The document discusses organizational culture and socialization. It defines organizational culture as shared implicit assumptions that guide how an organization operates. New employees learn the culture through socialization, which involves four phases - prearrival, encounter, change and acquisition, and metamorphosis. Socialization tactics can be collective or individual, formal or informal. Mentoring plays an important role in socialization, with mentors providing career and psychosocial support to their protégés. Effective mentoring networks are diverse and allow for developmental relationships in multiple systems.

2. Presented By:
Aniqa Altaf
Bakhtawar Ayyaz
Ayesha Jamal
Sahzia Kamal
Anum Javed
Saba Amjad

4. Set of shared, taken-for-granted
implicit assumptions that a group
holds and that determines how it
perceives, thinks about and reacts
to its various environments

5. •Passed on to new employees through
the process of socialization
•Influences our behavior at work
•Operates at different
levels

6. Four Functions of Organizational
Culture

7. Organizational Socialization
Process by which a person learns the
values, norms, and required behaviors
which permit him to participate as a
member of the organization.

8. Prearrival
Productivity
Encounter Metamorphosis Commitment
Turnover
Socialization Process
Outcomes
A Socialization Model

10. Phase 2: Encounter
Employees learn what the organization
is really like and reconcile unmet
expectations

11. Phase 3: Change and Acquisition
Requires employees to master
important tasks and roles and
to adjust to their work group’s
values and norms

12. The Process of Organizational Socialization
Start
Careful selection of entry-level candidates
Deselect
Humility-inducing
experiences promote
openness toward accepting
organizational norms and
values
Teaches the new entrant that
he/she doesn’t know
everything about the job or
company
In-the-trenches training leads
to mastery of a core
discipline
Extensive and reinforced on-the-
job experience
Rewards and control systems are
meticulously refined to reinforce
behavior that is deemed pivotal to
success in the marketplace
Consistent role models
Reward and recognize
individuals who have done the
job well
Reinforcing folklore
Keeping alive stories that
validate the organization’s
culture
Adherence to values enables the
reconciliation of personal
sacrifices
1
2
5 4 3
6
7

13. Socialization Tactics :
Collective vs.
Individual
Formal Vs.
Informal
Fixed Vs.
Variable
Serial Vs.
disjunctive
Sequential Vs.
Random
Investiture
Vs. divestiture

14. Mentoring
The process of forming and
maintaining developmental
relationships between a mentor
and a junior person

15. Initiation
Redefinition
Cultivation
Separation

16. Functions of Mentoring
Career Functions
• - Sponsorship
- Exposure-and-visibility
- Coaching
- Protection
- Challenging assignments
Psychosocial Functions
•
- Role modeling
- Acceptance-and-confirmation
- Counseling
- Friendship

17. Skills & Best Practices: Building an
Effective Mentoring Network
1. Become the perfect protégé
2. Engage in 360-degree networking
3. Commit to assessing, building, and adjusting the
mentor network
4. Develop diverse, synergistic connections
5. Realize that change is inevitable and that all good
things come to an end

18. Developmental Networks Underlying Mentoring
Diversity of developmental relationships
reflects the variety of people in a network used
for developmental assistance
Two sub-components
•Number of different people the person is
networked with
•Various social systems from which the
networked relationships stem

19. Developmental Relationship Strength:
There are four developmental Networks:
•Receptive
•Traditional
•Entrepreneurial
•Opportunistic

20. Low Relationship Strength High
High
Relationship
Diversity
Low
Opportunistic Network
•Independent self construal
•High core self evaluation
•Extraversion
•High openness to experience
Receptive Network
•Independent self construal
Entrepreneurial Network

21. Personal and Organizational Implications
•Job and career satisfaction are likely to be influenced by
the consistency between an individual’s career goals and the
type of developmental network at his disposal
•A developer’s willingness to provide career and
psycho-social assistance is a function of the protégé’s
ability, potential, and the quality of the interpersonal
relationship

22. Building an Effective Mentoring Network
Invest in your
relationship
Plan your
network
Agree on
process
Engaged in 360
degree
networking
Develop
Diverse
Connection
Be ready to
move on