Abstract Where would Batman be without Robin? Where would Shaggy be without Scooby? Where would Fred be without Barney? Each of these individuals relies on one another to carry out common goals, values, and visions. The same holds true with most organizations. Organizations would be no where without its employees. In any organization, employees and employers must be able to properly work together. That is why the concepts of recruitment and socialization are so important.
Recruitment allows for an organization to be able to obtain the best possible fit for their organization, while socialization allows for the newly recruited employee to fit in with the culture of the organization. This paper talks about the importance of recruitment and socialization in organizational psychology. Applying Organizational Psychology From the time one is looking for a job, to the time one is actually recruited and hired at an organization, organizational psychology principles are applied. When a potential employee goes and seeks employment, the organizational process begins.
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Potential employees are attracted to different organizations by different recruitment processes. Likewise, employers’ are attracted to potential employees by certain things, such as skills inventory, human behavior, and ones vision. The recruitment process is only the first step. Once hired, socialization must take place in order to transform new employees into the normal ways of the organization. Both recruitment and socialization are equally important in the organizational psychology practice. Recruitment Process The recruitment process starts way before an applicant has even had their first interview.
The recruitment process typically begins with an organization evaluating “the number of employees that will be needed, when the new employees will be needed, and the present and future supply of potential employees in the labor market” (Jex, S. , 2009). The organization first needs to evaluate the needs and wants of the company. After evaluating the needs and wants of the company, knowing how many employees will be needed today and in the future, the organization will be able to take the next step in properly finding the perfect fit for their company.
After evaluating the needs and wants of the company, it’s up to the employer to “develop a sound recruitment plan” (Jex, S. , 2009). A company can’t just go out and pick people up off the streets and expect them to work out effectively in their company. Likewise, individuals cannot expect to find an organization that fits their values and potential goals right off the street. Finding a job and finding a potential employee, takes a sound recruitment plan to ensure that the best possible fit for both the company and the future employee, is met.
After developing a sound recruitment plan, one that attracts the best potential employee, it is necessary to conduct a skills inventory, or “inventory that document their job experiences, continuing education, and special skills and competencies” (Jex, S. , 2009). Sometimes the best person to fill a position is already there. It’s just the matter of looking and re-evaluating the employees the organization already has. Many times, after getting hired, employees will go back to college to gain additional skills and knowledge that might be useful in a new position in the company.
Going back and doing a skills inventory allows an organization to sometimes find the best possible fit without even stepping outside. Finally, after attracting the best potential employee, it is important to “take an assessment of the supply of labor for the various job categories” (Jex, S. , 2009). Understanding which jobs are in the highest demand and which ones are not, helps organizations to know how and if they need to recruit contentiously or with a more laid back approach. From an applicant’s perspective, it is important to know which positions are in high demand.
Knowing which jobs are in demand, allows the applicant to put that emphasis on their resume and in the interview process. Principles of Organizational Psychology The various principles of organizational psychology can help in the recruitment process. For instance, utilizing the “Hawthorne studies” would allow for an organization to “investigate the various impacts of environmental factors such as illumination, wage incentives, and rest pauses on employee productivity” (Jex. S, 2009). This is important in the recruitment process in knowing what drives potential employees to organizations and different positions.
Is it the money? Is it the company reputation? There are different factors that may impact an employee to an organization. With the organizational principal such as the Hawthorne effect , organizations get to “making changes” to the positions being offered and also make the existing positions better for employees based on what is “interpreted by workers, which will ultimately improve morale and productivity” (Analytictech, 2009). Organizational Socialization Organizational socialization is the process “by through which a new employee learns to adapt to an organizational culture” (Business Dictionary, 2009).
Socialization allows organizations to properly transition new employees into the business, learning the roles and responsibilities with ease. Organizational socialization is important for the employees to learn the whole culture of the organization. Knowing and understanding the language, politics, and people of an organization is crucial to help an employee transition properly. Understanding the history behind the company will help the new employee understand why certain things are done the way they are done and the certain traditions that go along with the job.
Likewise, learning the language of the company and its employees helps one to understand their job better. “Some language may be required by the dominate profession within an organization, but some is organization-specific” (Jex, S, 2002). Socialization process also involves the new employees learning the roles, duties, politics, and desired behaviors of the organization. For the easiest transition possible, it is necessary for employees to fully understand the tasks assigned and all the “unwritten rules that govern behavior within the organization” (Jex, S. , 2002).
Every organization has a certain level of values, normal behaviors, and a way of communication in which are considered what is the norm of the organization. This is an important part of the socialization process. It allows new employee to properly settle into their new organization. Principles of Organizational Psychology There are several principles in organizational psychology in which can be applied to socialization. The different principles of organizational psychology help a new employee before they initially get the position, as they transition in to the job, and after getting settled into the job.
The first principle, “anticipatory socialization” is when an individual anticipates the job and the different roles and duties they might perform at the organization. It is imagining what is to come. Next is the encounter phase. The encounter phase is where the new employee is officially a part of the organization, where they “see the job and organization as they really are” (Jex, S. , 2002). New employees see the behaviors and desired behaviors of others around them, along with how others communicate and react to various things.
After becoming familiar with the politics and behaviors of the organization, the next phase is the “change and acquisition” phase (Jex, S. , 2002). This phase refers to a point where the new employee is almost fully socialized into the organization. They are comfortable enough with their job, they know roles of people, the ins and outs of the organization, and the overall responsibilities that are necessary to get the job done properly. Finally, the last principles of organizational psychology are behavioral outcomes and affective outcomes.
These principles refer to the employee’s wiliness to perform their job correctly and with a good behavior. It’s important in the socialization process to be able to transition the desired behavior of the company to your job, at least in part. The organization needs to know that the employee is there for the long haul and have the willingness to work with other employees. Organizations do not want to have to fire employees because they can’t get along with other employees or because they didn’t learn their new roles and duties at the organization.
The same holds true. Organizations do not want to lose employees because of unnecessary reasons either. Proper socialization is important to insure proper behavioral and affective outcomes happen for the good of the company and the new employee. Conclusion Every organization needs good employees. Likewise, every employee needs a good organization to work for. That is why recruitment and socialization and the principles there of, are so important. Organizations want employees who will fit into their companies well.
This is done with recruitment planning and insuring each are properly socialized into the organization. Organizations try and find the right candidate by various recruiting methods, looking for the right employee that shares their same values, qualifications, and positions needed. Once the right employee is found, the socialization process takes place, helping the new employee become familiar with the organization as a whole. Organizational recruitment and socialization process is essential to obtaining and keeping the right employees for an organization.
References Analytictech (2009). Hawthorn Studies. Background. Retrieved July 10th, 2009, from: http://www. analytictech. com/mb021/handouts/bank_wiring. htm Business Dictionary (2009). Organizational Socialization. Retrieved July 16th , 2009, from: http://www. businessdictionary. com/definition/organizational-socialization. html Jex, S (2009). Organizational Psychology. A Scientist-Practitioner Approach. Retrieved July 9th, 2009, from: https://ecampus. phoenix. edu/classroom/ic/classroom. aspx