INTRO: Organizational socialization is a procedure by which an individual acquires the social knowledge and skills to assume an organizational function

One has to learn the culture! appreciate the values of the organization and to be in e"pected behavior with social cognition #hat employees should learn and develop from socialization: $erformance $roficiency $eople %earning and mastering the knowledge! skills and abilities to perform the required work task &reating successful and satisfying work relationships with organizational members $olitics 'aining information regarding formal and informal work relationships and hierarchies %anguage (nderstanding the profession)s technical language as well as acronyms! slang and *argon unique to the organization Organizational (nderstanding the rules or principles that preserve the integrity of the goals and values system +istory %earning the organization)s tradition! customs! myths! personal background of other members

,O&I-%I.-TION /OR N0#&O10R, New employment has always been an issue for newcomers to adapt to the organizational situations Increased mobility among the employees has been noticed in this study &ompetence is always regarded as the most important factor in any organization! thus organizations are making continuous efforts to increase the knowledge of newcomers and are aware about the difference with regards to personal characteristics It is observed that role models and organizational socialization are used in the organization by newcomers in order to determine their learning process The author carefully e"amines three aspects under this segment /irst one being 2 Information acquisition and feedback3 seeking behavior from newcomers! the second one being 2 -ctual learning from

organizational socialization and the third one being 2 Role of social network during the socialization process Newcomers have always stressed for the importance of being fully informed about all the facets of the *ob The newcomers found less support than what they e"pected! so they appeal to other newcomers to lead the initiative and develop strong interpersonal relationship! both within and outside the organization The important categories which an individual learns from organizational socialization are task mastery! role clarification! acculturation! and social integration Research suggests that co3workers! peers! supervisors and secretarial staff are an important source of information for newcomers Role models: ,upervisors! co3workers! peers and other staff have an important role to play in newcomer organizational socialization -s per the study! newcomers tend to seek *ob related information from supervisors and emotional information from co3workers Newcomers rely on supervisors for all interpersonal sources in all domains! while co3 workers help them as source in group domain +owever! none of the studies e"plore how newcomers use these sources -lthough! it is recognized that role models are important in organizational socialization! the characteristics of a role model and how e"actly they influence is still unclear The study claims that a number of new comers use colleagues as partial models! depending upon particular traits! which they admire Newcomers learn from the social interaction between them and established members To know how newcomers use established members as role models in organizational socialization! a study was conducted at real estate agency with 44 newly appointed

employees The data collection was a result of 56 in3depth interviews! observations and informal interviews7notes The data collection started after the 8 weeks of *oining and lasted for 46 to 49 months 0ach newcomer was contacted every 6 months for an interview Their age spanned from 6: to :9 years and two of the agents were women The agency had 4; branch offices! of which the newcomers represented 4< of them The study demonstrates that the personal characteristics are affected by early e"perience! especially during first 8 2 9 weeks The categories of newcomers as =super>! =good>! =below average>! =insecure>! and =own enemy> early in organizational socialization were same categories after 9 2 46 months! as organizational socialization outcomes +owever! many of the newcomers say they do not have any role model! but observations suggest they do The impact of socializing newcomers The primary focus on the impacts of socializing has been on newcomer)s attitudes and behavior In general! the study suggests that socialization has moderately strong effects on *ob attitude and relatively weak effects on *ob behavior To Individual Insider: The potential effects of socializing newcomers have contributed to a more positive *ob attitude! increased motivation and efforts! tremendous increase in knowledge about the organization and profession +owever! it takes considerable time and energy from inside and may create role overload -lso may lead to increased stress and lower performance of insiders! may heighten feelings of inequalities and may lead to e"cessive concern with image management To Immediate #ork 'roup and Organization: The potential effects of socializing newcomers have led to increase in group morale and group cohesiveness! increase in

opportunity for the redesign of work and relocation of task! more systematic analysis of work group)s strengths and weaknesses and provides top management with valuable e"ternal feedback about the system +owever! as per the study they have been decreasing productivity in work groups! may inflame e"isting tensions and conflicts! it is viewed as slower or less effective coaching and mentoring of new hires &haracteristics of ,ocialization $rocess The study suggests that if the sum of positive mutual influence will be higher if the entry of newcomers is not very frequent and7or when the socialization process is non3routine /requency and routineness: -s mentioned earlier! the process of socialization requires considerable time and energy from newcomer as well as from an insider The more non routine is the process the better for the insiders #hen the entry of newcomers is infrequent! it becomes easy for the insiders and also there are minimal chances of conflicts $eople processing strategies: The study suggests some tactics for socializing newcomers! which can be more effective in generating positive influence The formal socialization approach will be less effective than new hires socialization with an individualized approach $articipativeness: The greater positive mutual influence is detected when the insider fully participates in the acculturation process This solely depends on the

commitment level of the insiders and his interest to train the newcomers &haracteristics of ,ocialization agents

&ompetence and commitment: ,ocialization process is run by highly competent and committed insider The insider may be able to handle the situation better without getting his7her work affected

Tenure and perceived success: The research of management succession and management of innovation suggests that the tenure of insider may impact the positive mutual influence generated by socialization The longer the members of a worked group have worked together without the introduction of newcomers and the more successful will that work group? there will be resistance to the newcomer influence

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positive influencing generated through socialization References &hao! ' T ! O)%eary3@elly! - 1 ! #olf! , ! @lein! + A ! B 'ardner! $ C D4;;8E Organizational socialization: Its content and consequences Aournal of -pplied $sychology! F;! 5! F:<3F8: &athrine /ilstad! D6<<8E G+ow newcomers use role models in organizational socializationG! Aournal of #orkplace %earning! Hol 49 Iss: F! pp :;9 2 8<; /eldman! C & D4;;8E #hoIs socializing whomJ The impact of socializing newcomers on insiders! work groups! and organizations 1anagement Review! 8D:E! 64: +uman Resource