CHAPTER: EIGHT

Promotion, Demotion and Transfer

Introduction
A promotion is an increase in rank which may also be accompanied by a raise in
pay, benefits, and responsibility. In terms of a career, promotion refers to
advancing an employee's rank or position in a hierarchical structure. A job
promotion is usually handed to an employee who has displayed exceptional
performance or has developed the appropriate skills and knowledge necessary to
take on additional job responsibilities. According to Indeed, an employee that has
been promoted and switches jobs may expect an average pay raise between 10%
and 20%. However, employees may receive an assortment of other benefits
instead. For example, an employee may receive a better title, better office, and
career development.

Definition of promotion given by some scholar are given below:

1. Pegors and Myres - “Promotion is the advancement of employee to a

better job better in term of greater responsibilities, more prestige or status,
greater skill and specially increased rate of pay or salary.”

2. Edwin B. Flippo - “Promotion involves a change from one job to another

that is better in terms of status and responsibilities.”

Finally, a promotion may be termed as an upward enhancement of an employee

in an organization to a disorient job with increased pay, higher status or rank,
better opportunities, higher responsibility, more authority, better working
environment, conditions in respect of hours of work, facilities, etc.

Principles of Promotion
1. Uniformity: A promotion policy must provide for a uniform distribution
of promotional opportunities throughout the organization. The ratio of
internal promotions to external recruitment must be the same at various
levels in all the departments otherwise morale of employees will be
seriously impaired in the department notorious for its low rate of
promotions.
2. Consistency: A promotion policy should enjoy consistency i.e., it should
be applied irrespective of the persons concerned. Policy should be
correlated to career planning so that there should not be a sudden spurt of
 promotion conferring premature benefits on a number of persons followed
by a long period of absence of promotion.
3. Fair and Impartial: Promotion policy should be fair and impartial i.e.,
management should be able to remove all suspicion of arbitrariness,
aphorism to suit particular individuals, nepotism etc.
4. Planned Activity: Promotion should be a planned activity i.e.,
management should make a correct assessment of the requirements or
opportunities of promotion within the organization so that there is no
underestimation or overestimation. For this, promotion charts may be
prepared.
5. Definite Basis: There should a definite criterion for promotion. In the
absence of a contract to the contrary, the employer has the right to establish
any criteria for evaluation of promotability if they are reasonable, pertinent
to the job and not applied in a discriminatory manner. The two criterion
often used for making promotion decisions are merit and seniority.

Objectives of Promotion
The following are the important objective of promotion:
1. It is recognition of a job well done by the employee.
2. It is to increase the employee’s and the organization’s effectiveness.
3. Promotion builds loyalty, morale, and belongingness on the part of the
employee.
4. Promotion impresses upon others that opportunities are available to them
also if they perform well.
5. Promotion is a device to retain and reward an employee for his years of
service to the organization.
6. A concrete promotion policy should be based on the following aspects.
7. Encouragement of promotion within the organizations, instead of looking
outside to fill vacancies in higher posts.
8. An understanding that ability as well as seniority will be taken into account
in making promotions.
9. Drawing up an organization chart to make clear to all the ladders of
promotion.
10.All promotion should be for a trial period. Normally during this trial period
the employee draws the pay of the higher post.
11.It should be clearly understood that if “he does not make the grade” he will
be reverted to his former post.
Types of Promotion
Employee promotions can come in many forms, but typically will involve some
combination of:
 Higher salary
 More senior job title
 More and higher-level responsibilities
 Decision-making power
 New leadership responsibilities
Promotion given to employees in an organization can be classified into three
types:
1. Horizontal Promotion: This type of promotion involves an increasement
in responsibilities and pay, and a change in designation. When an employee
is shifted in the same category, it is called “horizontal” promotion. This
type of promotion is referred to as “upgrading” the position of an
employee. Examples of a horizontal promotion including moving from a
Manager to a Senior Manager, or Specialist to a Senior Specialist.

2. Vertical Promotion: This type of promotion involves upward movement,

more senior job titles, higher salaries and responsibilities. Generally,
promotion means vertical promotion. Examples of vertical promotions
include moving from a Manager to Director, or Director to C-Level
Executive.

3. Dry Promotion: When promotion is made without increase in salary, but

increase in status or authority is called “Dry” promotion. Examples of dry
promotion is- A lower-level manager is promoted to senior level manager
without increase in salary or pay.

External vs. Internal Sources of Promotion

When vacancies are filled with existing employees of the organization then it is
called an internal source of promotion or recruitment. For Example, Promotion
of assistant manager to Departmental Head. A person is only got a promotion if
he does his work efficiently and according to the given task.

