Organizational Culture: Understanding Socialization & Newcomer Integration

Understanding Organizational Culture

Organizational culture is the set of shared norms and values that govern interactions among members of the organization and between them and external stakeholders such as suppliers and customers.

Core Components of Culture

• Values: These are general principles that guide people in distinguishing desirable behaviors, events, situations, and outcomes from undesirable ones.
• Norms: These are behavioral standards or styles considered acceptable within a group of people.

Culture Transmission: Socialization and Tactics

Organizational culture is primarily transmitted through socialization. Socialization is the process through which members learn and internalize the organizational culture.

The 12 socialization tactics significantly influence the role orientation of newcomers, determining how they respond to various situations. There are two primary types of role orientation:

• Institutionalized Orientation: Develops when individuals are taught to react to new situations in the same way existing members do, promoting obedience and rule conformity.
• Individualized Orientation: Develops when individuals are encouraged to be creative and to experiment with different norms and values.

Six Dimensions of Socialization Tactics

The six dimensions of socialization tactics are:

1. Collective vs. Individual
   • Collective: Newcomers undergo shared learning experiences designed to standardize their responses to innovation.
   • Individual: Newcomers have unique learning experiences and develop their own ways of reacting.
2. Formal vs. Informal
   • Formal: Newcomers are separated from existing members during training.
   • Informal: Newcomers learn on the job as part of a team.
3. Sequential vs. Random (Casual)
   • Sequential: Clear, step-by-step instructions are provided for task execution.
   • Random/Casual: No clear sequence; learning depends on arising needs and interests.
4. Fixed vs. Variable
   • Fixed: A set timeframe is given for the learning phase.
   • Variable: No predefined timeframe; it depends on each person’s progress and needs.
5. Serial vs. Disjunctive (Ad Hoc)
   • Serial: Experienced members act as mentors to newcomers.
   • Disjunctive (Ad Hoc): Newcomers must figure things out on their own and develop an individual approach.
6. Divestiture vs. Investiture
   • Divestiture: Newcomers receive negative social support (e.g., are ignored or ridiculed).
   • Investiture: Newcomers receive positive support and encouragement to be themselves.