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According to Mathis, Jackson and Valentine (2013) the Psychological Contract refers to the unwritten expectations employees and employers have about the nature of their work relationships.
Thankfully I have worked for more employers who have, for the most part, gotten the psychological contract right. I am an extremely engaged employee. I always say “ I work like I own the place”. Do not misunderstand, I am no Miss Goody Two Shoes but I work very hard to uphold my end of the psychological contract. Therefore, after working overtime for the majority of a fiscal year, taking on special projects (notice the “s” at the end and I was actually appointed by company execs to a couple of projects ) and then consistently demonstrating that my worth,
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However, with that being said, the reality of how my company executed the psychological contract also triggered me to make adjustments on my end. Needless to say my motivation to perform suffered a serious decline. Not necessarily because I did not get a raise but, because I gave more than what was required and received absolutely nothing extra in return. Well I did get some advice on how I could exceed expectations. This advice did not give me any desire to want to do more. For the first time in my life I actually decided mediocrity was just fine, because this company was after blood, sweat and tears and they feel no need to fairly compensate for anything less than those three elements. This blood, sweat and tears concept is not healthy and certainly does not promote a job-life balance. Gallo (2013) states that organizations that breach the psychological contract and do not effectively communicate sound reasons for the breach may decrease their employees’ motivation to perform tasks that would be helpful in meeting organizational
harm us in the long run. The ego's job is to placate the id, whilst
...ject. To be a psychologist you have to be a good listener and know how to relate to people’s problems as well as other things. Just like every job there are drawbacks, but don’t all jobs have some sort of drawbacks? Being a surgeon you make great money but there’s so much schooling involved and bad hours but in the end you do what you enjoy and all your hard work pays off.
JOHNSTON, D. W., & WANG-SHENG, L. (2013). EXTRA STATUS AND EXTRA STRESS: ARE PROMOTIONS GOOD FOR US?. Industrial & Labor Relations Review, 66(1), 32-54.
A contract of employment is an agreement between an employer and employee, forming the basis of an employment relationship; enforceable by law. Contracts of employment may be given orally or in writing: Employment Rights Act 1996 s 230(2) and commence immediately. Actual written contracts require an employee's signature and the signature of a company representative. Contracts of employment can involve both express and implied terms and can appear in many forms. The express terms, being those which both parties have agreed to, whether by signing a contractual document or acting in a particular way are seldom found in just one document. Terms are repeatedly found in an array of documents, whether they be from the actual formal contract, written statements or an employee handbook. The two latter documents are just some examples of prima facia non contractual documents.
The aim of this essay is to analyse four theoretical approaches to psychology, including psychodynamic, humanistic, cognitive and behavioural. Analysing each approach in detail and identifying key features the approach uses to explain human behaviour. This essay will also analyse how successful each approach is in it methods, evidence gathering techniques and analyse how it can be applied to giving reasons for particular human behaviours. As well as analysing each approaches failings in it theories, methods and evidence gathering techniques.
This essay will in turn look at the behaviorist, Psychodynamic, and Humanistic approaches to Psychology. It will evaluate the assumptions and contributions for each approach. Behaviorists emphasize the relationship between the environment surrounding a person and how it affects a person’s behavior. They are primarily concerned with observable behavior, as opposed to internal events like thinking and emotion.
The psychological theory is how they suspect people to have negatively been affected as children or something that causes them to go over into insanity. It is the scientific study of human behavior and mental process which attempt to uncover why we do what we do. There are many other different types of the psychological theory. Some theories have fallen out of favor, while others remain widely accepted, but all have contributed tremendously to our understanding of human thought and behavior. By learning more about these theories, you can gain a deeper and richer understanding of psychology's past, present and future.
The psychodynamic theory encompasses both Freud and Erikson. Freud believed the three components of personality were the id, the ego, and the superego. The id is responsible for all needs and urges, while the superego for ideals and moral. The ego moderates between the demands of the id, the superego, and reality. However, Erikson believed that personality progressed through a series of stages, with certain conflicts arising at each stage. Success in any stage depended upon successfully overcoming these conflicts. The advantage to psychodynamic is that it encompasses the individual, meaning that the theory looks at personality from childhood all the way into adulthood. The disadvantages of this theory are that it cannot be tested validly. Therefore,
... Vandenberghe, C. (2004). Employee commitment and motivation: A conceptual analysis and integrative model. Journal of Applied Psychology, 89(6), 991-1007. doi:10.1037/0021-9010.89.6.991
The creation of a strong working psychological contract is dependant on the commitment and effectiveness of the employee within in the organisation. The extent to which their own expectations of what the organization will provide for them and what they owe the organisation in return must match the organisation’s expectations of what it will give and get in return (Schein, 1965).
Foundational thought is concerned with the theories of knowledge that are based on a certain belief. In psychology, the fathers of psychology made a great contribution to the thoughts and knowledge they made and they are behind the knowledge of psychology in place. Many fathers of psychology have made a remarkable contribution to the subject although their arguments are facing criticism by modern psychologists.
The field of psychology has opened different hypothesis from a variety of theories with the aim of studying the behaviour of humans being as a result they concluded with five psychological perspectives. Behaviourist, Biological, Psychodynamic, Cognitive and Humanistic perspectives are the deduction after a depth study of mental activity associate to human behaviour. In this essay I will be comparing two psychological perspectives according to aggressive behaviour.
Personal engagement based on psychological meaningfulness is when a sense of the value of their work and feel that they are receiving a return on an investment of self in the performance of their role (Saks & Gruman, 2014). When psychological meaningfulness is generated the person feels valued, useful and worthwhile about the work they’ve done. Usually influenced when work incentives for investments are involved (Kahn, 1990). A factor that correlates with psychological meaningfulness is job enrichment and role fit. This factor positively correlates because it integrates task characteristics, role characteristics and work interactions (Kahn, 1990). This illustrates when an employee job/task is more involving and challenging and making them feel independent of the work they’ve accomplished. A scenario that can represent psychological meaningfulness would be understaffed nurses working in the Intensive Care Unit (ICU) receiving a trauma patient on a busy day, the administration (Doctors) may show their appreciation to the staff by ordering lunch for their hard work and to show they value their staff and their effective productivity. As a result, the nurses will feel valued in the work they’ve done after overcoming a challenging
Organisational change can cause stress for employees at all levels of an organisation, one of the main causes of increased employee stress during organisational change is employees’ perception of organisational change as a threat; many employees feel that there may be a threat to their job security, their status, or their ability to achieve if the conditions of their work are altered (Dahl, 2011). Employees may face changes in their written contracts and also in their implicit psychological contracts during organisational change, the change to these unwritten contracts can result in increased stress due to feelings of anger or betrayal by employees as they feel that they no longer know what to expect from their employer (Robinson & Rousseau, 1994). In addition, if employees do not feel that the organisation acts in a fair and just way they are more likely to
Sonnenberg, M.; Koene, B.; Paauwe, J. (2011) Balancing HRM: the psychological contract of employees - A multi-level study, Personnel Review, 40(6), 664-683