When the candidates are invited from outside the organization it is called an
external source of recruitment. It includes direct recruitment, advertisement
Employment Exchange, Recommendations from present employees (It includes
the friend and relatives).
There are some advantages and disadvantages to promote or recruit from the
internal sources. They are described below:

Advantages of Internal Source

1. Promotion places the employees in a position where an employee’s skills
and knowledge can be better utilized.
2. It creates and increases the interest of the other employees in the company
as they believe that they will also get their turn.
3. It creates among employees a feeling of content with the existing
conditions of work and employment.
4. It increases interest in acquiring higher qualifications, in training and in
self-development with a view to meet the requirement of promotion
5. Promotion improves employee morale and job satisfaction.
6. Ultimately it improves organizational health.
7. This process increases faith of employees towards the organization.
8. It is very easy process and the employees can understand very well.

Disadvantages of Internal Source

There are also some disadvantages of promotion from the internal source. They
are as follows:
1. Some employees who are not promoted will be disappointed when their
colleagues with similar qualifications and experience are promoted either
due to favoritisms or due to lack of systematic promotion policy.
2. As employees know that management adopt this process and they will get
promotion so they become inactive and idle toward their respective job.
3. No new ideas are generated by following this process. So that organization
becomes unfruitful in the long run.
4. It stops the speed of the organization. As we know that management is a
running process and to cope with it, promotion should also to be
progressive.
5. Some superiors will not relieve their subordinates who are promoted
because of their indispensability in the present job and inequality in
promotional in different departments, regions and categories of jobs.
6. For resigning of employees from the higher post of the organization,
instantly there has been created some vacant but those are not filled by the
internal source.
7. To fill the vacant post with immediate younger employee there exist some
problem. One of the major of them is inefficiency.
Sound Promotion: Need for a Policy
A company should have a sound promotion policy from the beginning of its
starting that it can remove the difficulty of its sudden empty post and apply them
easily in the situation. Otherwise, proper decision will not be taken and a confused
or disorder situation will spread out all over the organization. There are different
characteristics of sound promotion policy which are discussed as follows –

Principles of Promotion
1. Joint responsibility: The responsibility to select employees should render
to a committee rather than a special manager. This will be more fruitful
and helpful it one representative of labor union stay as a member of this
committee.
2. Harmonization: Promotion standard should be one and, in every sector, it
will be applied. More clearly in an organization capability is the standard
or basis to give promotion. Then in every level capability will be the
considering issue to give promotion.
3. Equity and Impartiality: Promotion basis should be impartial and equal
for all. If in promotion process exists any mistake it may hamper, the
progress of the organization.
4. Pre-planning: Preplanning is very important for the promotion. So that no
hazardous situation spread out over the organization. For example - After
five years how many posts will be comply? Who are eligible for that post?
These questions are answered in advanced.
5. Pervasiveness: In the large organization there are various department, sub-
department and braches. So, it is not easy to control all these departments
from Centre or by a person. That is why the promotion decision and process
should handle over the entire department specifically and it will be possible
to app all job policy in the organization properly.
6. Definite Basis: There should a definite criterion for promotion. In the
absence of a contract to the contrary, the employer has the right to establish
any criteria for evaluation of promotability if they are reasonable, pertinent
to the job and not applied in a discriminatory manner. The two criteria often
used for making promotion decisions are merit and seniority.
7. Follow up: A sound promotion policy should provide for a suitable system
of follow up, counseling and review. Say, month or two after the change,
the personnel department should hold a brief interview with the promoted
employee and his new superior to determine whether all is going on well.
All promotions should be made for a trial period so that if the promoted
employee is not found capable of handling the job he can be reverted to his
former post and his former pay scale.
Bases of Promotion
Organizations undertake different bases of promotion. It depends upon the nature,
size, and management of the organizations. Some organizations (Public Sector
Undertakings) decide promotions solely on the basis of seniority while others
(Private Corporate) finalize promotions on the basis of merit. There are also
organizations those who decide promotions on the basis of combination of
seniority and merits. Top 3 bases of promotion are:
1. Seniority: Seniority of an employee refers to the relative length of service
in an organization. When seniority is considered as the basis of promotion,
the rule is to promote the employee having the longest length of service,
irrespective of the employee is competent to occupy a higher post or not.
The reason behind seniority as the basis of promotions is that there is a
positive correlation between the length of service in the same job and the
amount of knowledge and the level of skill acquired by an employee in an
organization. This practice of promoting employees is followed in
unionized industrial establishments, government-owned undertakings and
sometimes in private corporate and educational institutions.
2. Competence or Merit: In this case an employee is promoted on the basis
of excellent and superior performance in the current job. This is known
through performance appraisal done by the organization. Merit indicates
an employee’s knowledge, skills, abilities, and efficiency measured from
the employee’s educational qualifications, experience, job performance
and training records.

