Socialization of Employees Part 2

Employee Performance and Organizational Stability
Employee's performance depends to a considerable degree on knowing what he should or should not do. Understanding the right way to do a job indicates proper socialization. Furthermore, the appraisal of his performance includes how well they fit into the organization. The qualities like how well one can get along with coworker, have acceptable work habits and how well one can demonstrate right attitude, differ among jobs and organizations. As a result, proper socialization becomes a significant factor in influencing both the actual job performance and how it is perceived by others.

Over a period of time, when jobs are filled and vacated with a minimum of disruption, the organization will be more stable. Its objectives will be more smoothly transferred between generations. Loyalty and commitment to the organization should be easier to maintain because the organization's philosophy and objectives will appear consistent over time. Given that most managers value high employee performance and organizational stability, the proper socialization of employees should be important.

Socialization to Reduce Anxiety and Adjust To New Situation
The entry of an outsider into an organization is an anxiety-producing situation. Stress is high because the new member feels a lack of identification; if not with the work itself, certainly with a new superior, new co-worker, a new work location, and a new set of rules and regulations. A feeling of isolation and loneliness are not unusual. This anxiety state has at least two implications. First, new employees need special attention to put them at ease. This usually means providing an adequate amount of information to reduce uncertainty and ambiguity. Second, the existence of tension can be positive in that it often acts to motivate individuals to learn the values and norms of their newly assumed role as quickly as possible. Therefore, the new member is anxious about the new role but is motivated to learn the ropes and rapidly become an accepted member of the organization.

The anxiety is high at entry and the new member usually wants to reduce that anxiety quickly. The information obtained during the recruitment and selection stages is always incomplete and usually distorted. New employees, therefore, must alter their understanding of their role to fit more complete information they get once they are on the job. The point is that there is no instant adjustment - every new member goes through a settling-in period that tends to follow a relatively standard pattern.

The learning associated with socialization goes beyond the formal job description and the expectations that may be made by people in human resources or by the new member's manager. Socialization is influenced by subtle and less subtle statements and behaviors offered up by colleagues, management, employees, clients, and other people with whom new members come in contact.

Conclusion
It is clear that socialization process is important in every organization. But, many organizations do not have any formal socialization program. The organization has to organize a program regarding the awareness and importance of orientation and socialization program to old employees so that they can be a part of every such programs. Often the old employees are reluctant to change and might not prefer the enrollment of new employee in their group, so they should be trained regarding the process and importance of socialization as most of them are not aware about it.

In most of the cases, organizations use a one way communication system for socialization process. They believe in dictating the terms and conditions to the new employee. The perception and ideas of the employees are not considered at all which stifles the creative instincts of the new employee. This should be improved by implanting two way communication process during the orientation as well as socialization process. The new employee should be encouraged to ask various questions on orientation program and further while working.

It is not necessary that every organization has to follow same process all the time. If we can come up with new ways that can be customized according the organizational needs then it could save a lot of cost as well as manpower. The organizations can use new technology like audio-visual aids, multimedia presentations and different software can be utilized so as to lessen the manpower required.