In the last byte, we looked at the encounter stage of organizational socialization. In today's byte, we look at the change and acquisition phase and the outcomes of the process.
In the change and acquisition phase of organizational socialization, newcomers begin to master the demands of the job. They get proficient at managing their tasks, clarifying and negotiating their roles and engaging in relationships at work.
In terms of timelines, the time when the socialization process completes varies widely depending on the individual, the job, the organization etc. The process completes when new comers begin considering themselves and others as organizational insiders.
New comers who are successfully socialized should exhibit better performance, high job satisfaction, and the intention to stay with the organization. The stress displayed is relatively of a lower level.
It is often found that a successful socialization leads to high levels of organizational commitment.
A successful socialization is often signaled by mutual influence, that is the newcomers have made adjustments in the job and organization to accommodate their knowledge and personalities. The newcomers are expected to leave their mark on the organization and not be completely conforming!
(Could we really find many such situations? )