Regarding current organization working adaptation

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Organizational adaptation (sometimes referred to as strategic fit and organizational congruence) is a concept in organization theory and strategic management that is used to describe the relationship between an organization and its environment.

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The article discusses the problem of occupational adaptation, which is a significant motivator for keeping a job. The concern of employers that the subordinates are best suited to the work they perform is important for the efficient and effective operation of the entire organization. When an employee has a sense of adaptation to the tasks and requirements of the work imposed on him, he achieves a positive state of well-being, thus striving to stay in the company for as long as possible. Efforts of the organization to ensure the required quality of work already at the stage of introduction into the organization translate into benefits from the skills and competencies of the new employee. The aim of the article is to present selected issues related to the professional aion of newly hired employees in the workplace. In the theoretical part, the essence and scope of professional adaptation of newly hired employees were pointed out and the factors conditioning the achievement of adaptation to the organization were analyzed. The empirical part discusses adaptation tools, which organizations use to provide employees with support in the process of introduction to work. It also examines the level of their effectiveness in adapting to work in selected aspects of the organization's functioning. Keywords: adaptation tools, new employee, professional adaptation 1. INTRODUCTION Starting a new job is a stressful experience due to the fact of being in a new environment. A properly implemented process of adaptation of a newly hired person is not without significance both for them and for the company in which they will start a job. Newcomers should adapt to the new role, tasks at the workplace, crew members and management. This is an important stage in their lives, as it is often the beginning of a professional career. Correct implementation of adaptation process determines the effectiveness of subsequent activities in the workplace, and its absence may result in undesirable attitudes of the employee. Therefore, preparing the employee for fulfilling professional duties should be deliberately planned and carried out based on the application of different methods and forms of approach to the adaptation process in the workplacThe aim of the article is to present selected issues related to the professional

adaptation of newly hired employees in the workplace. The empirical part discusses

adaptation tools, which organizations use to provide employees with support in the

process of introduction to work. It also examines the level of their effectiveness in

adapting to work in selected aspects of the organization's functioning. The adopted

research tool was a questionnaire. In order to examine the adaptation to work, a

group of surveyed people used the My Work Questionnaire, which included questions

regarding the course of the adaptation process in their workplace. The analysis of the

results was carried out using statistical tests. The results were subjected to the chi-

square independence test. On its basis, it was assessed whether the degree of

adaptation of people to work depends on the selected factors. The null hypothesis

(H0) assumes that there is no statistically significant relationship, while the alternative

hypothesis (H1) assumes that such a relationship exists. The level of significance

assumed for the tests is α = 0.05.

2. THE ESSENCE AND SCOPE OF PROFESSIONAL ADAPTATION

Professional adaptation is the process of adapting a newly hired employee to the new

conditions of their work environment. It is a consequence of the stage of obtaining

new people to work, who have passed successfully through the selection procedures.

The  main goal  of the  adaptation process  is to  introduce the  employee to  the

organization as soon and as efficiently as possible, mainly by informing of the patterns

of behavior required from the employee in the future (Huselid et al., 2009). In order to

achieve this effect, the correctly implemented adaptation process should enable the

employee to get to know the organization in its various aspects - its objectives,

structure,  rules,  procedures,  prevailing  habits,  motivational  system  principles.  It

should also outline the scope of tasks and expectations related to work at a given

position, introduce  to  other employees,  with whom  the newly  hired person  will 

cooperate in the future and familiarize the employee with the methods of work used in

the organization to carry out tasks (Watkins, 2016). Occupational adaptation is used

interchangeably with the concept of "adjustment to work" understood as similarity or

consistency between the characteristics  of employees and the  organization that

operates based on rules and principles for achieving a specific goal (Kristof-Brown, 

2005). It can be considered in two essential and complementary dimensions (Boroş, 

2008): complementary - which is the compatibility between the employee's capabilities 

and the requirements set by the organization, and between employee’s needs and the

organization's resources; supplementary - which is the similarity of values, goals and

features valued by the employee and represented by the organization.

The integration of both ways of interpreting the adaptation of an employee to the

workplace was proposed by A. L. Kristof. According to the author, both the employee

and the organization have specific resources and are able to offer them, as well as

the expectations  they require.  Resources and expectations  result from  activities

characteristic for a given organization and the characteristics of the person, which

consists of set values and norms of conduct (Czerw and Czarnota-Bojarska, 2016). 

Individual types of  adaptation  cannot  be  recognized  separately.  The  commonly

quoted definition by A.L. Kristof points out that they are interrelated, the adjustment to

the organization consists of conformity "between the people and the organization,

which occurs when at least one of the parties provide what the other needs, if they

share similar basic characteristics, or both" (Kristof, 1996).

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GR REALCON PVT LTD as a legal officer

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simply stating you handle change well. The hiring

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Due to very old and no working cases

Regarding current organization working adaptation

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