Mokyklos vykdo daug ir įvairių socializacijos programų. Vienos jų yra įtrauktos į ugdymo turinį, kitos vykdomos popamokinėje veikloje, įvairiuose būreliuose mokykloje ir už jos ribų ir kt. Yra programos vykdomos visus metus, šalies lygmens, programos remiamos savivaldybių, tarptautinės ir nacionalinės programos. Šių programų gausa neretai yra iššūkis mokytojams, socialiniams pedagogams, nes reikia susitarti, kokias programas rinktis ir kaip jas įgyvendinti mokykloje. Nėra atliktų tyrimų, kaip socializacijos programos padeda mokytojams ir mokyklai siekti iškeltų ugdymo tikslų ir kaip tai padeda įvairios mokykloje vykdomos socializacijos programos. Todėl mokykloje turėtų būti išanalizuotos ir pasirengtos kompleksiškai įgyvendinti įvairios socializacijos programos. Darbo tikslas: Išnagrinėti socializacijos programų įgyvendinimą bendrojo lavinimo mokyklose pedagogų požiūriu. Tyrimo uždaviniai: 1. Išnagrinėti mokslinę literatūrą socializacijos sampratos ir ugdymo turinio klausimais 2. Išstudijuoti dokumentus ir teisės aktus, reglamentuojančius socializaciją, ir apžvelgti nacionalinių socializacijos programų raidą. 3. Išsiaiškinti socialinių pedagogų ir mokytojų nuomonę apie galimybes įgyvendinti socializacijos programas mokyklos lygmeniu ir palyginti mokytojų, socialinių pedagogų nuomones apie socializacijos programų įgyvendinimo mokyklose galimybes. 4. Parengti rekomendacijas, kaip socializacijos programos tinka ugdyti tam tikras bendrąsias kompetencijas ir gyvenimo įgūdžius... [toliau žr. visą tekstą] / Schools implement a lot of various programmes of socialization. Some of them are included into the content of training, some are included into the content of training, some are developed in extracurricular activities, in various clubs at school and outside it and etc. There are some programmes which are accomplished the whole year, the state programmes, the programmes which are supported by the institutions of local government, international and national programmes. The abundance of these programmes is often the challenge for the teachers, social pedagogues, because it is needed to agree about the chosen programmes and how to realize them at school. There are not any researches, how the programmes of socialization help the teachers and school to achieve the raised training purposes. In the research it is tried to find out the opinion of the social pedagogues and the teachers about the realization of the preventive programmes and the programmes of socialization and compare the opinions of the teachers and social pedagogues about the possibilities of realization of the programmes of socialization at schools. The purpose of the research: To analyse the realization of the programmes of socialization at schools of general education from the point of view of the teachers. The objectives of the research: 1. To analyse the scientific literature, which concerns the concept of socialization and the problems of the content of training. 2. To study the documents and the acts of law... [to full text]

Thesis (M.S.)--University of Michigan, 1996.

Thesis (M.S.)--University of Michigan, 1996.

Att börja en ny anställning är en utmaning fylld av känslor såsom förväntan ochglädje, men också av osäkerhet och stress. Beroende på bemötande från chef ochkollegor samt hur organisationen arbetar med introduktionsprocessen, påverkas den nyanställdes möjlighet till organisatorisk socialisation. Syftet med vår studie var att genom semistrukturerade intervjuer undersöka hur socialisationen upplevs fungera för nyanställda i en statlig och en privat verksamhet. Med utgångspunkt i tidigareforskning om introduktion, onboardingprocesser och organisatorisk socialisation har vi använt oss av teorier från bl.a. Mead, Cooley, Bauman och Asplund för att förstå och tolka informanternas utsagor. Studiens resultat påvisar vikten av ett formellt introduktionsprogram men även vikten av ett gott bemötande för att den nyanställde ska leverera enligt förväntan och vilja stanna på sin nya arbetsplats. Vid jämförelsermellan arbetsplatserna, konstateras att behoven av trygghet och att känna sig välkommen, är oberoende om man arbetar statligt eller privat. / Starting a new employment is a challenge filled with emotions such as expectationand joy but also of uncertainty and stress. Depending on the response from managerand colleagues, as well as how the organization works with the introductory process,the possibility of organizational socialization for the new employee is affected. Thepurpose of our study has been to through semi‐structured interviews study how socializationis perceived for new employees in a government organization and in a privatebusiness. Based on previous research about introduction, onboarding processesand organizational socialization, we have used theories from, among others, Mead,Cooley, Bauman and Asplund to understand and interpret the statements of the informants.The results of the study demonstrate the importance of a formal introductoryprogram for the new employee but also the importance of being well treated inorder of to delivering according to expectations and willingness to stay at the newworkplace. In comparisons between the government and the private organization it isstated that the need for security and feeling welcome is independent of whether youwork state or private.

