Publicação

Socialização organizacional: a integração de novos funcionários nas organizações

Detalhes bibliográficos
Resumo:	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.
Assunto:	RECURSOS HUMANOS ESTRATÉGIAS DE COMUNICAÇÃO COMMUNICATION STRATEGIES SOCIAL INTEGRATION INTEGRAÇÃO SOCIAL CULTURA ORGANIZACIONAL HUMAN RESOURCES MESTRADO EM COMUNICAÇÃO NAS ORGANIZAÇÕES ORGANIZATIONAL COMMUNICATION COMUNICAÇÃO ORGANIZACIONAL ORGANIZATIONAL CULTURE SOCIALIZAÇÃO SOCIALIZATION COMMUNICATION COMUNICAÇÃO
Ano:	2016
País:	Portugal
Tipo de documento:	dissertação de mestrado
Identificadores:	ID: tid:201141418
Tipo de acesso:	Aberto
Instituição associada:	ReCiL - Repositório Científico Lusófona
Código do projeto financiado:	tid:201141418
Idioma:	português
Origem:	ReCiL - Repositório Científico Lusófona

Descrição
Resumo:	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.