• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

The changing nature of the Psychological contract and Employment relationship

Extracts from this document...

Introduction

The changing nature of the Psychological contract and Employment relationship. Course: Human Resources Management Module Subject: Managing Work Behaviour Assignment Tutor: Hazel Shanahan Student Name: Irina Antonyuk Submit Date: 7th of May 2008 Introduction In this assignment I will discuss the changing nature of Psychological Contract and Employment relationship. The study also will outline future trends of psychological contract relationship what employer's can in order to maintain both for the good of the company and employee contribution to the employer. Fundamentally, the psychological contract expresses the combination of beliefs held by an individual and his or her employer about what they expect of one another. Also it can be described as the set of reciprocal but unarticulated expectation that exist between individual employees and their employers. Schein (1965) defined psychological contract as "The notion of psychological contract implies that there is unwritten set of expectations operating at all times between every member of an organisation and the various managers and others in that organisation." Employees develop a set of informal unwritten assumptions about and expectations from their employing organisation. ...read more.

Middle

It is very important that these aspects a being told, discussing and agreeing with their employees. In another hand, as we said before that in psychological contract are two parties,-employees have to help to create positive psychological contract by asking question themselves:-"What can I reasonably be expected from organisation?", " What should I reasonably be expected to contribute in return?" However it is unlikely that the psychological contract and the employment relationship will ever be fully understood by either party. Old elements of expectations from the Psychological Contract for the employee were as follows: 1. Treatment in terms of fairness, equity and consistency. For example promoting, somebody promoted in two weeks but you in one year. 2. Security of employment, is it job for life? 3. Scope to demonstrate competence. Are the company let people to be creative? 4. Career expectations and the opportunity to develop skills. Does the company provide training or courses for advancement my skills and career progress? ...read more.

Conclusion

The employment relationship will become more explicitly transactional and contractual in order to buy-in commitment and the organisation experiences a higher proportion of dysfunctional behaviour. * Employees will be required to bear risks that were previously carried by the organisation. * The nature of jobs changing now, nowdays more employees are on part time and temporary contracts, so, functional flexibility will be came especially popular and very important to provide and expect especially for women with children. * Employees will be required to learn more skills. Conclusion: The effect of these changes is that - the ability of the business to add value, rests on employees, where they are seen as the key business drivers. Organisations that wish to succeed have to get the most out of their resources. In order to do this, employers have to know what employees expect from their work. This is where the psychological contract is used - as a framework for monitoring employee attitudes. The HR manager must be confident in manging Psyhological Contract. The organisation must ensure that it is getting value from its employees and at the same time, it must be sure it is providing employees with apropriate motivation. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our GCSE Case Studies section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related GCSE Case Studies essays

  1. unit 8 business online p1

    Rapid response to order and enquires - the addition of an email link on the site enables any customer with an enquiry or complaint to contact the company quickly. Business customer service can respond customers far more rapidly electronically than they can by 'mail'.

  2. This marketing report is going to look at the internal and external analysis of ...

    They should focus on recruiting qualified and trained nannies and improving the quality of the services in all their resorts. They should also raise awareness about their company since many people said that they had never heard of the company.

  1. Unit 5 - Customer Services A lvl

    This service would allow customers to go back to Pizza Hut or phone the business and allow customers to either complain about their experience or perhaps give a compliment to their food services or the general staff. Also a correct receipt would also be required as this would show the

  2. This GCSE coursework is about setting up a free-range egg unit in the Retford ...

    This means that when applying for planning permission for a temporary farm building structure to house the hens there is not likely to be any opposition in response. 14/20 =70% of respondents also agree or strongly agree that a free-range system is more preferable to battery and 'enriched caged' systems.

  1. Would the opening of a fast food restaurant on Riddy lane (Luton) represent a ...

    I also used the internet to find out if the fast food market is showing any signs of growth. The internet helped be look at interest rates and what state they are in now, so I can identify and analyse how it will effect a new fast food business on Riddy lane.

  2. MENZIESTRATHMORE HOTEL CUSTOMER ND EMPLOYEE SATISFACTION

    h?ve m?inly focu?ed on ?ervice employee? who ?re in direct ?nd inten?e cu?tomer cont?ct, ?uch ?? ??le?people, ?ervice per?onnel from ? re?t?ur?nt ch?in. Likewi?e, m?n?geri?l pr?ctice frequently ?cknowledge? the import?nce of thi? group for ?chieving cu?tomer ??ti?f?ction by u?ing cu?tomer ??ti?f?ction ?core? ?? indic?tor? of employee perform?nce, ?? well ?? ? b??i? for employee bonu? p?yment?.

  1. My name is Kamran Hussain and my role is to be a business consultant ...

    The reason why M&M had chosen me as a business consultant is because they want a someone to assist them who have more experience in business than M&M. They may want their consultant to be educated from higher education such as having a master's degree.

  2. HRM -MANAGING PARADOX

    Paradox: HR function is perfect on the organization, but absolutely useless as a matter of fact. The researches conducted among company's top management have identified common trend that HRM employees are far from business activities (Dikanova, 2004). For this reason recently many companies began to refuse to do routine functions

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work