abstract: This research explores the socialization and culture of naturopathic students. Naturopathic physicians are a rapidly growing group of health care providers with a different ideology than conventional physicians. At present they work on the margins of the division of labor in health care. Only 15 U.S. states explicitly recognize, regulate, and license their practice, although the number is increasing. Therefore, the professional socialization of naturopathic students is framed within a context of a changing division of labor in health care. The recent growth of naturopathic physicians reflects the American public's increased interest and use of complementary and alternative medicine (CAM). However, these practitioners are not yet accepted as legitimate physicians by most conventional physicians. This research investigates how the professional socialization of students at a naturopathic medical school prepares them to assume their role as CAM providers in a division of labor that is dominated by conventional physicians. The research examines their choice to attend a naturopathic school, formal and informal socialization at the school, and the student culture. The main research site is a four-year, accredited naturopathic medical school where participant observation, intensive interviews, and a survey were used to collect data. Additional data are presented from observations at a national conference of the American Association of Naturopathic Physicians. Results indicate that the student culture and socialization process at the naturopathic medical school differ in some important ways from the previously documented socialization process at conventional medical schools. The average age of naturopathic students is much older than conventional medical students, and a much larger percentage are women. Unlike conventional medical students, who rely heavily on role models and previous knowledge of what it takes to become a medical doctor, naturopathic students select a career path based on values and beliefs that are more aligned with their own than conventional medicine. The formal and informal training and culture of naturopathic students prepares them to work alongside, rather than within, mainstream medicine. The documentation of how a group of CAM practitioners is created contributes to a better understanding of the ever-changing ideology and division of labor in health care. / Dissertation/Thesis / Ph.D. Sociology 2011

En management, les recherches sur la socialisation s’intéressent majoritairement à l’inclusion de nouvelles recrues au sein d’organisations stables. En contrepoint, cette thèse étudie le processus de socialisation des établis en contexte de changement organisationnel. Construit à partir des approches gestionnaires et sociologiques de la socialisation au travail et de plusieurs concepts de la théorie des rôles, le cadre conceptuel met à jour les dimensions clefs qui composent le processus : contraste, tensions de rôle, tactiques/pratiques organisationnelles, tactiques/comportements individuels, états de socialisation. Réalisée à la SNCF, une étude longitudinale qualitative permet d’enrichir la compréhension de chaque dimension et de repérer les mécanismes sociaux qui les relient. Six processus typiques menant à l’absorption, l’exploration ou la détermination du rôle sont repérés. Quatre trajectoires collectives sont également identifiées, en fonction de la continuité/rupture identitaire perçue dans une perspective diachronique. Des pistes d’actions managériales sont suggérées à la SNCF et aux organisations rencontrant des enjeux de socialisation similaires. / The literature on organizational socialization in management has mainly focused on newcomers’ adjustment into stable organizations. Conversely, this study attempts to understand the socialization process of insiders in a context of organizational change. Built from managerial and sociological approaches of socialization at work and complementary concepts of role theory, the conceptual framework highlights the key dimensions of the process: contrast, role tension, organizational tactics/practices, proactive tactics/behaviors, socialization states. Conducted in the national French railway company (SNCF), a qualitative longitudinal study enriches the understanding of each dimension and their articulation through social mechanisms. From this research, six typical processes are identified leading to three behaviors of absorption, exploration or role determination. From a meta-level analysis, four collective trajectories are suggested, based on the continuity/discontinuity perceived of identity in a diachronic perspective. Managerial implications are proposed to the company and organizations experiencing similar socialization issues.

