Socialization miller

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  • Attention Getter.
  • “Socialization is the process by which people learn the rules, norms, and expectations of a culture over time and thereby become members of that culture.”1 In order to be successful at a new job a person must be integrated into the culture not just given job instructions.  A good/simple example of socialization would be the process of standing in line. It is a process that is ingrained into how we live our lives we don’t even think about it when the situation occurs. An example more befitting the subject material would be a new employee having an understanding of office etiquette. For example, a office may have a unwritten rule that says “Don’t eat peer’s food from the fridge.”2 You have already begun the socialization process! Growing up in America, your community, etc. you have begun to understand the cultural norms.It is vital that these cultural norms are learned early on as it is expected that everyone in a given community will abide by these “rules” else they become an outcast.
  • 0-The general understanding of what is acceptable in the work place by having relationships with people and the media from a young age. Understanding of what is important on the job. 1- Like are expectations of what college would be like, these are our organizational anticipations before we actually arrive.1- Later on, you gain information and understanding on a specific job from company media such as brochures, manuals, websites, etc. This understanding can often be unrealistic due to the focus on positive aspects of career opportunities by potential employers.
  • 0- The newcomer learns what is actually required of him/her and what is considered normal behavior in that environment. Taking in their environment indirectly through false statements to gain reaction. Have you ever made a statement about a situation and found that no one else agreed with you? For example, “Wow, the boss is such a jerk for posting those new rules!” Then you later find out that other veteran employees actually agreed with the new rules. The process of “testing the waters” is essential to becoming socially assimulated into the culture.
  • You begin to learn what rules and norms you need to follow and which ones are just fluff. Once they become comfortable they begin to do their own thing. For example, you join a new group on campus and the president says, “If you need anything please feel free to let me know.” Later when you take up their offer you realize they really aren’t so accommodating. The president used a social script to welcome you to the club and that invitation was, in reality, less helpful then originally implied.
  • 1- Often when a job requires more trust than the average job assimilation is much harsher and takes a longer period of time. For example, air traffic control towers must have reliable employees who make critical decisions on a daily basis.
  • Relying on information technology has its benefits but also its negatives. It can be easier for someone to assimilate to how an online culture works because generally speaking all material is available 24 hours a day. This can be a great resource for someone new to any organizational culture. However, by having an online only culture what is lost is understanding of what the REAL, non-formal rules are. Most things published online are reflective of only the positive things about a certain organizational culture. It is unlikely that any negativity would be published on a system anyone could monitor.
  • As you are all aware, the NWSF incident occurred in part because of major flaws with the internal communication of the committee. With regards to assimilation, the biggest problem was a lack of realistic organizational assimilation for the volunteers and employees. Most employees felt they did not know what their role was and were often confused during the planning process. Due to this lack of organizational assimilation many employees continued to be “new” and no established social norms were ever created other than confusion.   Overall, it is apparent that the NWSR should have gone with a human resources approach but instead favored the classical management style. The planning committee was a non-translucent system of people and meetings whose messages were often unclear. The biggest problem for the NWSR was simply that planners did not have a specific plan. Rather than use volunteers as resources to help organize, planners attempted to create a new type of forum which was largely unsuccessful.   The socialization/assimilation approach would have solved the main issues of the NWSR. As stated above, the main problem was a lack of efficient communication between the planning committee to staff and volunteers. The staff was never assimilated into the expectations and culture of the NWSR. Therefore, anyone working outside of the small ring of main planners was left without an idea of what to do or how to help move things in the right direction. With the socialization/assimilation approach the NWSR may have gotten off the ground if only they had taken the time to make clear what the culture/expectations of each individual were.
  • Today I have discussed…Closer- You have and always will be finding new ways and places to socialize and assimilate. Having a better understanding of these processes will help you understand the norms.
  • Socialization miller

    1. 1. Socialization Processes<br />Zach Miller<br />
    2. 2. How Did You Imagine College?<br />Maybe This?<br />Like This?<br />More Like This?<br />How About This?<br />
    3. 3. Where Did These Beliefs Come From?<br />
    4. 4. Socialization Processes<br />Anticipatory Socialization <br />Vocational<br />Organizational<br />Organizational Assimilation<br />
    5. 5. What is Socialization?<br />Socialization is understanding the norms.<br />Must be integrated into culture!<br />You have already begun socialization!<br />
    6. 6. Anticipatory Socialization<br />Vocational- Having the basic idea.<br />Organizational- Job specific expectations.<br />
    7. 7. Organizational Assimilation <br />You Don’t Know Until You Try- Newcomer on the job<br />
    8. 8. So What Really Goes on Here?<br />Understand the formal rules<br />Follow the social/cultural rules<br />
    9. 9. Specialized Jobs<br />High Reliability- No room for error<br />
    10. 10. Specialized Jobs<br />Advanced Communication Technologies<br /> Like being a student in an online class!<br />
    11. 11. NWSF<br />How does this all relate?<br />Wrong Approach<br />Human Resources Approach<br />Lack of Organizational Assimilation <br />Lack of an Organized Culture<br />
    12. 12. “When Can You Start?”<br />Socialization Processes<br />Anticipatory Socialization<br />Organizational Socialization<br />
    13. 13. References <br />Eisenberg, E.M., Goodall Jr., H.L., & Trethewey, A. (2010). Organizational communication. Boston, MA: Bedford/ St. Martin's. <br /> <br />Toft, A, Van Leuven, N, Bennett, L, Tomhave, J, & Wells, C. (2007). Which Way for the northwest social forum?. Retrieved from http://plato.bridgew.edu/webapps/portal/frameset.jsp?tab_id=_2_1&url=%2fwebapps%2fblackboard%2fexecute%2flauncher%3ftype%3dCourse%26id%3d_7090_1%26url%3d. Seattle, WA: Center for Communication and Civic Engagement.<br />

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