ORGANIZATIONAL SOCIALIZATION (Essay refined, HR FEB 2013)

As Chief executive officer I am cognizant of the role that socialization to the hospital plays in the
life of a new employee. It seeks to instill the prevailing attitude, standard, values and patterns of
behaviors that are expected by the hospital. As such, for the process to be effective I would
ensure that an orientation programme through the human resource department would be in place
for the new employee, this orientation would include factors such as: structural orientation,
training programme, organizational culture and commitment and daily logistics
1.STRUCTURAL ORIENTATION
1. Policies and procedures the first step is to gather the department policies and procedures
that detail the desired expectations for new employees.
2. Vision statement Review it with new employees, and explain what it means and how an
individual can affect it speaks to what organization hopes to achieve
3. Mission Statement Sets the department's direction and provides guidance for employees.
It simply states, "This is what we are all about as an organization."
4. Shared Beliefs or Core Values These statements identify desired organizational
behaviors and guide the daily conduct of the organization. They can be as simple as, "All
work will be accomplished within the work-order system," or they can be more
philosophical, such as, "We are a learning organization and will learn from our successes,
as well as our failures." These are your organization's expectations, and you need to
review and explain them to new employees to ensure personal interpretations do not
differ from the intended meaning, Most importantly, new employees must adhere to
them.
5. Position descriptions detailed position descriptions are necessary to clearly identify
responsibilities and accountabilities. These requirements should be clear and concise,
with specific details and expected accomplishments of routine activities. Details should
come from the work flows and processes. It is critical that you review position
descriptions with the employee to clearly identify expectations and reinforce
responsibilities and accountabilities. Each employee should have a copy of their position
description and that of their supervisors.

6. Work flows Work-flow documents are necessary to establish and document standards, as
well as to ensure employees follow them. No facility can afford to have a staff on which
each individual has his or her own way of working. Work flows represent the most
efficient and effective way to safely accomplish activities, while affording opportunities
for continuous improvement.
7. Responsibilities and accountabilities Upon completing the work flows, you next should
identify each step by role or roles, then designate the person responsible for completing
the step, the role accountable for its completion, the role that enables completion, and the
role notified the task has or has not been completed. You should review work flows with
the employee to ensure nothing falls through the cracks and to reinforce responsibilities
and accountabilities.
8. Organizational reporting and structure you should review with each employee an
updated organizational chart with reporting structures. The reporting structure should
reinforce the appropriate chain of command for the organization. Remember the "angry
one." If you don't tell the employee, he or she will.
9. Metrics or key performance indicators Managers must conduct a review of current
metrics, or key performance indicators, taking time to explain what the metric or
indicator measures, the way the organization uses the information to drive behaviors, and,
most importantly, the way each employee can affect it.
10. Departments/wards2. TRAINING PROGRAMME
1. Improves morale of employee - Training helps the employee to get job security and job
satisfaction. The more satisfied the employee is and the greater is his morale, the more he
will contribute to organizational success and the lesser will be employee absenteeism and
turnover.
2. Less supervision- A well trained employee will be well acquainted with the job and will
need less of supervision. Thus, there will be less wastage of time and efforts.

3. Fewer accidents- Errors are likely to occur if the employees lack knowledge and skills
required for doing a particular job. The more trained an employee is, the less are the
chances of committing accidents in job and the more proficient the employee becomes.
4. Enhances (increase, improve, boosts, promotes) chances of promotion- Employees
acquire skills and efficiency during training. They become more eligible for promotion.
They become an asset for the organization.
5. Increased productivity- Training improves efficiency and productivity of employees.
Well trained employees show both quantity and quality performance. There is less
wastage of time, money and resources if employees are properly trained.
6. Identification of way Procedure are carried out - self explanatory
7. Off the job training- are those in which training is provided away from the actual
working condition. It is generally used in case of new employees. Instances of off the job
training methods are workshops, seminars, conferences, etc. Such method is costly and is
effective if and only if large number of employees have to be trained within a short time
period. Off the job training is also called as vestibule training,i.e., the employees are
trained in a separate area( may be a hall, entrance, reception area,etc. known as a
vestibule) where the actual working conditions are duplicated.
3. ORGANIZATIONAL CULTURE
The system of shared beliefs and values that develops within an organization
Communication
First of all, there will be a need to change corporate communication in order to create an open
and transparent organizational culture. This can be achieved through giving clear communication
thus eliminating here-say among members of the organization. This enhances the way employees
perceive themselves and will also affect their behavior (Robbins, 2004)
Decision Making

Decision making within any organization needs to be done in such a way that it enhances
independence. Employees need to feel that their respective organizations trust them to the point
of allowing them to make decisions within the organizations. Experts have suggested that
organizations where there is less bureaucracy in the process of decision making are generally
more efficient. The reason why this occurs is that most employees will not waste time trying to
maintain protocol.
Motivation
Leaders need to motivate their employees. There are various ways in which this can be achieved;
through reward systems, through allowances, flexible working hours and holiday provisions.
Employees can also be motivated by possessing greater autonomy in the decision making
process. The overall effect of motivation is that it makes workers more energized. This can create
a culture of hard work and will be manifested through employee behavior.
Rewards System an organization needs to implement rewards systems that create an atmosphere
of enthusiasm amongst its employees. It would be preferable if an organization links reward
systems to organizational success.
Allowances Another method that managers/ employers can use to motivate their employees is
through the use of allowances. For example, they could [provide certain holidays and flexible
working hours that could encourage their employees to work harder.
Safe Environment Organizations should also endeavor to provide safe environments for their
employees especially in the construction and industrial sectors.
Resources They could provide their employees with all the necessary resources to go about their
daily activities. This will give them more morale to continue with their tasks because they know
their health or wellbeing is not in any danger.
Flexible Organizational Structure Another source of motivation stem from flexible
organizational structure. Firms that allow employees to make their own decision or those ones

that allow them to have some form of autonomy in their project group will go a long way in
enhancing motivation within the organization.
Training and Development Motivation can also be achieved by institution of training and
development strategies. This can be achieved for both new and old employees. Motivation and
training are interlinked; training instills employees with the necessary skills and knowledge
necessary continue with their day to day tasks. Training done on a regular basis ensures that
employees have confidence when handling clients or when doing other technical skills. This will
contribute to the nature of service delivery in the company and there will be greater achievement
Commitment
Commitment could be defined as a state of mind, where the person displays reliability, regards
his work as important and makes decisions in favor of the organization this come about with
the transmission of strategic goals n core values of the organization (clearly articulated on
orientation) being congruent with personal values,. Achieved during formal orientation, on
introduction to duties
4. LOGISTICS/DAILY ROUTINE
This area covers the "rules" of the workplace, and the small pieces of knowledge that make it
possible for everyone to function in the course of a day (much or most of this information might
be conveyed in print that new staff members can read on their own):

Equipment. The availability and location of copiers, computers, phone systems, CD and
DVD players, VCRs, etc., and instructions for and restrictions on their use (e.g.,
participants get computer priority during times when programs are in session).

Materials and supplies. Where everything is kept; the routine for ordering; how you get
access to what you need; petty cash.

Time issues. Expected work hours; payday; arrival, lunch, and quitting time; extra work
times (Board meetings, community meetings, etc.)

Benefits. How to take a vacation, personal leave or sick day; how to use health insurance;
comp time; travel reimbursements; etc.

Office routine. Who opens and closes the workspace, where restroom keys are, who
answers which phones, security procedures.

Quality of life. Good places to eat lunch, where to park, soda machines, spring water,
coffee, food rotation for staff meeting.