspective, organizational socialization is a continuous process in which individual and organization interact and influence with each other. On the one hand, it is a learning progress through which individuals learn organizational unspoken values, norms, informal networks and required skills (Ashford, 1996).

On the other hand, it is also a managerial process whereby organization can confirm employees to follow and obey organizational values, rules and in turn perform expected behaviors. As a consequence, socialization outcomes are influenced by the interaction between organizational socialization tactics and employees' self-initiated or proactive behaviors (e.g. information seeking and acquisition). Literatures toward elaborating the content dimensions of the organizational socialization seem of diversity but ...