Organizational Entry

Career Management
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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 in
Organizational 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.

COMPARISON OF EXPECTATIONS & EXPERIENCES
Expectations
• 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
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Experiences
• 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 of

Unrealistic 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 of

Unrealistic 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 of

Unrealistic 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 of

Unrealistic Expectations
• Educational Process::
• Highly prestigious colleges
• Hiring of overly qualified employees
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Factors in the Development of

Unrealistic 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 of

Unrealistic 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