Performance proficiency-organizational socialization

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Reference no: EM13186881

Performance proficiency and how it is a vital component of organizational socialization. It can be extremely difficult to work with employees who have yet to become proficient at their job.

I have an example from early in my work career. I got a job as a hostess at an upscale cafe. My previous work experience was comprised of working in a chemistry lab and at a steak house as a prep cook. I worked for three weeks before a manager sat me down and said "Really, you don't have any idea what you are doing, do you?" My reply was, "Of course I don't, not one person has told me the same thing twice, moreover, no manager ever gave me orientation or an employee manual. How am I supposed to know how to do this job correctly?" She was surprised because she had been on vacation when I was hired and so made some assumptions about my training ( or lack of!). She saw that I received the proper training and I got better - really!

So, who determines how quickly a person needs to become proficient at their job? And who determines how proficient? Is this a set time or number, or is it a range? How is this information communicated to the incumbents? Where do organizations go wrong most of the time?

Reference no: EM13186881

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