Psychological Contract Case Solution
Psychological Contract is one of the commonly used aspects of the organization which is employed by the companies to maintain workplace relationship between the employee and employer as well as it analyzes the human behaviors. Chris Argyris and Edgar Schein were the first to introduce the definition and description of Psychological contracts in 1960's.During this period, many experts shared their ideas and subjects regarding this topic. Moreover, it is a profound and diverse concept and is close to a broad range of theoretical studies and interpretation. The primary objective of Psychological Contract is to maintain the relationship between the employees and employers and its principal concern based on the expectation of achieving the maximum outcome and inputs from the employees.
Psychological Contract focuses on the feeling and standpoints of employees as well as requires the full understanding of the employees’ needs and requirements. Moreover, it is necessary for the employers to encouragetheiremployees as through that the companywould easilyunderstand the feelings and standpoints of the employees. As far as employment is concerned, Psychological Contract shows the balance and fairness among the employers and workers which explains how the employer treats his/heremployees in the organization and what effort do the employees put into theirjobs. Moreover, the statement of ‘employee’, ‘workplace' or ‘staff' is equally appreciated in the entire description.
The concept and principles of Psychological Contract would not only apply to the organization but it can also be used in both situations; human relation and wider community. Psychological Contract is less understandable in the other parts of the societies where people are less aware of the facts of the organization as well as other agencies do not share theirmutual benefits and usefulness with each other. Moreover, an organization should maintain an active relationship with itspeople so that the employees would perform their tasks efficiently. On the other hand, it is necessary for the employers to give importance to theiremployees and must understand the feelings and certain points of the employees, sinceit would help the company in maintaining effective relationship between the employers and employee, which would also bring improvement to the performance level of the organization.
The Psychological Contract is not based on the tools and techniques,however, it is based on the philosophy of the system. In reflecting this scheme, the organization would achieve positive results which would help the company in changing its dynamics of operating. Moreover, compassion, objectivity, respect, fairness and empathy are the qualities of the Psychological contract. These conditions usually help the organization in achieving its expected outcome and input from the society.
Definition and Usage of Psychological contract
Under the context of management, human resource, and economics, Psychological Contract is entirely based on the expectation of the workers or staff towards the manager. Moreover, this contract does not need a physical document as it is in the form of traditional expectations which employees have towards their manager. It represents the rights, obligations, rewards and basic senses that the workers consider getting from their employers, in a revisit of their work and loyalty.
However, according to the organizational perspective, the Psychological Contract is unique and significant as it helps the organization in understanding the nature of employees' jobs which they perform to achieve the organizational objectives and goals.
Psychological Contract can be used in association with an individual firm even when applied to numerous workers as the concept of this contract is to visualize the performances of the workers individually or in the group.
Psychological Contract is entirely exclusive from other documents or contracts. The characteristics of Psychological Contract are trust, understanding, and relationship which would subsist in one or number of workers as a replacement for legal document and a tangible piece of papers, which may be diverse from one executive to another.............
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