Just a couple of thoughts on the integration of Newbies - and particularly
the possibility of explicitly including the culture / style of the
organization.
One approach would be to design a mini research project as part of the
program - that requires the Newbies to conduct an inquiry into some aspect
of the organization. For example, some might be invited to explore who
the heros or role models are; who are the best connected; who has shaped
the current culture. Others might be asked to trace the product (or
service) evolution through the history of the organization. Still others
might look into the most popular myths or stories that circulate through
the hallways, parties and washrooms - the things that get said only
informally. And some might go the ultimate step of figuring out what is
'not discussable' at all - what the organization is really blind to or in
denial about.
Any of these could be framed to encourage consideration of the learning
implications and structured to engage not only the Newbies but also those
who have been with the organization for some time. The opportunity to
engage those entering the organization to learn from their fresh
perspectives, while sharing and including them in the existing culture is
indeed an important area. And one that can go well beyond rights and
rules - if you wish.
Rick Fullerton
Ragnar Heil wrote:
> At the moment I am working on a manual to help and support the integration
> of new employees in a company. I work in an IT-consulting-company with 40
> employees.
--Rick Fullerton <rwfc@odyssee.net>
Learning-org -- Hosted by Rick Karash <rkarash@karash.com> Public Dialog on Learning Organizations -- <http://www.learning-org.com>