A Descriptive Study on the Organizational Socialization Process of Bangko Sentral ng Pilipinas’ New Employees

Abstract

Working in an organization is one situation where an individual experiences a tremendous challenge of balancing the demands of the new environment. The individual is faced with the struggle of mastering the task, clarifying the role, and managing interpersonal relationships, all at the same time. In an answer to this call,, an individual undergoes a process of learning all the norms, behavior, attitudes, and skills to become a full-fledged member of the organization. This process is called organizational socialization. Past studies made about the organizational socialization give relevant information to the study but the researcher has not found any that deals with how the new employees dwell with the stages of the socialization process. Thus, the researcher finds it significant to solve this gap in knowledge by providing a descriptive study on the organizational socialization process of new employees. In this light, the researcher seeks to answer this main problem: How do Bangko Sentral ng Pilipinas' new employees undergo the process of organizational socialization? In addition to this problem are the sub-problems: 1. What are the strategies and programs devised by the Bangko Sentral ng Pilipinas in socializing new employees? 2. What are the information-seeking tactics used by the new employees during the process of socialization? 3. What are the factors that contribute to the effectiveness of the socialization process? 4. What are the problems encountered during the process of socialization? 5. What are the effects of the socialization process on the new employees? A qualitative-quantitative type of research was applied in the study. The respondents included 21 new employees of Bangko Sentral ng Pilipinas, who were purposively selected to answer the survey questionnaires. Apart from these respondents, the researcher conducted interviews with three department heads. The research used survey questionnaires and interview questions to gather all the information needed in the study. The survey was divided into three parts. The first part determines the applicants’ impressions of the company, work, and future coworkers. Then, the second part determines the situation of the new employees in the organization. Lastly, the third part determines the effect of the whole socialization process on the new employees. On the other hand, insights from the conducted interviews with the department heads gave light on how they took part in the effectiveness of the process. Findings revealed that there are considerable numbers of socialization programs which are provided to the new employees. This can be seen from the interviews as well as the survey results. Among which are trainings, orientation programs, seminars, and social activities such as team-buildings, sports fest, parties and church masses. These socialization programs are then viewed positively by 19 out of 21 respondents as effective tools in socialization. In obtaining information, results have revealed that 21 out of 21 respondents used direct or overt questions. On the other hand, 19 respondents used observations while third parties or the information coming from the co-workers were noted to have 15 responses. With these tactics of getting information, the new employees were able to learn fast. They also rendered positive work performance by submitting outputs on time. The factors that contribute to the success of the socialization process mainly lie on the newcomer. The top three factors are newcomers’ adaptability, abilities and skills, and the co-workers’ support. Adapting to the work environment entails a favorable atmosphere with co-workers. On this note, communication plays a vital role in establishing relationships. Based from the survey results, it can be drawn that there are reservations from the part of the new employees. This leads to difficulty in communicating with their co-workers. However, the new employees try their best to initiate conversations and even use jokes to lighten up. On the other hand, the superiors shared that they are open to all the questions of the newcomers. They also crack jokes and even include non-work topics in their conversations. During the process, it is inevitable for the newcomer not to encounter problems. Based from the results, new employees experienced problems with task as well as with interpersonal relations. Even though they experience problems, these new employees are already considered socialized member of the organization. However, there are some who felt that they are still not sure if they will stay in the organization. Some stated that they had no choice but to stay knowing that it is hard to find jobs. Apparently, 1 out of 21 new employees wanted to move out. From these findings, it is therefore concluded that undergoing organizational process is a critical stage in the life of a new employee. The burden is greatly felt by the newcomers due to the challenges posted by the work, the culture of the organization, and the relationships with co-workers. Thus, it is inevitable for the new employees not to encounter problems. Nevertheless, the new employees did all that they can to become a full-fledged member of the organization.