To get promotion on the basis of merit requires hard work and sincerity on
the part of the employee. In non- unionized organizations promotions are
made on the basis of merit. In unionized organizations merit is the basis of
promotion for non-productive employees. Seniority should be considered
as the basis of promotion when there is more than one employee of equal
merit.
According to Peter and Hull (1969) the members of an organization where
promotion is based on achievement, success, and merit will eventually be
promoted beyond their level of ability. Employees tend to be given
increasing responsibility and authority until they cannot continue to work
competently. This is commonly known as Peter Principle. The principle
holds that in a hierarchy, members are promoted so long as they work
competently. Eventually they are promoted to a position at which they are
no longer competent (their level of incompetence), and there they remain,
 being unable to earn further promotions and thus reach their careers’
ceiling in the organization.
3. Combination of Seniority and Merits: Managements mostly prefer merit
as the basis of promotion as they are interested in enriching organizational
effectiveness by enriching its human resources. But trade unions favor
seniority as the sole basis for promotion in order to satisfy the interests of
majority of their members. Both seniority and merit as the bases of
promotions have their advantages and disadvantages.
Hence it is necessary for the organizations to give due weightage to both
seniority and merit while promoting their employees. A combination of
both seniority and merit can be considered as the basis of promotions, there
by satisfying the management for organizational effectiveness and the
employees and trade unions for respecting the length of service.

Seniority as the Basis for Promotion

Seniority implies the length of service in the organization. This is taken as the
basis, as each employee will know his place in the promotion chart and the
promotion will be done as a matter of routine. If seniority is taken as the base, the
employee with the longest period of service will be promoted, irrespective of the
fact whether he is capable to handle the higher position or not. This practice is
mainly followed in the educational institution’s government organizations and
unionized industrial establishments.

Advantages of Seniority as the Basis for Promotion

a. It is a simple and easy method of promotion of employees. This is because
it is very easy to measure the length of service and to calculate the seniority
of the employee.
b. This method creates discipline and respect for the senior personnel in the
organization.
c. As the promotions are acceptable to all, this method creates the peace in
the organization, as it is generally accepted by the trade unions.
d. This method is trusted by the employees in the organization as there are no
chances of partiality or discrimination.
e. Right for the senior persons for promotion is recognized in this system.
f. The employees become aware of the future prospects of their job.
g. The existing manpower can be used to an optimum level by giving them
training and preparing them for higher jobs.
h. It is the cheapest system of recruitment.
MISSING

Disadvantages of Seniority & Merits as the Basis for Promotion

a. When seniority is same, there grows a tendency of discrimination with
talent and company
b. It is very complex process. So employees don't understand it easily.
c. It is difficult to evaluate an employee with very short period. So in most of
the time proper co-ordination may not be possible to do.

Factors for Judging Seniority and Merit

There are some factors on which seniority and merit depend. These factors
sometime act favorably for organization and sometimes unfavorably. These
factors mentioned below on the basis of two broad categories:
Factors considered for seniority:
1. Total working period:
a. At the same organization
b. Same type but different organization.
2. Total working period at different post:
a. As permanent job holder.
b. As non-permanent job holder.
Factors considered for merit:
1. Educational qualification.
2. Evaluation report.
3. Training.
4. Relation with authority.
5. Social dignity.

Arguments for and Against Recruitment of Medium and High Level

Executives from Outside
Medium and high level executives play and important role in an organization.
Their enthusiasm and inspiration is the key of success for the organization.
Subordinate are influenced by their appearance, experience and confidence. That
is why the higher posts should be filled by the competent and talent employees.

