236 Chapter 12 Table 12-1

Summary of the Tactical Dimensions of Socialization Experiences

Socialization Experience
Formal Informal Collective Individual Sequential Random Investiture Divestiture Serial Disjunctive

Definition
Refers to extremely structured and tailored events that explicitly orient an individual to his or her role Does not structure experiences or make an attempt to provide an explicit level of orientation to a new role Refers to having several individuals and placing them in a group so they encounter the same experiences together as they learn their professional role within an organization Refers to having a unique set of experiences for a single person to encounter so he or she can learn a specific and tailored role within an organization. Relates to a specific sequence of events being necessary to complete prior to an employee being able to move into a determined organizational role The sequence of experiences necessary to take on an organizational role is unclear or ambiguous Occurs when an individuals attributes, characteristics, values, and attitudes are affirmed and valued by the organization and the organization does not wish to change them Attempt to change an individuals attitude, values, skills, and patient interaction techniques to match the organization Refers to the presence of a role model or mentor to orient and instruct individuals who are entering an organization Refers to a lack of role models or mentors to orient a new employee

his or her new role. In a study of the socialization of athletic trainers in the high school setting, Pitney6 found that informal learning processes were common and many participants stated they learned their role by trial and error.

SEQUENTIAL AND R ANDOM TACTICAL DIMENSIONS

Sequential socialization tactics relate to a specific sequence of events being necessary to complete prior to an employee being able to move into a determined organizational role. A typical example of sequential socialization is found with mid and upper management positions. If, for example, an athletic trainer wished to manage a sports medicine center and oversee both the clinical and outreach components, the organizations upper management may make it clear that the prerequisite is having at least 1 year of fulltime clinical experience and at least 2 years of clinical high school experience. In this instance, an employee can perhaps negotiate his or her role to obtain the necessary experience to move on to his or her desired management position. With random socialization, the sequence of experiences necessary to take on an organizational role is unclear or ambiguous. As such, an employee wishing to obtain a new role within an organization or climb the organizational ladder will likely experience anxiety and stress.10

COLLECTIVE AND INDIVIDUAL TACTICAL DIMENSIONS

Collective socialization refers to having several individuals and placing them in a group so they encounter the same experiences together as they learn their professional role within an organization. An example of this tactic is having approved clinical instructors for an athletic training education program complete a training program as a group. In this example, the collective socialization experiences often promote the requirements and expectations of the athletic training program and build consensus on how to address shared problems that the group may encounter in their roles. Individual tactics refer to having a unique set of experiences for a single person to encounter so he or she can learn a specific and tailored role within an organization.11 Individual socialization experiences are often used to differentiate an individuals responsibility apart from others and facilitate more
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