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The similarities and differences between organizational exit and socialization process

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There are two major stages that employees go through during their time at a firm: leaving
the organization and becoming socialized within the company (Gecas, 2017). Although the two
procedures are different, they share certain characteristics. Employees undergo a set of rituals
known as the organizational socialization process when they start working for a new company.
This procedure aids in familiarizing them with the company's norms and facilitating their
transition into their new position. When employees leave an organization, whether freely or
involuntarily, they go through a sequence of processes known as the organizational exit process.

One way in which the two processes are alike is that they both necessitate a transitional
phase (Bush & Simmons, 2017). The employee goes through a period of adjustment as they
move from being a newcomer to the company to becoming a fully integrated member of the team
and culture. Throughout the leaving process, the worker goes from being an integral part of the
firm to no longer being a part of it. Communication is an integral part of both procedures, which
is another similarity. Communicating with coworkers is important to acclimating to a new
workplace and learning its norms and values. Exiting employees need to be informed of their
benefits, last pay, and what to expect once they leave the company, all of which can be facilitated
through clear and open communication during the exit process.

Although the two procedures share certain similarities, there are also notable distinctions.
The onboarding and separation phases aim to help the employee feel comfortable in their new
roles within the organization (Allen et al., 2017). In addition, acclimating a new employee to their
workplace is typically more structured, with training and orientation sessions to ease the
individual into their new role (Moyson et al., 2018). Nonetheless, the exit procedure may need to
be more formalized depending on the employee's reason for leaving.

Exit procedures may

positively or negatively affect how employees are socialized within the organization. An
effective socialization process fosters a strong sense of loyalty and devotion to the firm, which
may make it more challenging for the employee to leave the organization (Allen et al., 2017). On
the other hand, if employees go through a bad socialization process in which they feel isolated or
unsupported, they may be more likely to quit.
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In conclusion, employees go through several procedures during their time at a company,

two of the most significant being the exit and socializing processes. There are commonalities,
such as the need for open dialogue during this change, but there are also significant distinctions.
Depending on the quality of the socialization experience, the leaving process may be influenced
in a favorable or bad way by the organization's socialization process.
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References

Allen, T. D., Eby, L. T., Chao, G. T., & Bauer, T. N. (2017). Taking stock of two relational aspects of
organizational life: Tracing the history and shaping the future of socialization and mentoring
research. Journal of Applied Psychology, 102(3), 324.

Bush, D. M., & Simmons, R. G. (2017). Socialization processes over the life course. In Social
psychology (pp. 133-164). Routledge.

Gecas, V. (2017). Contexts of socialization. In Social psychology (pp. 165-199). Routledge.

Moyson, S., Raaphorst, N., Groeneveld, S., & Van de Walle, S. (2018). Organizational socialization in
public administration research: A systematic review and directions for future research. The
American Review of Public Administration, 48(6), 610-627.