When a newcomer to an organisation joins it is often a troublesome experience for both of the parties involved. This is largely due to the steep learning curve required for an individual to learn the knowledge, skills and norms required to be an effective member of the team, this critical period is often over presented with a looming chance that the individual may leave at any time. This process of change is referred to as organisational socialisation (OS).(Field & Coetzer, 2008)
As previously mentioned, OS is an incredible costly process for both of the parties involved for employers this cost is largely In a financial sense . For instance, (Rollag et al., 2005) showed that the sheer cost associated with the initial learning curve provides little in return especially in cases where individual leaves the organization shortly after training. Cooper-Thomas and Anderson (2006) expands on this displaying two forms of cost, high direct costs which are those surrounding separation. Replacement training of individuals and general administrative costs. On the other hand, indirect costs which are emphasize reduction of productivity and reduced customer loyalty related to an inability to maintain staff.
As for the employer, socialization plays an equally important role for the newcomers to the organization. For instance Jones (1986) argues that individuals who enter a new organization are usually met with anxiety, reality shock associated with adoption to the new working environments values and norms that they may not have encountered before, which are required by the organization to fit in and be a productive team member.
In doing so an individual ca...
... middle of paper ...
...hand, the second hypothesis states that the organisational learning domain will be negatively associated with intent to quit. The rationale behind this hypothesis is largely derived from Agarwal et al. (2012) 's research into learning cultures who showed that individuals who perceived more of the culture reported that they wanted to stay within the organisation. Secondly, they presented evidence suggesting that interaction with the culture, would, in turn, have increased job satisfaction which decreased turnover. Evidence in support of this hypothesis can also be derived from Gao (2011) 's socialisation model, which showed present a similar result to previous literature to which a variable which measured individuals understanding of the workplace environment was positively associated with job satisfaction, which was in turn negatively associated with job turn over.
Need Writing Help?
Get feedback on grammar, clarity, concision and logic instantly.Check your paper »
- Discussion Consistent with previous research, the results displayed evidence to support the hypotheses that as intent to leave decreases there is an increase in social and organizational learning domains, it is however very important to point out that while this consistency is visible the correlation seen in the data for both relationships are weak which may impend the overall conclusion. The rationale behind hypothesis one was created under the assumption that while there was no direct studying into the relationship between the social learning domain as whole and intent to quit, there was supporting evidence from aspects of the domain.... [tags: Sociology, Learning, Educational psychology]
1153 words (3.3 pages)
- INTRODUCTION: I never had a real time experience working in any organization, but had gained enough knowledge to explain about this organization. Stat-oil is an international energy company which produces oil and gas. This is a retail industry which supplies oil and gas to various continents. The Headquarters is located in Norway (Stavanger) and is one of the leading companies in most of the European countries, Asian countries and USA. The company has faced many obstacles as Norway is one of the hardest and has the most unwelcoming climates on the planet.... [tags: Organization, Management, Organizational studies]
775 words (2.2 pages)
- The vocational learning outcomes set out the demonstration of learning and achievement that the student must reliably demonstrate before graduation. The elements of the performance for each outcome define and clarify the level and quality of performance necessary to meet the requirements of the vocational learning outcome. However, it is the performance of the vocational learning outcome itself on which students are evaluated. The elements of performance are indicators of the means by which the student may proceed to satisfactory performance of the vocational learning outcome.... [tags: Psychiatry, Mental disorder, Psychology]
4139 words (11.8 pages)
- Organizational Learning (OL) Literature reveals that OL improves the development by introducing new expertise, output or commercialism. Nonaka & Takuchi (1995) argued that learning is vital for product innovation which means that it is not limited to only acquisition and retention of knowledge but it is used to get the required outcomes. Knowledge oriented view of the organizations argue that knowledge and learning capacity influence the organizational performance and also direct the firm to achieve sustainable and continuous competitive advantage (Zhang, 2008).... [tags: Business, Organizational Learning]
2501 words (7.1 pages)
- 1. Introduction It is clear nowadays that language learning means learning how to use the language and not learning to know about the language. Using the language depends on our competences (knowledge, skills and characteristics) that allow us to engage in communicative activities. The Common European Framework of Reference (CEFR) begins its treatment of language use through the context of communication, which it divides into four domains: personal, public, occupational and educational. It identifies four modes of communication: production (speaking and writing), reception (listening and reading), interaction (spoken and written), and mediation (translating and interpreting).... [tags: English language programs]
3255 words (9.3 pages)
- Management skills can be taught. Leaders can be developed. Organizations that make specific efforts to train develop their leaders benefit from lower turnover and higher employee satisfaction, at both the manager level and with their individual contributors (Andonovic, Zhabevska-Zlatevski, Lisichkov & Dimitrov, 2015; Drucker, 2002; Romano, 1994; Stefl, 2008) The challenges for leaders in the healthcare industry share many of the same challenges of leadership development in general, but also some challenges specific to their field (Leicher & Collins, 2016; Moore, Sublett & Leahy, 2016) This project will work with a local healthcare organization that is seeking to revitalize and improve their... [tags: Management, Leadership, Learning]
1127 words (3.2 pages)
- Introduction: The purpose of this paper is to evaluate the literature in Learning Organizations and discuss several models in building a learning organization. To this end, the paper analyses the parameters that help build a learning organization, draws upon various scholarly work in this field including Huber 1991, Garvin 1993, Schein 1993, Argyris 1994, Goh 1998, Chau 2008, Serrat 2009. The various definitions of authors on Learning Organizations include In a learning organization, individuals are the key where they are acting in order to learn, or where they are acting to produce a result.... [tags: organizational learning, olivier serrat ]
1691 words (4.8 pages)
- IHRM Strategies Affects HR Domains According to Bernardin (2013), there are four International HR management strategies: ethnocentric approach, polycentric philosophy, geocentric managerial approach and regiocentric managerial approach (p.46-47). Domains that influence these strategies are the general environment, the industry environment, the firm’s internal strengths and weaknesses and the firm’s strategy. There are many HR strategies that IHRM does impact, and these are leadership, recruitment/selection, compensation, communication, safety/health/security and training/development, and more.... [tags: Human resource management, Human resources]
1102 words (3.1 pages)
- Leadership defined has two fundamental difficulties, firstly, similar to notions such as ‘love’, ‘freedom’ and ‘happiness’, leadership is a complicated idea that has subjective interpretations (Bolden, 2004). Everyone has their own understanding of what leadership is, based on a mixture of personal experiences and learnings. Secondly, the way leadership is defined and understood through one’s influenced theoretical stance (Bolden, 2004). Those who view leadership as the outcome of individual characteristics possessed by a leader, whilst others perceive leadership as a social development that emerges from organisational relationships.... [tags: organizational ]
1330 words (3.8 pages)
- LITERATURE REVIEW Experiential learning theory, conversational learning, and seminar practices combine to shape an educational experience that is grounded in principles of appreciative inquiry. (BOB BOB) Action research, which has been a frequently used research method recently, is considered a fruitful research approach used by academicians and teachers to obtain systematic and scholarly information, and to develop current applications in different fields of education. Generally considered as a qualitative research method, action research makes use of both qualitative and quantitative research techniques.... [tags: Business Management]
1208 words (3.5 pages)