Organizational Socialization and the First Line Supervisory Training

Supervision and Mentorship Paper
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Supervision and Mentorship Paper
According to Mayson et al. (2018), organizational socialization refers to the approach via which a company and its new employees create a mutual understanding. Newcomers frequently hold new positions in the organization. For example, the promotion or transfer of employees from one organization to another might prompt the human resources (HR) department to hire recruits. Newcomers must adapt their roles, preferences, and identities to their positions in their new workplaces. Companies also implement initiatives to ensure newcomers are effectively integrated into the organizational norms and roles. This adjustment process between newcomers and their organizations is called “organizational socialization” (Mayson et al., 2018).
First Line Supervisory Training (FLST) is vital for diverse reasons. The first day of training emphasizes leadership styles and personality assessments. FLST is crucial because it ensures first-line supervisor understands their identity and the leadership approaches that would be most practical in their department. The second day encapsulates the transitioning process from officer to supervisor as well as the performance management of junior staff. The third day considers the first-line supervisors’ impact on line officers’ perception and morale. Therefore, FLST is provided to inform the supervisory response to officers’ prejudice and methodologies to achieve de-escalation interventions. In addition, FLST ensures the newcomers understand their position and roles, especially in managing critical incidents ranging from active shooter to demonstrate scenarios (Eakins, 2018).
I have been under the mentorship of an entrepreneur who owns and runs successful businesses. It was an opportunity to leverage the mentor’s extensive experience and fresh perspectives on organizational management and career development (Lucanus, 2021). Through this experience, I recognized the value of mentors in allowing mentees to perceive for themselves and obtain insights and understanding of what they want from life. My mentor constantly gave me views that I had not considered, which significantly improved my perspective on management and allowed me to prevent organizational failures from happening. Although I had my share of drawbacks, my mentor’s insights and guidance allowed me to hasten my career grow...