Psychological Dimensions of Employment by Uma Ganesh
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What is psychological contract of job?
It represents the mutual beliefs, perceptions, and informal obligations
between an employer and an employee
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Employer Expectations Employee Expectations
Performance Job content
Collaboration Security
Flexibility Career development
Loyalty Financial rewards
Employability Work-life balance
Ethical Behavior Social atmosphere
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It is divided into two types:
Transactional: This is the economic or monetary base with clear
expectations that the organization will fairly compensate the performance
delivered and punish inadequate or inappropriate acts.
Relational: This is a socio-emotional base that underlies
expectations of shared ideals and values, and respect and support in the
interpersonal relationships.
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When the employer & employee expectations match each other,
performance is likely to be good and satisfaction levels will be high
As long as the values and loyalty persist, trust and commitment will
be maintained.
But a negative psychological contract can result in employees
becoming disenchanted, demotivated and resentful of authoritarianism
within the organization.
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Psychological contract breach may occur if employees perceive
that their firm, or its employers, have failed to deliver on what they
perceive was promised, or vice versa.
Employees or employers who perceive a breach are likely to
respond negatively.
Manager-subordinate mismatch may also cause a breach of the
psychological contract.
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An employer is required to provide each and every worker with an
accurate understanding of their roles and responsibilities. Consent in
the form of agreement to such a contract is required in the form of
signatures.
Once signing it the employee is obligated by their employment
contract and must comply accordingly to the employment terms,conditions and company policies contained therein
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1. Basic Employment Information
Name of Employer (Company Name)
Relevant Department of Employment
Address of Employer (P
hysical Business Address)Employee's Full Name
Job Title
2. CommencementofEmployment
The number of working hours required per week or per month
Your daily working hours
Lunch break details and when to take them
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Employment Probation Period:
A probation period is a new employee's opportunity to prove
their worth.
Employee Duties and Employer Expectations:
The employment contract will include information regarding
the employees roles and responsibilities.
The basicimportantissuesin job contractare:
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The basicimportantissuesin job contractare:
Remuneration Package and Payroll Information
Leave Entitlement
Particulars
Termination of Employment and Notice Periods.
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Workplace motivation is a potentially powerful tool that promises
increased retention, advanced performance, improved employee morale
and the reinforcement of key success-building behaviors
Enhanced levels of engagement are associated with a variety of
positive traits.
Engaged employees stay with employers longer, perform better, and
tend to foster a better customer experience.
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Workplace leadership
Workplace Education
Work environment
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Visionary Leadership:- Workers have continuous learning opportunity
with decision-making responsibility. Employees, with natural talent are
quickly recognized and their unique skill is quickly adapted to the
organization.As a result - efficiency of the workplace increases.
Standard Leadership:- Workers learn no more than necessary to do
their job. It is difficult to recognize natural talent when the job is to follow
orders without input. Unique ability is lost to the employee and the company.
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Who has the efficiency advantage?
Below are two warriors who will complete the job, but at what efficiency level? Each works under a
different leadership style that is based on organization priority, worker responsibility or command-and-
control leadership? These priorities produce different results, sometimes opposite, and cannot beconsidered equal. The organization's priority determines its leadership style.
Efficiency under worker responsibility!... People
who are first aware of elementary problems have full
authority to prevent or solve them while the problem
is minor. Management is not involved with them, they
are focused on new trends and technology.
Management's priority is to GET THE JOB DONE.
Efficiency under command-and-control
leadership!... The front line does not have authorityto solve or prevent elementary problems - they must
go through management before authority to take
action is granted. Some of these problems pile up and
become a never - ending burden on the front line
while other problems grow until they explode, at
which time they are recognized. Management ispreoccupied with the exploding elementary problems.
Management's priority is CONTROL.
Decision-making responsibility and learning opportunity work together. If an employer wants employees to
assume responsibility and make quality decisions, they must organize in a way that offers learning
opportunity.
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Formal training is time consuming and costly. Employees who developed
the habit of learning additional skills without instructors are valuable assets
to the company. This is possible in natural learning environments.
Team Responsibility:
Teams unite responsibility with learning opportunity. The team acquires
and shares knowledge for finding the best way to complete jobs efficiently.
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Team Intelligence:
A group of people with common interest, united in a common goal.
Team members share knowledge, searching for an efficient way to
reach a common goal.
The team inspires creative intelligence by:
Bragging and socializing.
Conflict and debate.
Trial and error.
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It mainly depends on:
1) Employee- employee relations
2) Employer-employee relations
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Motivation for Driven Growth:
proper motivation to promote growth and development. Hence, loyalty
to the company, extra effort and creative contributions will be made by
employees.
Affirmative Motivation:
incentives and opportunities can actually encourage people to
contribute to the company's growth - even outside of their normal duties and
responsibilities.
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The HumanAspect:
recognizing the various levels of motivation in a person makes for
a healthier working environment all around.
Recognizing the human aspect in the workplace can open the
doorway for the formulation of better office policies.
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1. Instill an inspiring purpose.
2. Provide recognition.
3. Be an expediter for your employees
4. Coach your employees for improvement.
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5. Communicate fully
6. Face up to poor performance
7. Promote teamwork
8. Listen and involve.
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Three key goals of people at work to maintain the enthusiasm employees bring to
their jobs initially, management must understand the three sets of goals that the
great majority of workers seek from their workand then satisfy those goals:
Equity: To be respected and to be treated fairly in areas such as pay,
benefits, and job security.
Achievement: To be proud of one's job, accomplishments, and employer.
Camaraderie: To have good, productive relationships with fellow employees.
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Providerecognition
Beanexpediterforyouremployees
Coachyouremployeesforimprovement
Communicatefully
Faceup to poorperformance
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