Applied Psychology
Orientation
Louis (1980) “a process by which an individual comes to appreciate the values, abilities, expected behaviours and social knowledge essential for assuming an organisational role and for participating as an organisational member”.
Orgs believe it will be helpful with productivity and turnover (Wesson and Gogus, 2005)
Help newcomer to adjust by introducing:
People
Roles
Organisation
Klein and Weaver (2000)
Compared attenders (55) and non-attenders (61) of University staff orientation programme.
Programme focused on giving information about the organisation.
Mix of paper based, live speakers, video, game and discussion
Attenders later knew more about the organisation that non-attenders
Programme focused on giving information about the organisation.
Mix of paper based, live speakers, video, game and discussion
Attenders later knew more about the organisation that non-attenders
Wesson and Gogus (2005)
Compared new recruits under traditional scheme (5 days away, social events, speakers) with 2-3 day self-guided multi-media training programme
Questionnaires 4-5 months later
Computers deliver information, but not more
Joining a new organisation Stressful life event, particularly for certain workers e.g. Kawi and Xu (2009)
Wanous and Reichers – ROPES (Realistic Orientation Programmes for new Employee Stress) – emphasis on stress innoculation
Include realistic information (lower expect’ns)
Provide general support & reassurance
Use models to show coping skills
Discuss models’ actions
Rehearse these actions
Teach self-control of thoughts & feelings
Give specific information for particular jobs
Information in ROPES should be delivered:
Information from a credible source
Problem and coping
Via video and live speakers
Away from distractions
Through repetition of message
By making personally relevant
By encouraging thinking
Buckley et al (1998) focused on reducing expectations by realistic job
Louis (1980) “a process by which an individual comes to appreciate the values, abilities, expected behaviours and social knowledge essential for assuming an organisational role and for participating as an organisational member”.
Orgs believe it will be helpful with productivity and turnover (Wesson and Gogus, 2005)
Help newcomer to adjust by introducing:
People
Roles
Organisation
Klein and Weaver (2000)
Compared attenders (55) and non-attenders (61) of University staff orientation programme.
Programme focused on giving information about the organisation.
Mix of paper based, live speakers, video, game and discussion
Attenders later knew more about the organisation that non-attenders
Programme focused on giving information about the organisation.
Mix of paper based, live speakers, video, game and discussion
Attenders later knew more about the organisation that non-attenders
Wesson and Gogus (2005)
Compared new recruits under traditional scheme (5 days away, social events, speakers) with 2-3 day self-guided multi-media training programme
Questionnaires 4-5 months later
Computers deliver information, but not more
Joining a new organisation Stressful life event, particularly for certain workers e.g. Kawi and Xu (2009)
Wanous and Reichers – ROPES (Realistic Orientation Programmes for new Employee Stress) – emphasis on stress innoculation
Include realistic information (lower expect’ns)
Provide general support & reassurance
Use models to show coping skills
Discuss models’ actions
Rehearse these actions
Teach self-control of thoughts & feelings
Give specific information for particular jobs
Information in ROPES should be delivered:
Information from a credible source
Problem and coping
Via video and live speakers
Away from distractions
Through repetition of message
By making personally relevant
By encouraging thinking
Buckley et al (1998) focused on reducing expectations by realistic job