Unfortunately, this is problematic because, organizations typically invest a great deal of resources in the recruitment, and training of new employees and with the high turnover among newcomers, organizations have very little opportunities to realize a return on those investments (Allen, 2006, p. Together sociological and psychological theories of organizational socialization inform that the socialization process commences before the newcomer enters the organization and that the socialization experience can have an impact on the newcomers decision to remain within the organization (Taormina, 1997, p.It therefore follows that how an organization chooses to influence the socialization of a newcomer is very important and might even be relevant at the recruitment stage. For instance, perceptions of gender inequality in the work place such as in Wal-Mart where women are under-represented in its workforce might influence organizational change in attempting to increase the organization’s appeal to the female workforce (Boxall & Pucell, 2011, p. In this regard, it would be necessary to change practices and policies within an organization that will facilitate the professionalization of women and thereby alter preconceived notions of gender inequality by practices and policies that significantly alter the newcomer’s “anticipatory socialisation process” (Ongiti, 2011, p. For example, a new recruit who believes that an organization discriminates against women, can be trained and professionalized by an organization in a way that alters perceptions of gender inequality in the workplace. However, if practices and policies within the organization do not demonstrate gender equality, the newcomer’s anticipatory socialization process will be of no significant value as the new recruit’s experience will inform that the organization does not treat women fairly.Cultural processes are also among the social aspects that can influence a specific group to join an organization. Informed by psychological theories, fit theories argue that “individual and situational characteristics combine to influence” to determine whether an organization’s values are a good fit for an individual or a group of individuals (Chatman, 1991, p. In this regard, an organization can influence the socialization process prior to recruitment and entry by communicating its values as an
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