Organizational EntryCareer Management

Organizational Entry

•Process by which individuals cross the boundary from outside to inside an organization

•Two simultaneous activities▫Individuals assess organizations to

determine which one is most likely to meet their career needs

▫Organizations assess candidate’s talents so they can select those with the highest likelihood of succeeding in the firm

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Organizational Entry Process

•Recruitment:: A process of mutual attraction between the individual and the organization.

•Selection:: Involves the process of mutual choice.

•Orientation:: As the period of initial adjustment

•Socialization:: As the process of mutual adjustment

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Role of Expectations inOrganizational Entry

•Candidates develop expectations about an organization’s capacity to provide valued outcomes

•These expectations guide us toward or away from various job opportunities.

•A person’s attraction to certain job is based on the expectations that the job will provide such desirable outcomes.

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COMPARISON OF EXPECTATIONS & EXPERIENCES

Expectations Experiences

• A great deal of freedom in deciding how my jobs get done.

• Interesting and meaningful projects

• Receive helpful, constructive feedback from my boss

• Promotions and salary increases will be based upon my performance

• I will be able to apply latest techniques

• I will be able to balance my work and family life

• My boss pretty much determines what I do and how I do it.

• Endless stream of trivial, mundane tasks

• I really don’t know how I am doing on this job

• Bases upon other than my performance

• People resist adopting my suggestions

• My job and family responsibilities often interfere

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Development of Unrealistic Expectations

•What happens when expectations prove to be unrealistic?

•Candidates who hold such expectations become dissatisfied when faced with the realities of job.

•May leave the organization.

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Development of Unrealistic Expectations

•Why do people develop unrealistic expectations?

•Where do these expectations come from?•Why do they end up being unrealistic?

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Factors in the Development ofUnrealistic Expectations

•Career Transitions:: A career transition is a period in which a person either changes career roles (interrole transition) or changes orientation to a current role (intrarole transition)

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Factors in the Development ofUnrealistic Expectations

•Recruitment Process:: The recruitment process has often been viewed as the most significant source of unrealistic expectations

•Organizations often portray jobs in overly optimistic terms.

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Factors in the Development ofUnrealistic Expectations

•Organizational Stereotypes:: Many candidates hold images and stereotypes of certain companies or industries even before they have had extensive contact with an organization

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Factors in the Development ofUnrealistic Expectations

•Educational Process:: •Highly prestigious colleges•Hiring of overly qualified employees

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Factors in the Development ofUnrealistic Expectations

•Lack of Prior Work Experience:: Job candidates without extensive prior work experiences may be particularly susceptible to to the development of unrealistic expectations

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Factors in the Development ofUnrealistic Expectations

•Self-Delusion:: Some people fool themselves into believing what they want to believe.

•In other words, people come to expect job characteristics they want to experience

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Organizational Actions During the Entry Process

•Organizations have three major tasks to accomplish during the organizational entry process▫Attraction of Job Candidates▫Realistic Recruitment▫Assessment and Selection

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Attraction of Job Candidates

•Organizations will not be able to staff themselves properly unless they can induce talented candidates

•Impact of the Recruiter:: For many candidates, the first formal contact with the organization is with the recruiter, and the first activity is interview▫Recruiter’s knowledge and preparation

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Attraction of Job Candidates

•Follow-Up Activities:: On completion of the interview, organization decide whether to carry on the process or whether to terminate▫There should be minimum time lag for

follow-ups

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Realistic Recruitment

•Organization’s image can be “too positive” if it is not based on reality.

•Because the recruitment process is one source of candidates’ unrealistic job expectations

•Realistic Recruitment:: means presenting candidates with relevant and undistorted information about the job and the organization.

•Realistic Recruitment decreases the voluntary turnover

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Do Realistic Job Previews Work?

•RJPs are likely to be effective:▫When job candidates can be selective about

accepting a job offer.▫When job candidates would have held

unrealistic expectations in the absence of an RJP

▫When job candidates would have had difficulty coping with job demands in the absence of a realistic preview

▫When information presented during an RJP touches on topics that are significant or relevant to the candidates

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