psychological dimensions of employment by uma ganesh

8/9/2019 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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psychological dimensions of employment by uma ganesh

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