Diversity Socialisation for Newcomers
Head of Human Resources
XYZ Investment Limited
Dear Sir,
Re: Diversity Socialisation for Newcomers
The significance of organisational socialisation cannot be overemphasised. Through the process, new employees are equipped with the knowledge, attitudes, and behaviours necessary for successful organisational membership (Cable, Gino & Staats, 2013). In most cases, however, the process of socialisation focuses on aspects such as the goals of the organisation, individual role and responsibilities, behavioural patterns, as well as rules and principles pertaining to the organisation. Often, there is little or no attention to workplace diversity issues (Mcmillan-Capehart, 2005; Graybill et al., 2013). This is particularly true for XYZ Investment Limited, a hypothetical investment firm with operations across the U.S. The organisation could be at a considerable disadvantage given that workplace diversity has increasingly become a vital source of competitive advantage for organisations of different sizes and in diverse sectors and industries. Though research in this area has provided mixed findings, organisational commitment to workplace diversity has been shown to have a positive impact on creativity and innovation as well as organisation productivity and performance (Mcmillan-Capehart, 2005). If XYZ is to successfully embrace workplace diversity and embed it into its culture, there is need for a change in the way it socialises new employees. This paper explains why it is important for the organisation to incorporate workplace diversity issues into socialisation processes for newcomers. First, the paper provides a comprehensive definition of the notion of organisational socialisation. Next, the paper identifies deficiencies in the organisation's socialisation processes. Finally, recommendations for incorporating diversity issues in socialisation processes for newcomers are provided.
Attempts to define the notion of organisational socialisation have not yielded a universally agreed definition. Nonetheless, also known as employee onboarding, organisational socialisation generally denotes the deliberate process of adapting new employees to their job and the culture of the organisation with the aim of creating a productive relationship between the employee and the organisation (Ballard & Blessing, 2006). Though it may differ from organisation to organisation, the process generally entails familiarising new employees with their roles and responsibilities, the goals and objectives of the organisation, organisational culture and values, as well as rules of conduct (Cable,...
tactics, newcomers tend to be discriminated from existing members of a group in the course of learning. For instance, new sales employees in organizations tend to receive training within the department. In this period, they rarely interact with other group members they intend to join after the training. In informal tactics, newcomers learn while on the job. For instance, most restaurants socialize new waitresses and waiters by enabling them
Sociological Analysis of Hyperconnectivity Sociology Hyperconnectivity is a fairly new concept that it is indigenous to the 21st century. The term was coined only a few years ago by Canadian social scientists as a way to describe how people are connect via machines, networked organizations, and networked societies overall. Thus, this is a term that could have been coined now. "Hyper" is usually an adjective to describe a state of excess excitement
Leadership Skills Impact International Education CHALLENGES OF INTERNATIONAL EDUCATION Practical Circumstances of International schools THE IMPORTANCE OF LEADERSHIP IN EDUCATION What is Effective Leadership for Today's Schools? Challenges of Intercultural Communication Challenges of Differing Cultural Values Importance of the Team Leadership Style LEADERSHIP THEORIES Current Leadership Research Transformational Leadership Skills-Authority Contingency Theories APPLYING LEADERSHIP IN AN INTERNATIONAL SETTING Wagner's "Buy-in" vs. Ownership Understanding the Urgent Need for Change Research confirms what teachers, students, parents and superintendents have long known: the individual school is the key unit
multigenerational issues of leadership in the workplace. The discussion explores the differences between the traditionalist generation, baby boomers, Generation X and Generation Y the discussion also focuses on how the differences between these generations have affected the nursing shortage that America is now faced with. Our discussion examined the nursing shortage which has been caused by the ageing baby boom population and the lack of new recruits. It seems evident
As such students at similar levels in both categories were grouped together to ensure optimal benefits for all participants. When evaluated on a practical level, it was found that communicating the benefits of the program to refugee communities was critical to success. Parents in these communities needed to understand that the program offers a pathway for their children towards success and employment, as well as an effective future in the
104).. Berlin district mayor, Neukolln, asserts that multiculturalism in German has fallen short. Evidence shows that the recent increment in immigration is because of economic refugees from southern European nations because of the euro disaster (Conradt 2013, p.117). However, the debate regarding the considerable rise in immigration in German falls back to the Turkish community integration, which depicts the uppermost number of foreigners in Germany, the Europe largest economy. Scores of
Our semester plans gives you unlimited, unrestricted access to our entire library of resources —writing tools, guides, example essays, tutorials, class notes, and more.
Get Started Now