socialization, mentoring and careers

8/6/2019 Socialization, Mentoring and Careers

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SOCIALIZATION,

MENTORINGAND CAREERS

By:

Ms. Maria Edelyn R. Santiano

Master in Entrepreneurship

Bicol University Graduate School

Legazpi City


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people processing anddefines it as the process by

which a person learns thevalues, norms and required

behaviors which permits him toparticipate as a member of theorganization.


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Three Phase of model of organizational

socialization that proposed deeperunderstanding

It was proposed by organizational

behavior researcher DANIELFELDMAN

Phase 1- Anticipatory Socialization

Phase 2- Encounter

Phase 3- Change and Acquisition


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2-8

Figure 2-4


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2-9

1. Managers should avoid a haphazard approach to

organizational socialization

2. Managers play a key role during the encounterphase

3. Organization can benefit by training new

employees to use proactive socializationbehaviors

4. Managers should pay attention to the

socialization of diverse employees


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Use to reinforce organizational

roles and norms that support

desirable organizational behavior.Frequently used techniques:

Psychological contracts

Realistic job interviews

Behavior modeling

Mentoring


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sum total of all written and unwritten,spoken and unspoken, expectation ofemployee and employer

Employees have implicit expectationsabout pay raises, promotions and jobsecurity

Employers have their ownexpectations about the individualsloyalty, willingness to learn andcreativity.


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Giving recruits the realistic idea ofwhat lies ahead by presenting bothnegative and positive aspects of the job.It may be in:

Verbal

Booklet form

Audiovisual

Hands-on


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Realistic

jobPreview

Lowering of

Unrealistically

High

Expectations

Individual does not

join organization

Individual joins Organization

Desired Outcomes:

yAlignment of individual

and organizational needs

y

Role clarificationyImproved job satisfaction

yBetter job performance

yCommitment to

organization(reduction of

turnover)


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Also known as observational learning orvicarious learning, behavior modeling islearning process by which one observes andimitates the behavior of relevant others.

According to Albert Bandura, One of thefundamental means by which new modes of

behavior acquired and existing patterns aremodifies and entails modeling and vicariousprocesses.


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Modeled Behavior Matching Performance

Attention

Attention

Attention

Attention

4 Sub-processes


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Career

Functions

PsychosocialFunctions

SponsorshipExposure and Visibility

Coaching

Protection

Challenging Assignments

Role Modeling

Acceptance & Confirmation

Counseling

Friendship


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ROLE SENDER

Perceiveorganizational/group

requirement Comparative evaluation

of:Role expectation for focal

personFocal persons behavior

FOCAL PERSON

Perceive role expectationsExperienced role overload,

role overload, role conflictand role ambiguity

Constructive/destructiveresponses

Communicationand approval orneed for change

Feedback


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Role Overload

The sum total of what role senders expect of the

focal person far exceeds what he/she is able to do

Role conflict

Different members of the role set expect differentthings of the focal person

Role ambiguity

Members of the role set fail to communicate to the

focal person expectations they have or informationneeded to perform the role, either because theydont have the information or because they

deliberately withhold it.


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1.

2.

3.

4.


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People are happier and more satisfied when their personaland work lives are compatible

Failing to ones career may lead to professional plateauing,poor work attitudes, stress, and ultimately a lower qualityof life

CAREER- the pattern of work-related experiences thatspan the course of a persons life

CA

REER MANA

GEMENT

is a problemsolving/decision making process aimed at optimizingthe match between an individual needs and values andhis or her work related experiences.


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Part of the self-concept relating to ones career

image.

Questions for well developed career anchor:

What are my talents, skills, areas of competence?What are my strengths and what are my

weaknesses?

What are my main motives, drives, goals in life?What am after?

What are my values, the main criteria by which I

judge what am I doing? Am I in the right kind ororganization or job? How good do I feel about

what I am doing?


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