These posts may be filled from internal or external source, promotion employees
from internal source and recruit employee form external source there has some
contradiction between them as they stand at different pole. Some arguments too
far and against recruiting from external source are discussed below:
Arguments for:
1. To provide better opportunities eligible and competent candidate are
impressed toward the organization. It increases organizations human
resource.
2. By recruiting from outside, organization may able to select and talented
person as an executive from a vast area.
3. It helps to innovates new ideas, enthusiasms. Organization becomes
dynamic in its operation rather than traditional.
4. It is easy to recruiter from external source for sudden empty post.
Arguments against:
1. An external person cannot understand the activities of an organization t a
short time. For this it may loss its organization efficiency.
2. Every organization has some trait and culture. An outsider may not cope
with this and it may result of inconsistency with executive and the
organization.
3. Organization has to pay high training cost for external recruitment.
4. It is difficult to find out real efficient and capable person from many. By
taking interview for a few minutes, interviewers may become fail to take
right decision.
5. It creates conflict in the organization for recruiting from outside as it reduce
promotion chance of employees work inside the organization.
Though there are many ornaments for external recruitment for medium and high
level executives, internal promotion is better for the organization. Promotion
process may reduce the conflict, dissatisfaction and frustration among employees
and organization can run in consistent way.

Definition of Demotion
Demotion is considered as a punishment when an employee is transferred from
present post to lower post is called demotion more clearly, descend employee
from higher post to tower post. Demoting increase when discipline of the
organization, breaks. By demotion employee lost his dignity, responsibility,
privilege and salary and reduce power also.

Demotion Policy
Demotion is the instrument to save rules and regulation in the organization. For
an employee job is very important. But when they do excess than their power,
they are punished as demotion. Job dignity is the conductor of an employee's
social dignity. But a demotion can change everything of a man's life. So every
organization should have a fair and proper specific policy for demotion. These
policies are written below:
1. When demotion is granted as punishment, person will get chance for self-
defense and reviewing the punishment.
2. Employees are well informed about the causes of demotion.
3. This law is applicable for all. Any partially may increase dissatisfaction
among employees.
4. Rules of the organization should be logical and acceptable. The reasons
behind demotion should be specific.
5. If any employees do something against the organization, authority should
enquire the incident and take decision by discussion.

Reasons of Demotion
To transfer an employee to a non-important is called demotion. Demotion
decreases the opportunities and advantages of the employee. It is one kind of
punishment for the employees. There may be a lot of reason behind demotion.
These are discussed below:
1. Misbehavior: Subordinate should by his superior in the organization. But
sometimes it is seen that, subordinates are not willing to listen them. They do
misbehave with them. For this reason they may be punished as demotion.
2. Negligence in duty: If an employee doesn't complete his assign work and
shows a path to do it, superior may blame him. He neglects his duty and for
the same occurrence in regular basis they may take decision for this
employee's demotion.
3. Irregular promotion: It may be happened that an incompetent person gets
promotion by unsolicited. To correct this mistake, they may decide to demote
this employee from the current post.
4. Physical Barrier: An employee can not do every thing. If his promoted post
is not favorable for his physical strength and condition. In that case
organization may loss its position. So, without demotion there is no
substitute/alternative.
5. Unfitness: Sometimes employees may be demoted because of fitness. If the
employees have not enough fitness then the employees may get demotion.
That is why authority may provide him in lower post.
6. Problems of adjustment: If an employee cannot adjust with his working
environment, he cannot do good job and con not provide his best effort. For
the perfect job organization have to demote this employee.
7. Punishment: If an employee committee get any crime or corruption which
has bad impact on the organization. They can decide to give him demotion as
punishment.
There are lots of reasons to take decision over demotion. Some decision over it
may raise negative reaction in employees mind. So, the authority should take
decision very carefully for this touchy issue.

Effects of Demotion
Demotion is the transfer of an employee from higher post to lower post in same
department or another department. It is very natural to create a negative reaction
of among the employees. The effects of demotion are discussed in following:
1. Agitation: Demoted employees have no faith and respect to the organization.
Rather they try to create an agitation with labor against the organization.
2. Frustration: Demotion makes an en employee frustrated. He gets no
encouragement to do the work in the further spirit.
3. Reduce output: Quality and quantity of job reduce adversely of a demoted
employee. For this reason organization losses it productivity.
4. Dissatisfaction: A demotion may create dissatisfaction among the employees.
They organized to create an agitation rather work for due organization.
5. Create a Chaos: Demoted employee try to create a barrier in the way success
of the organization.
6. Disgusted: Demoted employees become disgusted towards the management
and organization. They wait for the chance to leave the organization and try
to spoil the image of the organization.

There are some demerits of demotion but for the fear of demotion employees'
work attentively. It makes them responsible and loyal to the organization.

Transfer
Shifting an employee or manager from one place to another by same
responsibility, salary and opportunity is called transfer, Transfer only changes the
working place and other everything remains same, Company can follow its policy
while making any transfer discussion or it may be on the need basis. Usually it
does not create any difference of performance, sometime it can.

