| Summary: | Organizational socialization refers to the way a new employee joins a particular organization. The goal of this study is to highlight and analyze the features and dimensions that exist throughout the socialization process. Definitions and statements of many authors contributed to highlight this subject, among them, with greater notoriety Van Maanen (1979), Schein (1979) and Jones (1986). Focus will be given to the newcomers’ limitations and potentials, as well as the transitions that may happen in professional lives. Organizational socialization has undergone over the years many interesting developments, with practical implications for managers of Human Resources, Project Managers and leaders of socialization processes. All these changes apply, not only to new individuals that are recruited to make part of a company, but also to all the others who are already in a career, whose status is going through a career progression. All processes vary according to the situations experienced by each individual, but for a better illustration, a case study was conducted in which there are several factors to analyze, such as: -What socialization tactics are adopted by the organization? -What are the tasks that managers use to accomplish a good transition? -How are these socialization tactics seen from the point of view of the individual newcomer. Organizations that want to remain competitive in the actual global market should definitely invest in socialization strategies, because a socialized person contributes with his intellectual, social, work and ethical potential to achieve the goals of the organization. |
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