Presented by:

IlaJoshi
Ashutosh Pant
 How employees adjust to a new
organization
 What is at stake:
 Employee satisfaction, commitment, and
performance
 Work group satisfaction and performance
 Start-up costs for new employee
 Likelihood of retention
 Replacement costs
 Socializationis a process by which a person
learns the values, norms, and required behaviors
which permit that individual to participate as a
member of the organization (Van Maanen,
1975).
 Are critical to the survival of the organization.

 Allownew members more and more access to the

internal workings of the organization

 Impactuncertainty reduction, role ambiguity, and

turnover
 Preliminary learning
 Learning about the organization
 Learning to function in the work group
 Learning to perform the job
 Personal learning

Werner & DeSimone (2006) 5

Three stages:
 Anticipatory socialization
 Encounter

 Change and Acquisition

Werner & DeSimone (2006) 6

By Permission: D. Feldman (1981)

Werner & DeSimone (2006) 7

 Setting
of realistic expectations
 Determining a match with newcomer

Werner & DeSimone (2006) 8

 Formal commitment made to join the
organization
 “Breaking in” (initiation into the job)
 Establishing relationships
 Roles clarified

Werner & DeSimone (2006) 9

 New employee accepts group norms and values

 Employee masters tasks

 Employee resolves any role conflicts and

overloads

Werner & DeSimone (2006) 10

 Reduce newcomer stress
 Reduce start-up costs
 Reduce turnover
 Expedite proficiency
 Assist in newcomer assimilation
 Enhance adjustment to work group and norms
 Encourage positive attitude

Werner & DeSimone (2006) 11

 Information about company as a whole
 Job-specific information

Werner & DeSimone (2006) 12

 Overview of company
 Key policies and procedures
 Mission statement
 Company goals and strategy
 Compensation, benefits, safety
 Employee relations
 Company facilities

Werner & DeSimone (2006) 13

 Department functions
 Job duties and responsibilities
 Polices, rules, and procedures
 Tour of department
 Introduction to departmental employees
 Introduction to work group

Werner & DeSimone (2006) 14

 Too much paperwork
 Information overload
 Information irrelevance
 Scare tactics
 Too much “selling” of the organization

Werner & DeSimone (2006) 15

 Too much one-way communication

 One-shot mentality

 No evaluation of program

 Lack of follow-up

Werner & DeSimone (2006) 16

 Set objectives
 Research orientation as a concept
 Interview recent new hires
 Survey other company practices
 Review existing practices
 Select content and delivery method
 Pilot and revise materials

Werner & DeSimone (2006) 17

AGRICULTURE RESEARCH SERVICE
 To have an effective orientation program that is
consistent throughout ARS

 Establishing and maintaining an effective,

diverse, and motivated workforce to ensure
research excellence in support of the Agency
mission.
 Welcome – Mission
Vision
 Video- Science in Your Shopping Cart
 Processing in - Forms
Benefits review
 Meet with Supervisor
Agency Overview
 Structure
 Values
 Strategic Plans
Headquarter/Area Office
 Legislative Affairs Office
 Budget and Program Management
 Office of Chief Information Officer
 Office of International Research Programs
 Office of Scientific Quality Review
 ARS Area Offices/Locations
Brown bag lunches and/or roundtable
discussions
 Thrift Savings Plan (TSP)
 Retirement
 Career Development
 Time and attendance policies
 Travel policies (including foreign)
 Ethical standards
 Safety (office and lab)
 Office of Worker’s Compensation Program
 Career development (IDP, etc.)
 Retirement
 Unions
 Policies and procedures
 Employee Assistance Program
 Cooperative Resolution Program
 Mandatory training (workplace violence, sexual
harassment, ethics, diversity, etc.)
Rating
 5 = very definitely/very clear
 4 = yes/mostly clear
 3 = somewhat/OK
 2 = not sure/need more information
 1 = no/insufficient
How I Feel Now:
 _____ I am eager to begin work.
 _____ I feel welcome here.
 _____ I anticipate a positive working relationship with my
supervisor.
 _____ I anticipate a positive working relationship with
peers in my department.