1. Assimilation Processes
Chapter 7

2. Overview
Looking at the processes through which individuals adapt to organizational life
Assimilation
Those on-going behavioral and cognitive processes by which individuals join, become integrated into, and exit organizations.

3. Assimilation as a Dual Process
Socialization
An organization attempts to influence the adaptation of individuals through formal & informal processes. Individuals learn about the requirements of the job or decide certain things that will help them “fit” in the workplace
Individualization
Employees change some aspect of the organization to better suit their needs

4. Models of Organizational Socialization
Phases of Socialization
1. Anticipatory Socialization
The processes that occurs before an individual enters the organization
2. Encounter
When a new employee enters the organization
3. Metamorphosis
When the new employee is accepted as an insider (Spotlight on Scholarship..p. 124)
4. Should there be another phase?????

5. Content of Socialization
Role related information
Information, skills, procedures, and rules that individuals must grasp to do the job (explicit & implicit)
Task, social, maintenance, innovation
Organizational culture
There are many different cultures
Complex
Geographical / lifestyle information
Job benefits, community features, schools

6. Examples of Communication During Assimilation
The Employment Interview
Newcomer Information Seeking
Role Development Processes
Others?

7. The Employment Interview (both Interviewer & Interviewee)
A recruiting and screening tool
An information gathering tool
A socialization tool
Case in Point “The New Job Hunt” (p. 127)

8. Consider Uncertain Reduction Theory
Relational comm. involves exchanging of personal information
Deals w/ ways in which individuals come to know themselves and others in interaction
Focus on self awareness and knowledge about others

9. Consider Uncertain Reduction Theory
This theory predicts that individuals have a difficult time w/ uncertainty during relational communication, so they want to be able to predict behavior during interactions to lessen uncertainty
They inform themselves about the person and how the interaction might occur
When an individual is in a situation that they are unfamiliar with, such as an interview, she/he attempts to predict & prepare to cope with uncertainty.

10. Newcomer Information Seeking Tactics (critical to adaptation of newcomers during assimilation)
Proactive roles
More than passive
Actively seeking information to adapt to roles and culture
Information seeking strategies (p.130)
-Social costs and also a need to reduce uncertainty

11. Role Taking Role Making Role Routinization
Role Development Processes (concerned with how ind. interact to define & develop their roles)
Role Taking
Role Making
Role Routinization
In-Group
Out-Group

12. Leader Member Exchange Theory (LMX)
Org. members accomplish work through roles
Theory predicts that individuals develop roles through interaction w/ others in the org.
Relationship levels
Consider nature of relationship (power dynamic) within the hierarchy and direction of communication
Symmetrical=worker to worker (peers)-comm. differences are minimized
Asymmetrical=supervisor to subordinate- comm. Differences are maximized

13. Organizational Exit Consider: Reasons for org. exit?
Process similar to “entry”
Co-workers left behind
Role of communication during disengagement process
Reasons for org. exit?
Ageing and Retirement
Dismissal
Downsizing, Mergers, and Acquisitions
Mobile society

14. Leaving an Organization
Is a process, not an event
A process that influences not only those who leave but those who are left behind
Communication plays an important part