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Organizational assimilation


Organizational assimilation is a process in which new members of an organization are integrated into the organizational culture. This concept, proposed by Frederic M. Jablin, consists of two dynamic processes that involve the organizational attempts to socialize the new members, as well as the current organization members. Organizational Socialization or Onboarding are both parts of the assimilation process. There are three phases in the assimilation process: Anticipatory Socialization, Organizational Encounter, and Metamorphosis.

Anticipatory socialization is the first of the three phases in the assimilation process. In this stage newcomers form expectations of the organization and what it would be like to become a member of that particular organization. During this stage most newcomers develop a set of expectations and beliefs about how people communicate formally and informally in a particular organization.

There are two forms of anticipatory socialization that are interrelated.

1. Vocational anticipatory socialization: learning about the world of work and about vocations. The general information you have collected intentionally and unintentionally about the occupation/organization as you mature from childhood to a young adult. This can be done through various sources such as family, friends, media, education and part-time employment. Each of these sources represent a microsystem in maturing a person's career development. These systems are interconnected with one another and are also part of a larger system. For example: the information you gather from your childhood and growing up about what it would be like to be a teacher and work in a school.

2. Organizational anticipatory socialization: Information seeking prior to joining an organization. The information you intentionally and unintentionally gather when you are searching for a job. In the process of seeking jobs, newcomers will develop expectations about the organization they have applied for employment. This information comes from organizational literature such as job postings, annual reports, company brochures, and websites as well as interpersonal interactions such as job interviews, company visits and interpersonal interactions with current employees, organizational interviews, teachers, other applicants and through indirect social networking ties. This process begins to socialize job seekers even before they become part of the organization.


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