![]() ![]() It is these unsaid rules that we should hone in on. Whilst the most effective psychological contracts work because they are generally transparent and well-communicated between employees and employers, whether you are aware of it or not, you will be following a set of unsaid rules, either based on common sense, personal moral codes or politesse. Why should we use psychological contracts?įunny you should ask, because you’re probably already in one. The contract does this by identifying ‘mental models’ which demonstrate how employees and employers should interact with one another. Rousseau felt that the psychological contract could better specify the reciprocal expectations within a given organisation’s culture. Rousseau set out to improve the way employees and employers understand their professional relationship. ![]() The concept popped up when scholar Denise Rousseau set out to define an unwritten agreement between employee and employer. Who recognised the need for psychological contracts in the workplace? That being said, they are relatively resistant to change, and can diverge between individual party members and between whole corporations. Psychological contracts develop over time, evolving and adapting to the working culture of the organisation. In other words, it is a promise formed through daily interactions in the workplace, whereby the organisation learns to understand what is expected from each individual. The contract is influenced by the everyday actions and statements made within the workplace, and how they are perceived by all the parties involved. It pays particular attention to the ‘human side’ of a working relationship, rather than the purely commercial or transactional side. ![]() In theory, the psychological contract is used to maintain a positive employee-employer relationship by founding a set of mutually agreed ground rules. The psychological contract, by definition, represents the understanding of mutual expectations between employees and employers. You could refer to it as a mental document, if you like, that you and your employer internally sign. A psychological contract is distinct from your typical employment contract insofar as it is an unwritten, unofficial document. ![]()
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