Purposes of Transfer
There are some purposes of transfer. These purposes are discussed below in brief:
1. Suitable use of merit: If an employee cannot adjust with his working
environment he has been transferred to a suitable place so that he can show
and utilize his merit for the welfare of organization.
 2. Acceptance of good job: Sometimes for the good job employees are
transferred to another place with a higher level responsibility. It also works
as acceptance of good job.
3. Work in advantageous position: To get best work from an employee it is
an instrument of the organization to allot a place favorable and suitable for
the employee. Employee also gets pleasure to work in a advantageous
position.
4. Reduce corruption: To work in a same place employee may become
corrupted that is harmful for the organization. But by transferring
employee this corruption may keep in mild stays.
5. Need for organization: To set a branch in the place, organizations need
some qualified and competent employee there to handle the work with
efficiency. That is why organization may transfer the employee.
6. Disagreement with executive: For the disagreement with executive
employees may be transferred to the remote is a punishment.
7. Correction of appointment: Sometimes appointment may wrong. To
correct this mistake transfer is occurred in the organization
8. Various experience: To make an employee more experienced in various
side organization chamfered them in the various places.

Types of Transfer
Transfer is committed for the interest of organization. Transfer is divided into
five types with the mission and objective of the organization. These types are
discussed as follows:
1. Replacement transfer: The main objective of this transfer is to stop the
layoff. By this transfer employee are shifted from one department to
another department. When a negative impression creates in an organization
and if it is felt the old employees are necessary for the organization, this
type of transfer takes place.
2. Shift transfer: To accomplish the task in a short time organization takes
this policy. Mainly in garments industries this types of shifting system is
observed. In this system, employees request to the management for their
suitable shift and the management grants their request.
3. Versatility transfer: Main objective of this transfer process is to keep
employees busy with work. Generally there are some organizations which
have no pressure of work. This transfer is occurred before production and
replacement. It makes a strong and competent team of employees.
4. Production transfer: There are different types of departments and
activities in the organization. When the productivity of a department is
reduced then organization transfers employees to another department to
 increase the production of the organization. So the main objective of this
type of transfer is to keep production level at par. And this transfer is
occurred by the office central authority.
5. Remedial transfer: This type of transfer mainly reminds that employees
are human being, not machine. By this process employees express their
problems, advantages and disadvantages, their loyalty to the management
and by evaluates their opinion management take decision about transfer.
6. Miscellaneous transfer: Management of an organization can transfer
employees if necessary which does not fall into above types is called
miscellaneous transfer. Authority can do it anytime for the betterment of
the organization.

Differences between Transfer and Promotion

There are various points of differences between transfer and promotion. These
points are given below:
Sl. No Transfer Promotion
1 To shift an employee from one To transfer an employee from
department to another department current post to another his/her
at same position in the same post with more dismisses and
organization is called transfer. responsibility is called
promotion.
2 Transfer may be praised on It is the reward of good job.
punishment.
3 By this salary, disunity and other It increases salary responsibility
opportunity does not increase. dignity and other opportunity of
an employee.
4 It does not influence employee to It encourages employees to do
do better job. more good for the organization.

Dismissal or Discharge
When an employee his behaves, breaks rules and regulations, neglects duty and
inefficient in assign job authority may fired him for the service is called discharge
or dismiss. In short, dismissal is the termination of employment by an employer
against the will of the employee.
Generally to protect organizational interest this type of decision is taken. If
manager think that by the employee productivity is decreased crime is occurred
and any other corruptions are done he has taken this type of decision.
As dismissal or discharge is a legal lawful punishment so the authority should
have clear idea about the labor law and act. Employees become frustrated and
dissatisfy if the decisions go against the law. It hampers the organizational
goodwill and productivity as well.
Reasons of Discharge
In the organization, organizational interests get priority first. If any activities
occurred by the employees go against it may decide to fire him. There are some
reasons behind discharge are discussed in details:
1. Neglect of duty: Total activities of an organization depend on efficient and
strong employee to do properly. If they neglect their duty it impacts on the
prosperity of the organization and the management can discharge them.
2. Inability to work: If any employee physically and mentally in capable to do
work may be discharged from the organization.
3. Reducing excess workers: Sometimes organization recruits employees to
meet quick order in short and fast time. After and of the necessity management
may discharge them.
4. Change in policy: To keep pace with the flexible or dynamic environment
organizations have to change their policy. But some employees cannot accept
the changed policy and protest the new policy. Then management may
discharge them from the service.
5. Indefinites workers: If the employee becomes failure to do the assigned job
and cannot adjust with the environment management may take decision to
dismiss him from the job.
Dismissal or Discharge is a complex task. It may create opposite reaction to the
organization among the employees. So the management should take cautious
steps for these types of decision.

