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Anticipatory Socialization

Anticipatory socialization, begins before the individual joins the organization. In this stage, the person forms an impression about what member- ship in an organization is like. Information about organizations is available from a variety of sources, such as rumors, anecdotes, advertisements, the media, employ- ment recruiters, and increasingly through the Internet. For example, image advertising and employer branding efforts, such as GE’s “Imagination at work” or the U.S. Marine’s “The Few. The Proud” campaigns, send messages about those organizations. Media also play a role in helping organizations establish reputations. Reports about Microsoft, for example, communicate the message that this organization is an intellectually stimulating place to work where dedicated employees put in long hours for high levels of total compensation.

These impressions influence expectations that may in turn affect an individual’s behavior. For example, people’s expectations when looking for jobs may attract them to one organization, reject another organization from their consid- eration, and affect their decision to remain at an organization where they initially choose to work. As mentioned earlier, it is important that managers provide accurate information and help correct inaccurate expectations to avoid potential negative consequences for performance, satisfaction, and tenure.

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Also during the anticipatory socialization stage, individuals may be examin- ing the extent to which their skills, abilities, needs, and values match those that they perceive the organization to require or prefer. These judgments can affect their behavior, both in terms of whether they will attempt to join the organiza- tion and how they may interact with organization members.

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