Positive Routines: United Nations Military Training

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To begin our examination of positive routines and the resulting payoff of those routines, suppose there is a company which decides to use socialization to efficiently extract the full potential of its employees. The following example describes the application of each procedure used to socialize an employee into the company in a successful way and tells of the subsequent positive incorporation of this employee into the company. In the beginning entry-level candidates are selected. Next there must be an experience which causes an employee to be humbled so that he or she will be more open to accepting the rules of the business. A good employee will use learned skills to reach promotions and become entwined into the culture of the firm. After this there will be a focus on individual performance of employees and rewards for not only doing a job well, but to the best of the employee’s ability. Following this phase, there is a time where the employee sees his or her values mirror those of the organization. The employee learns his or her job expectations from the folklore which circulates throughout the business amongst other more tenured workers as well as from formal training supplied by the corporation. Finally, there execution of company norms from the role models presented to the employee and the desired traits of those who are “recognized as winners.” (Kolb, Osland & Rubin, 1995, p. 23) These phases of becoming socialized within the company best benefit the organization when there is an overall consistency during the process. This will result in “a strong cohesive culture that lasts over time.” (Kolb, Osland & Rubin, 1995, p. 23) The effectiveness of this routine has been proven by more than one organization over the years.

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...n business networks. Industry and Innovation, 10(2), 159-177. Retrieved from Kolb, D. A., Osland, J. S., & Rubin, I. M. (1995). The organizational behavior reader. (6th ed.). Englewood Cliffs, New Jersey: Prentice Hall.

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