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Sample Research Proposal on Occupational Socialisation in Public and Private Institution

Arguments

 

            Throughout the world there are numerous societies, each with their own individual cultures and ways of living. What maybe considered acceptable behaviour in one society may be disapproved of and frowned upon by another. Individuals are born into these societies and learn the values and norms through a process called socialisation. Socialisation is a continuous process that takes place throughout our entire lives; people are constantly learning how to adapt to new situations and being accepted in society. It is passed on from generation to generation and also brings them together. For example, the arrival of a new baby would bring together the grandparents and the parents.

 

Socialisation is known as the process by which individuals learn to become a member of the society to which they were born. It is an
initiation into a social world and its many meanings (Anakwe & Greenhaus, 1999).Socialization is an everyday process, which every human being encounters. The method of socialization is interacting with other human beings and through this social interaction, creating a society in which both sexes form an organized group that share a common interest. In the workplace, there is a socialisation context which is called occupational socialisation.

 

Occupational socialisation refers to the process of which an individual acquires behaviours, attitudes and values of an ongoing occupational social system. In addition, it is a process by which a person becomes parts of an organization (Staton & Darling, 1989). In occupational socialization, the members of the organization tend to perpetuate the culture of the organization. Herein, the members of the groups learn the appropriate behaviours and roles to become an effective and productive part of the institutions (Louis, 1990). Occupational socialisation is a continuous aspect and includes bot intentional and unintentional influences. Intentional influences consist of trainings or orientations while unintentional includes locker-room or work-group culture.

 

Accordingly, there are different approaches that an individual can use to easily acquire the needed attitudes, behaviours or culture of an organisation. These include person-situation interactionism (Jones, 1983), symbolic interactionism (Reichers, 1987), newcomer sense-making and stress (Nelson, 1987). Primarily, the main goal of this research is to discuss occupational socialisation for both public and private institutions. Herein, the focus will be on identifying the differences and/or commonness of .

 


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