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Define and explain the formal and informal organization

New recruits will already have knowledge of the organization they are joining. The first day on the job is commonly their introduction to the actual work environment and introduction to the company culture. The indoctrination process attempts to show the newcomers ‘how things are done around here’ at both the formal and informal levels. Ross and colleagues (2014) propose assigning three levels of communication channels: 1) an orientation navigator who manages the day-to-day challenges of work and requires paperwork to be completed; 2) a ‘work buddy’ and mentor of equal standing in the organization who will provide moral support and information on how to get things done; and 3) a transition mentor to serve as a coach and ‘sounding board’ to promote growth, development and success in the organization. Mentors are an important asset for new staff training and retention, and poor mentoring is cited as a reason for staff turnover in many industries (Hayes et al., 2012; Sengupta & Gupta, 2012; Waterman & He, 2011; Yang et al., 2012). It is no wonder then that much effort has been spent in improving the selection of mentors (Haggard, Dougherty, Turban & Wilbanks, 2011). Thus it is important to consider the influence of the mentor’s sex (Gray & Goregaokar, 2010) and learning styles (Armstrong, Allinson & Hayes, 2002) when selecting mentors to maximize the mentorship success (Ensher & Murphy, 2011).

 
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