Doctor of Philosophy / School of Family Studies and Human Services / Amber V. Vennum / It is known that ethnic-racial socialization messages received by Black youth are critical to their ethnic-racial identity development. Despite recognition that identity achievement is rarely completed by the end of adolescence and Black youth are embedded in larger multicultural familial, communal, and societal contexts, previous studies almost exclusively focus on parents as the isolated provider of ethnic-racial socialization messages during adolescence. Using a sample of 171 Black emerging adults, this retrospective study focused on the influence of four unique types of ethnic-racial socialization messages from diverse ethnic-racial socialization agents throughout adolescence and emerging adulthood on the development of Black ethnic-racial identity during emerging adulthood. Participants reported that although parents, adult family members, and siblings were the most influential socialization agents during adolescence, they became less influential during emerging adulthood as peers gained more influence. Across all developmental periods, emerging adults reported the strongest messages they received were egalitarian and racial pride messages and the weakest messages they received were negative messages. Additionally, seven different profiles of ethnic-racial identity development during emerging adulthood were identified and were predicted by the types of ethnic-racial socialization messages emerging adults received from adolescence through emerging adulthood. These results highlight the importance of receiving racial pride and racial barrier messages along with minimal egalitarian and negative messages from socialization agents in order to foster a healthy and positive Black ethnic-racial identity during emerging adulthood. Clinical implications, family life education implications, implications for diverse socialization agents, and areas for future research based on the findings of the present study are discussed.

Parental socialization values are compared over sixty years by using data from the Denton Parent Project collected in 1989 and from similar questions asked of parents in Middletowri in 1924 and 1978, The objectives of the study were as follows: how have parental socialization values changed through time since the 1920s; has the impact of parental social class status on parental socialization values decreased over time; compare Alwin's study on obedience and autonomy to see how trend has changed from 1978 Middletown to 1989 Denton; and, finally, look at certain family structure variables to determine their influence. Today's parents emphasize social acceptance and a sense of social responsibility in child training practice. Social class still has an impact on parental socialization values but not as great as expected.

No description available.

The healthcare sector is today one of the most overburdened industries and this includes a high workload on the healthcare staff. The high workload means that it is an industry that is in constant need of new employees, which in turn means that organizational socialization, which in everyday language is referred to as an onboarding, is a common phenomenon. In order for organizational socialization to take place in an effective manner, organizations usually try to develop some type of tactics for implementation. Regardless of the tactics, it appears that the role of the employees is crucial as a great deal of responsibility is placed on them, which can mean that their mental workload is affected. An overall purpose of our study has therefore been to develop knowledge about organizational socialization in the care sector, but more specifically we intended to investigate how the existing care staff experience that organizational socialization affects their own mental workload. The questions we asked focused on what experiences the existing staff have of organizational socialization in their current workplace, how they feel that their mental workload is affected in connection with it and which socialization tactics appear to be more closely connected with their mental workload being negatively affected. The study is of a qualitative nature and we chose to conduct seven semi-structured interviews with employees in the healthcare sector. Our empirical material has been analyzed on the basis of two models, one of which explains the complexity of mental workload and the other describes socialization tactics. The results showed that the care staff experience a higher mental workload in connection with organizational socialization, however, it did not appear that the choice of socialization tactics was the decisive factor but that the main reason was time pressure. / Vårdsektorn är idag en av de mest belastade branscherna och detta medför även en hög arbetsbelastning på vårdpersonalen. Den höga belastningen innebär att det är en bransch som ständigt är i behov av nya medarbetare vilket medför att organisationssocialisation, som i vardagligt språkbruk benämns som introduktion, är ett vanligt förekommande fenomen. För att organisationssocialisationen ska ske på ett effektivt sätt utgår vanligtvis organisationer från någon typ av taktik för genomförandet. Oavsett taktik framkommer att medarbetarnas roll är avgörande då ett stort ansvar läggs på dem vilket kan innebära att deras mentala arbetsbelastning påverkas. Ett övergripande syfte med vår studie har därför varit att utveckla kunskap om organisationssocialisation inom vårdsektorn men mer specifikt avsåg vi att studera hur den befintliga vårdpersonalen upplever att organisationssocialisation påverkar deras egna mentala arbetsbelastning. De frågor vi ställde oss var vilka erfarenheter den befintliga personalen har av organisationssocialisation på den nuvarande arbetsplatsen, hur de upplever att deras mentala arbetsbelastning påverkas i samband med den samt vilka socialisationstaktiker som framstår som mest framträdande i samband med att den mentala arbetsbelastningen påverkas negativt. Studien är av kvalitativ art och vi valde att utföra sju semistrukturerade intervjuer med medarbetare inom vårdsektorn. Vårt empiriska material har analyserats utifrån två modeller varav en förklarar komplexiteten i mental arbetsbelastning och den andra beskriver socialisationstaktiker. Resultaten visade att vårdpersonalen upplever en högre mental arbetsbelastning i samband med organisationssocialisation dock framstod det inte som att valet av socialisationstaktik var den avgörande faktorn utan den främsta anledningen var tidspress.