Relation between Promotion and Morale

Promotion motivates for hard work and boost up morale of an employee.
Management must therefore adopt a clear and sound policy regarding promotion.
Here it is the responsibility of human resource management to help top
management in framing the policy of promotion and enlighten the employees
with it. Though motivation and morale are closely related concepts, they are
different in following ways:
 While motivation is an internal-psychological drive of an individual which
urges him to behave in a specific manner, morale is more of a group
scenario.
 Higher motivation often leads to higher morale of employees, but high
morale does not essentially result in greatly motivated employees as to
have a positive attitude towards all factors of work situation may not
essentially force the employees to work more efficiently.
 While motivation is an individual concept, morale is a group concept.
Thus, motivation takes into consideration the individual differences among
 the employees, and morale of the employees can be increased by taking
those factors into consideration which influence group scenario or total
work settings.
 Motivation acquires primary concern in every organization, while morale
is a secondary phenomenon because high motivation essentially leads to
higher productivity while high morale may not necessarily lead to higher
productivity.
 Things tied to morale are usually things that are just part of the work
environment, and things tied to motivation are tied to the performance of
the individual.

Previous Question Analysis – (2017, 2015)

1. Define Promotion. 4
2. Discuss the Principles of Promotion. 4
3. What are the various basis of Promotion? What one does you like
to prefer in case of promotion of a University Teacher and
Manager. 7
 CHAPTER: NINE
Orientation and Socialization
Introduction
Definition
Steps in Orientation

Contents of Orientation
In orientation, employees are given various ideas about the organization and the
working environment. These are given below:
1. Principles, history and management procedure of the organization.
2. Products or Services of the organization.
3. Factory, machineries and other instruments of the organization.
4. Organizational structure.
5. Duties and responsibilities to the organization.
6. Wages structure.
7. Rules and regulations of the organization.
8. Idea about tours formalities and facilities.
9. Work schedule.
10.Joint negotiation contract.
11.Employee’s facilities such as, life insurance, group insurance, medical
allowances, pensions, provident fund etc.
12.Safety measurement.
13.Training facilities.
14.Requirements of promotion.
15.Pattern of relations with the co-workers.
16.Employee equalization.
17.Specification of employee’s duty.
From the above discussion, we can say that in an orientation program, employees
are given above contents so that they can be will acquainted with various types
of ideas regarding organizing.

Objective of Orientation
The main objective of orientation is to introduce the new employees with the
organization. By providing various ideas, organization tries to represent the real
situation to the new employees. There are some objectives of orientation which
are given below:
1. To introduce with the goals and objectives of the organization.
 2. To enhance interest of employees towards the organizations.
3. To create positive attitude towards the organization.
4. To build morale of employees.
5. To raise the potentiality of the employees.
6. To help the new employees to adjust themselves with the organization
7. To encourage the employees to maintain the rules and principles of the
organization.
In conclusion we can say that if the employees know the objectives of orientation
program and get clear idea about the organization they may feel comfortable
while going to perform their duties.

Advantages/Merits of Orientation Program

Orientation is a process by which new employees are introduced with their
activities, working place etc. As a result employees are able to get various types
of benefits from their organization. These benefits are discussed below:
1. Good felling: At first new employees feel well and good by introducing
with old employees. After orientation new employees fell relax and
comfortable.
2. Building confidence: Orientation helps to build confidence of the new
employees which creates positive attitude towards the organization.
3. Instruction: Employees are given instruction about the nature, objectives,
goal of the organization. As that they can perform better.
4. Idea about the product and service: Employees are given Idea about the
organizations product and service. Orientation helps the new employees to
understand this deities and rights to organization.
5. Reduces cost: It reduces the administrative cost.
6. Reduces wastage: It reduces the wastage of time of administration as well.
7. Inspires employees: It inspired the employees to work better.
8. Close to the organization: By orientation employees become close to
organization.
9. Reduces turnover: It reduces the employs turnover which is beneficial
organization.
10.Motivates the employees: It motivates the employees to work better.
11.Interest to give effort: Employees fell interest to give their effort.
12.Creates interpersonal relationship: It helps to create interpersonal
relationship among new employees and old employees.
Factors of a successful Orientation Program
Orientation is the task of the selection process. Orientation is a procedure by
which employees are given idea, concept, philosophy, data, and information
about the organization so that employees can adjust themselves with their
organization. It could refer to marketing orientation or to production orientation,
to employee orientation or to customer orientation.

