Understanding Reality Shock and Role Management in Organizational Socialization

The Phenomenon of Reality Shock for Newcomers

merit expectations and art-the-huh when employees perceive discrepancies between their pre-employ reality,IY= Reality shock doesn't necessarily occur On the first day: it might develop over severa[ cek or even months as newcomers form a better understanding of their new work environment. Reality shock is common in many organizations-9 Nowonliers sortuninlies race flame' experkr. doll deliver on its promises, such as failing to provide chatiengik s whereby the employer dom.'  Projects or the resources to get the work done.

However, new hires also experience reality shock due to unrealistic expectations, which are distorted work expectations formed from the information exchange conflicts described earlier, Whatever the cause, reality shock impedes the learning and it adjustinent process because the newcomer's energy is directed toward managing the resulting stress.`

Role management. the third stage of organizational socialization, transition a really begins during pre-employment socialization. but it ismost ctive as employees make the.  from newcomers to insiders. They strengthen relationships with co-workers and supemisors, practise new role behaviours, and adopt attitudes and values consistent with their new positions and the organization. Role management also involves resolving the conflicts between work and nonwork activities, includine resolving discrepancies between their personal values and those emphasized by the organizational culture, IMPROVING THE SOCIALIZATION PROCESS Companies have a tendency to exaggerate positive features of the job and neglect to mention the uncle. sirable elements, Their motivation is to attract as. many job applicants as possible, which they assume will improve the selection choices. Unfortunately, this flypaper approach often ends badly.

Those hired soon discover that the actual workplace is not as favourable as the employer's marketing hype (i.e., unmet expectations). resultitm in reality shock and a broken psychological contract. In contrast. a realistic job preview (RR) offers a balance of positive and negative information about the job and work context.5 This balanced description oldie company and work helps job applicants to decide for them-selves whether their skills. needs, and values are compatible with the job and organization.

We scare away some applicants, but they also tend to reduce turnover and increase job perk-manee.9' This occurs because RIPs help applicants develop more accurate pre-employment ewe-tations, which. in turn, minimize reality shock, RN's represent a type of vaccination by employees for the more challenging and troublesome aspects of the work context. There is also some evidence that RJI5s increase affective organizational commitment, One explanation is that conlitanies providing candid information are easier to trust. Another explanation is that RJPs show respect ki-lbe psychological contract and concern for employee welfare 97 Socialization Agents Ask new employees what most helped them io adjust to I-heir:016 and chances are they will mention helpful co-workers, bosses, or maybe even friends who work elsewkre.

trivago, the world's largest hot& search company, puts considerable resources Into its WWI:. (employee) sociallzatIon process, Before their first day of work, new hires are assignedm buddy to answer their questions. The entire first week of employment is dedicated 10 socl tion and other aspects of onboarding at the company's headquarters in Dusseldorf.. Germane Throughout Throughout the week, new employees attend Information sessions (as shown art photo and enjoy severat events that b el p them learn more about the company end form talent Integration team leader." get to know trivago.irlterugi:;',.St bonds with each other_ `The whole mission during this week is to Into our culture here, and get to know as many people as possible" explains Sumanthel