Alabama Public Radio: Organizational Assimilation

Using mentoring as a socialising technique would give recruits quantitative information based on their progression into the business and how well they are integrating into the role. This information can be persuading for new recruits to show them they are on the right track and doing well, resulting in increased momentum and a desire to keep going. As Preston (2012) says ‘socialisation is understanding how the newcomer makes sense of the business and their role within it’. Mentoring through the early stages can keep track of the recruit and provide them with the help and support to succeed in turn, reducing dropouts and increasing quality recruits.

Over time, organizations have adapted and refined the way that mentoring is used in their companies. For example, mentors now help the person to solve problems, navigate through the culture at a company and even advance their career. This, in turn, will create a person that is ready to lead and manage.

An advantage of mentoring is that it helps to acclimatise less successful workers to the job and organisational requirements. By having a "go to" person to ask questions, discuss scenarios and generally learn the nuances of the company, the mentee can become a productive member much more quickly and never feel that he has nowhere to turn for help. The mentee can gain the sense of achievement that comes from the mentor's feedback and assessment of his progress. The mentee's quest to gain the mentor's approval can serve as a motivating force to continue to improve his performance. The mentor can gain satisfaction from knowing that she is helping an individual and can take a measure of pride in her accomplishments. For a mentor that has already achieved a great deal of success, she can look at the process as a way of "giving back”.

After a 32-year career in human resources and nine years in her current position, Tamara Trummer still considers the benefits of the mentoring relationships she took advantage of as a newly minted college graduate. They gave her the "business smarts" necessary to get off to a good start.

There are several phases in the transformation process that Interface went through. Considering that Ray Anderson joined forces with three other business partners, one could assume that there would definitely be cultural changes or differences, just to name a couple. Interface went through some phases in cultural incrementalism. The first phase as discussed in our textbook is driven by the vision of the leader, in this case Ray Anderson. The second phase is to integrate the new values into the culture. This, however, is determined by what values have been successful for the business in order for these values to move on to the third phase. With this in mind, the third phase then is when the value becomes important. These are the three phases in cultural incrementalism. Furthermore, identity dynamics also plays a huge role in a business. This basically means the business ponders on one very important question, and the question is as crucial as answering it should be. The question is: who are we? Members of a business learn culture through verbal and nonverbal behaviors. What is reflected is then mirrored, and these values tend to stay with the business and helps them adjust behaviors if need be.

Open yourself; to change is the number four-step to inclusion. The old saying change is good applies to this step. Employees must be willing to change to become inclusive. One must learn of opportunities to grow in a

Why Important: Having a mentor is important to me because, it is a way of gaining new skills and knowledge from a person who already knows all the ropes in an organization. Mentors are there for guidance because they value mentees interest in learning and growth. If a mentor demonstrates a positive attitude and is willing to show me everything they know, I will take advantage of their help, because they are helping me in my career development. If I ever have a question about the organization I am working with or a problem, I can ask my mentor for guidance and solutions to resolve whatever issue I

Many employee included within the article have many different cultures and even personality and ideals. However some cultural issues will occur.

As the person in charge of ensuring new hires embraced and became a part of the local hospital’s culture I would implement the three stages of socialization, the Anticipatory, Accommodation and Role management studied this week as a checklist with the following steps.

The business community describes mentoring as an employee training system under which a senior or more experienced individual (the mentor) is assigned as an advisor,

According to Eagly and Carli, “mentors can teach their protégés about their organizations or professions and help them to obtain good assignments. Mentors can also offer encouragement, acceptance, and friendship”(Eagly&Carli, 2007). Sandberg wrote about how she found really good mentors and they had benefited her greatly in her career. She also talked about it is not easy to find good and wise mentors, especially for women. There are solutions to these barriers, lower position women can try to catch moments with busy senior persons, and as time goes on, they will remember you, they might not become your mentors, but the relationship is more important than the titles. Sandberg thinks the best way to have a mentor relationship is and mentor and protégés are opposite sex from each other because they can understand each other better from their own perspectives. The downside to this is that sometimes when people see an older senior men mentoring a young lower level employee can get people confused by their relationships. The only solution to keep to this is that we just need to be open minded and have more formal meetings when

Of all the important tasks facing an organization today, many do not fully appreciate the need and value of a strong on-boarding program. Without the correct tools a new manger will spend the first 90 days attempting to figure out the organization, thereby causing a reduction in productivity and reduced profits. However, if an organization institutes a strong and effective program the new manager will be prepared for his role the transition will be smoother and the impact to the organization is reduced. Moreover, successes and failures of previous managers can be adequately addressed so the organization can move on a steady and predictable path. The use of an organized and well thought out process to indoctrinate a new leader

Good communication is the foundation to positive outcomes in all areas of life. The communication that occurs in the organizations that an individual belongs to should not be ignored. Individuals need to understand the process of the Organizational Assimilation Theory (OAT). This theory provides an understanding of how individuals progress to a state of belonging in an organization. Feeling a sense of belonging in an organization is an important part of life. The stages of the OAT: Anticipatory Socialization, Encounter, Metamorphosis and Disengagement are all part of the organizational assimilation process that describe the steps to fitting into an organization. The scenario below is a depiction of the OAT. The OAT is applied

Our Area managers (the mentors) can also benefits from this mentoring process because this is an opportunity for them to use their experience and expertise in developing others, but also they can learn from their mentees, developing their communication skills. Therefore, the entire organisation will benefits from the mentoring

Internal and external perception of organizations develops from leaders creating and managing culture, the behavioral norms within particular industries, and influential subcultures. Organizational culture contributes to the approach and method used to train and develop employees of organizations. Sidestepping organizational culture and cultural diversity while developing and administering training programs inhibits the effectiveness of the training by not addressing company culture and individual perspectives of employees.