Orientation is an important factor in the selection process. Orientation is the

process which helps the new employees to introduce themselves with an
organization. But there are some factors, which is helpful to make the orientation
program successful. These factors are discussed below:
1. Extensive supervision: Extensive supervision is important when the new
employees start their activities. So an organization needs to appoint skilled
supervisor when they appoint the new employees. So, that new employees
are being quilted properly.
2. The constant presence of advisor: New employees may commit a mistake
in different stages while they are working and can face various types and
they can ask any question to an advisor to solve their problem. The
important stage of orientation is that advisor has to present with new
employees. As a result, the new employees can get a solution and feel
comfortable in working period.
3. Strict follow-up: Follow-up means to abstruse the new employee’s
activities carefully. Follow-up is important to solve the problem and make
activities comfortable for the new employees. By using proper follow-up
organization can make the orientation program successful.
4. Supervision during trial period: In the trial period the new employees
are trained how to perform their activities. At this times supervisor is
necessary to make the new employees aware of the problem which can
create trouble in this future.

From the above discussion, we can conclude that there are some important factors
which are discussing above are necessary to make the orientation a successful
one.

Supervisors Role in the Orientation of New Employees

Supervisors play an important role in the orientation of new employee.
Organization gives the authority to supervisor to introduce the new employee
with their working environment. So that they have knowledge where place they
are going to work. There are some roles played by supervisors in the orientation.
There are given below:

“Orientation has a direct impact on future productivity, performance, and job satisfaction. And
you (the supervisor) play a key role in the success of the orientation process.”

1. Welcome the Employee: Supervisors should realize that bringing in a new

worker is not like putting a new part in a machine. There’s emotion to it.
A warm handshake, a smile and a “glad to have you here” and a “looking
forward to working with you again tomorrow,” from your new boss can
create positive feelings for the day, and perhaps the years, to come.
2. Explain the Policies: Although the worker may have held a similar
position elsewhere, every company has its specifics, and a new worker
usually knows none of them. Explanation should start with such simple
matters as where to park, what to wear, and what door to enter, on Day
One. Information on hours, pay, benefits, safety and security, and where
the break and rest rooms are located are as essential to a new worker as
how to do the new job. The program provides several checklists to be sure
all the needed information is covered.
3. Discuss Job Standards: “At no time,” say the program narrators, “is the
employee more receptive to learning the job standards than at orientation.”
Supervisors should use this opportunity for a solid discussion of what’s
expected, and how and how often it’s measured.
4. Select an “Orientation Assistant: a solidly performing job veteran, with
pride in the company, to serve as a mentor or buddy to the newcomer. This
person will be the newcomer’s conduit to his or her new world in terms of
introductions and information, and will be constantly available to answer
questions or provide help.
5. Understand Adult Learning: As the program explains, adults learn the
least by reading, the most, by doing. Supervisors are advised to set up
demonstrations and to let the worker try his or her hand. And because the
mind can accept only so much new information at a time, learning should
be divided into small chunks over the first month.
Finally, say the authors, assign meaningful work, such as helping the orientation
assistant do the job, or carrying out simple tasks on his or her own on the first
day. “Reading stacks of manuals,” the program narrator declares, “is not a good
beginning.”
Definition of Socialization
Socialization is a process of adaptation after entering the organization.
Socialization refers to the adaptation that takes place when an individual passes
from outside the organization to role of an inside member. Socialization is a
process of adaptation, adjustment, making arrangements for setting one employee
in the organizational environment.
1. Garry Dessler: “Socialization is the ongoing process of instilling in all
employees the prevailing attitude, standards, values and pattern of behavior
that are exported by the organization and its departments.”
2. F .Wager: “Socialization refers to the mutual adoption of new employees
and new employer to one another.”
3. De Cenzo & Robbins: “in the content of organization, the term
socialization refers to all passages undergone by employees.”

Now we can conclude that socialization is the process by which a person learn
the values, norms, and required behaviors which permit that individual to
participate as a member of organization.
Or we can say that, “Socialization is the process of adjusting of the new member
to the organization.”

