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UWFUWF Man 3240/Sop 3662 Term A – M/W 11:00-12:15 Syllabus – Fall 2003 Professor: Dr. Marian C. Schultz Journals Logos Roster Team Names
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Chapter 1
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UWFUWF PSYCHOLOGICAL CONTRACT An individual’s beliefs, shaped by the organization, regarding the terms and conditions of a reciprocal exchange agreement between individuals and their organization.
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UWFUWF Define and understand the importance of the psychological contract Explain the self-fulfilling prophecy Describe the external influences that affect workplace expectations Explain the pinch model Make a psychological contract Objectives
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UWFUWF OB Multidisciplinary Three Levels of Analysis: Individual, Group, and Organizational Environmental Forces Performance Orientation Applied Orientation Change Orientation
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UWFUWF Environmental Changes Impacting Psychological Contracts Technological change Rate of change in the business environment Global economy Changing economic conditions Uncertainty for workers Performance, flexibility and innovation
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UWFUWF Psychological Contracts Reengineering Downsizing Mergers and acquisitions Outsourcing and subcontracting of work Contingent and temporary employment for peripheral employees Fewer full-time jobs and core employees Relatively low union representation Less job security
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Model
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UWFUWF Broken Contracts Outrage, shock, resentment, anger Decreased trust and good faith Decreased job satisfaction Decreased productivity Decreased attendance Turnover Cause
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UWFUWF Workforce Changes Impacting Psychological Contracts Demographics Nomadic nature of the workforce Changing complexion of the workforce Changing value trends
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UWFUWF A Nomadic Work Force 13 different jobs for the average high school or college graduate – 3.5 years on each job
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UWFUWF Projected Year 2020 Workforce 50%Women 68%White non-Hispanics 14%Hispanics 11%African Americans 6%Asians
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UWFUWF Self-Fulfilling Prophecy People perform in accordance with expectations People do what gets rewarded
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UWFUWF Mental Maps Our images, assumptions, and stories about every aspect of the world that determine what we see and how we act.
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UWFUWF Why Generations Differ Each generation is a product of historical events that shape their values and views of the world Emotional memories shape feelings about institutions, authority, materialism, family and careers
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UWFUWF Who are we? How do we come across to others?
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UWFUWF Our behaviors are absolutely correct for the time we grew up! Different is good…we just have to work with it!
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UWFUWF Education Family Military Music Money Media Friends
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UWFUWF Significant Emotional Event
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UWFUWF Manage Gen X Vary assignments Teach new skills Teach manners Keep in the loop Tie praise to a concrete reward Keep it fun
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UWFUWF Advantages of Committed Employees Have the self-control required for teamwork, empowerment, and flatter organizations Display organizational citizenship behavior that benefits the organization Are “willing to help”
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UWFUWF...Advantages of Commitment Have better attendance records Stay with the company longer Work harder at their jobs Adapt better to unforeseeable occurrences Perform better
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UWFUWF Earning Employee Commitment Commit to people-first values: Put it in writing Hire right-kind managers Walk the talk
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UWFUWF Earning Employee Commitment Clarify and communicate your mission: Clarify the mission and ideology Make it charismatic Use value-based hiring practices Stress values-based orientation and training Build the tradition
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UWFUWF Earning Employee Commitment Guarantee organizational justice comprehensive grievance procedure two-way communications
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UWFUWF Earning Employee Commitment Create a sense of community Build value-based homogeneity Share and share alike Emphasize barn-raising, cross-utilization, and teamwork Get together
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UWFUWF Earning Employee Commitment Support employee development Commit to actualizing/developing people Provide first-year job challenge Enrich and empower; promote from within Provide developmental activities Provide employee security; no guarantees
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