INTRODUCTION Psychological contract is expectations of an employee or workforce towards employer that somewhat loosely refers to the actual. It represents basic senses that are obligations, rights, and also rewards (www.wikipedia.com.my). An obligation is a duty of employee of their task. The employee must know their task and do it effectively. Everyone have their right, employees also have it. So the employees and employers must know their right. While reward is one of the powerful influences on individual performance is an organization’s reward system (Miguel 2011:18). By the rewards it will make the employee feel motivate to do the job. By this psychological contract we will specifies what we can offer to employer and we can expect in return. Sometimes, the employers will discuss with interviewee during the recruitment what they can offer in the prospective relationships. If both of them have reached the agreement, most employers will make a standard form of contract and put all duties of employee or interviewee to be clarified “on the job”, but some of the employers just make it just a informal statement and may be remembered as promises and give rise to expectation. Whether both of them are in cooperated into the parallel psychological contract will depend on them believe that should be treated as part of the relationships. It better if the organized the psychological contract because to make them be careful to reduce the risk of raising false expectations and also avoid from disappointed. Psychological contract also make both of them which is employers and employees more understanding each other personalization. Based on the writer comprehension about the psychological contract, the writer has state... ... middle of paper ... ...g or can have a good relationship without any problem. They also can have a good communication and the top do not put a gap between them and co-workers. They can belief each other even to communicate the problem of company and find the solution and also have a good decision making to make profit for company or save company from other problem that can make company loss. REFERENCES Book • John M. Ivancevich, Robert Konopaske, Michael T. Matteson, [2011] “Organizational Behavior and Management”, United States of America:McGraw-Hill Irwin Website • Alexander, “The formation of the contract”, http://www.laboursolutions.com, [2 April 2014]. • Glick, “Employees want in return”, www.forbes.com, [2 April 2014]. • John, “10 Tips to Keep Motivated Employees and Bring the Passion Back into the Workplace”, http://www.cpsa.com/knowledgecentre, [4 April 2014].
Robbins , Stephen P. and Judge, Timothy, A. Organizational Behavior. Upper Saddle River, New Jersey. Prentice Hall. Pearson Custom Publishing. 2008 Print
The organization’s management has a big role to play to foster the psychological wellness of its labour force. Firstly, the management should ensure the expectations from each of the employees are clearly stated. With an employee having precise knowledge of what is expected from them, he or she will undertake his or her roles in a more organized manner and this also enhances faster delivery.
Robbins, S. P., & Judge, T. A. (2007). Organizational Behavior (12th ed.). Upper Saddle River, New Jersey, United States of America: Pearson Prentise Hall.
The internal factors, Robisson (2006) suggests that working may identifies employees’ self-awareness and increases appreciation and rewards but it depends on psychological factors which are the individual differences. The psychological contract is unwritten expectations which they can receive in return from devoting to organization. Briner and Conway (2004 cited by Robisson 2006: 21) state that long-term job security is exchanged in order to receive loyalty from the employees. In term of understanding psychological contract, it is important to discuss about external factors which may affect internal
Kreitner, R., & Kinicki, A., (2004). Organizational Behavior (6th ed.). New York: McGraw- Hill/Irwin. pp. 406- 441.
Kinicki, A., & Kreitner, R. (2009). Organizational behavior: Key concepts, skills and best practices (customized 4th ed.). New York, NY: McGraw-Hill Irwin.
A psychological contract expresses the combination of beliefs and mutual understandings shared by an individual and an employer with regard to the expectations of one another in the workplace. It can be described as the set of reciprocal but not necessarily articulated expectations that exist between individual employees and their employers (Maunder, 1998). Although it is possible to examine a psychological contract in a “snapshot” in time, it is important to understand that is “organic” i.e. developmental and “living”. A snapshot taken in the first months of an employment relationship will be very different from one taken in the same relationship several years later. As defined by Schein:
McShane, S.L. and Von Glinow, M. A. (2009). Organizational Behavior: Emerging knowledge and practice for the real world. McGraw-Hill.
McShane, S.L., Olekalns, M. & Travaglione, A. 2013, Organizational Behavior: Emerging Knowledge, Global Insights 4th ed., McGraw-Hill, Sydney.
Psychological contract is the unwritten contract that illustrates a set of expectations exists between the individual and the organisation (Sonnenberg et al, 2011). Svensson & Wolven (2010) point out that it can be a relationship between the members of a group, the people who work in the same company, department or organisation, several groups or parties in an organization, etc. It includes the work performance requirement, job security, training, potential development, compensation and subside. Psychological contracts are the mental representation based on belief or perception, so it may help the employees and employers get rid of a complicated employment relationship. For instance, the employees and employers may understand very clearly about the terms and conditions and what they have been agreed upon. The perception of each individual is very important and essential (Ekelund et al, 2010, 1438). Thus, when they work in a high competitive group, it could motivate them to implement their work consciously. Combined with a few exceptions, some researches cite that psychological contract is only regarding to the employee–manager relation and the term that mostly...
The relationship between employer and employees plays a pivotal role in the performance of the organization. Employers and employees have certain responsibilities towards each other which facilitate a fair and productive workplace. Positive work relationships create a cooperative climate with effort towards the same goals. Conflict, on the other hand, is likely to divert attention away from organizational performance.
Robbins, S. P., & Judge, T. A. (2011). Organizational behavior (14 ed.). Upper Saddle River, NJ: Pearson.
In today's time of raising globalization, economies determined by benefit and yearly turnover are on the ascent which thusly prompts the advancement of agreement work. The arrangement of utilizing contract work is predominant in most commercial ventures in diverse occupations including talented and semi gifted employments. It is additionally normal in farming and related operations and to some degree in the administrations division. Representatives, who don't work straightforwardly for an association, however are utilized by a firm that has an agreement to do particular work for the association is known as contract workers. A laborer is considered to be utilized as Contract Labor when he is contracted in association with the work of a station by or through a Contractor. Contract workers are aberrant representatives; persons who are enlisted, administered and compensated by a Contractor who, thusly, is remunerated by the stronghold. Contract work must be utilized for work which is particular and for positive span. Contract work, all around is not borne on pay move or is paid specifically. The thought of agreement work can undoubtedly be understood from the accompanying case – let us accept that An is an industrialist who needs to assemble a manufacturing plant for which he enlists a singular, B to accomplish the occupation. B, thus procures other individuals X, Y and Z to deal with building the processing plant. It is worth noting that that X, Y and Z require not so much be enlisted by B with the assent of A. A may not even think about this agreement however B going about as a middle person has entered into an agreement with the previously stated people to accomplish A's work. These individuals X, Y and Z who have no...
As we have discussed in this course employee relations are a very important concept for organizations to pay attention to. As defined in the Dailey lectures employee relations is “The psychological contract between employee and manager” (Slide 2, Introduction to communication). This definition illustrates that there is an obligation from employers to their employees. The Dailey lecture also offered another definition of employee relations from Cambridge Dictionary, which defines employee relations as “the relationship between employees and managers in a company, especially whether the employees feel happy with their working condition and involved in making decisions” (Cambridge Dictionaries Online). Communication is a very important ingrained
Kolb, D. A., Osland, J. S., Rubin, I. M., & Turner, M. E. (2007). The Organizational Behavior