Processes of Organizational Socialization

3 stages or steps the socialization process in the organization:
1. Pre-arrival Stage: This stage explicitly recognizes that each individual
arrives with a set of organizational values, attitudes, and expectations. For
instance, in many jobs, particularly high skilled and managerial jobs, new
members will have undergone a considerable degree of prior socialization
in training and in school. Pre-arrival socialization, however, goes beyond
the specific job. The selection process is used in most organizations to
inform perspective employees about the organization as whole. In addition,
of course, interviews in the selection process also act to ensure the
inclusion of the “right type” determining those who will fit in. Indeed, the
ability of the individuals to present the appropriate face during the selection
process determines their ability to move into the organization in the first
place. Thus success depends upon the degree to which aspiring members
have correctly anticipated the expectations and desires of those in the
organization in charge of selection.
2. Encounter Stage: Upon entry into the organization, new members enter
the encounter stage. Here the individuals confront the possible dichotomy
between their expectations about their jobs, their coworkers, their
 supervisors, and the organization in general and reality. If expectations
prove to have been more or less accurate, the encounter state merely
provides a reaffirmation of the perceptions generated earlier. However, this
is often not the case. Where expectation and reality differ; new employees
must undergo socialization that will detach them from their previous
assumption and replace these with the organization’s pivotal standards.
Socialization, however, cannot solve all the expectation differences. At the
extreme, some new members may become totally disillusioned with the
actualities of their jobs and resign. It is hoped that proper selection would
significantly reduce this latter occurrence.
3. Metamorphosis Stage: Finally the new member must work out any
problems discovered during the encounter stage. This may mean going
through changes. Hence the last stage is termed as metamorphosis stage.
Metamorphosis is complete as is the socialization process – when new
members have become comfortable with the organization and their work
teams. In this situation they will have internalized the norms of the
organization and their coworkers; and they understand and accept these
norms. New members will feel accepted by their peers as trusted and
valued individuals. They will have gained an understanding of the
organizational system- not only their own tasks but the rules, procedures
and informally accepted practices as well. Finally they will know how they
are going to be evaluated. They will know what is expected of them and
what constitutes a good job. Consequently, successful metamorphosis
should have positive effect on a new employee’s productivity and the
employee’s commitment to the organization, and should reduce the
likelihood that the employee will leave the organization any time soon.
The following diagram explains the socialization process in the organization:
The Assumptions of Employee Socialization
Socialization is based on some assumptions. Employees have different
assumptions on their new jobs, working environment, condition etc. If employees
face problems in their activities, organization uses socialization to solve these
problems so that new employees can adjust themselves with his activities. There
are five assumptions in socialization. These are discussed below:
1. Influence employee performance and organizational stability
2. Increase organizational stability
3. New employees suffer from anxiety
4. Socialization does not occur in a vacuum
5. Why to adjust new situation.

Objectives of Socialization
Socialization is a process which helps the new employees to adjust themselves
with organizations culture, rules and regulations, working procedure etc. The
main objectives of socialization are to make the employees comfortable while
they are performing their job in organization. There are three types of objectives
which are given below:
1. Training on rules and regulations of an organization.
2. Buildings inter personal relationship.
3. Ensuring belongingness.

Types of Socialization
Organization needs to determine which methods of socialization to be used.
Because different types of socialization programs influence on employees in
different ways. There are several types of socialization which are given below:
1. Formal Socialization: Formal socialization is a process by which new
appointed employees are given clear and complete ideas about
organization’s goal, expectation, rules and regulations and introduce with
other employees.
2. Informal Socialization: When organization does not introduce the new
employees formally and devote the new employees with this activity
directly it is called informal socialization. In this process the new
employees can gain knowledge about the organization from different
working experience.
3. Individual Socialization: Individual socialization is as such type of
program when any employee gets opportunity to introduce himself with
other employees of the organization separately.
4. Collective Socialization: When new employees are introduced
collectively with other employees of the organizations it is called
collective socialization.
5. Fined Socialization: Organization adapts fined socialization program to
accept the new employees cordially and introduce the employees with
organizations activities.
6. Variable Socialization: It is just the appropriate of fined socialization.
Where organization adapts different types of socialization program which
is more suitable.
7. Serial Socialization: Serial socialization is such types of socialization
program where an experienced employee guides the employees in a proper
way so that they can get new employee’s idea about the organization
clearly.
8. Disjunctive Socialization: Where socialization is not maintained
continuously and where organization does not appoint any guide officer
for the new employees, it is called disjunctive socialization.
9. Investiture Socialization: Investiture is home self when senior executives
are elected and appointed. In this program organization tries to appoint or
sheet them without any complain formalities.
10. Divestiture Socialization: In this program organization give the new
employees extra pressure to perform. Those who are not able to show this
attitude under pressure.