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澳洲作业:心理契约的理解

论文作者:www.51lunwen.org论文属性:作业 Assignment登出时间:2017-05-17编辑:cinq点击率:1076

论文字数:2000论文编号:org201705171652471781语种:英语论文 English地区:澳大利亚价格:免费论文

关键词:澳洲作业留学生作业心理契约

摘要:本文是澳洲留学生作业范文,主要内容是讲述心理契约的相关定义,以及通过批判性的评价心理契约相关概念及相关内容。

澳洲作业:心理契约的理解
A Understanding Of Psychological Contract 

本文将批判性地评价心理契约的概念,为什么对当代雇佣关系的管理有重要的理解。带着这个目的,本文将考虑鉴定以及心理契约对员工的动机和是否组织发挥作用的评价认识当代劳动关系,这是进一步将揭示某些重要原因概念的心理契约和雇佣关系。
理契约是雇主与雇员之间的一种信念。承认和给予过程的相互承认。一个例子可能是雇主将提供激励措施,如公司汽车旅行,工作和培训,以发展和培育他们。作为回报,员工可以提供他们的忠诚和承诺的动机和实现其最大的潜力,以实现既定的目标和目标。在这种情况下,雇主和雇员都是双赢的局面。

This essay will intend to critically evaluate the concept of the psychological contract and why is an understanding of this concept important to the management of contemporary employment relationship. With this aim, the essay will take into account the identification as well as the evaluation of the role played by psychological contract on employee's motivation and whether organisations acknowledge the contemporary employment relationship, which is further expected to reveal certain crucial reasons behind the concept of the psychological contract and employment relationship.

The psychological contract is a set of beliefs between employers and employees. With a mutual recognition of take and give process. An example could be that an employer will provide incentives, such as a company car to travel to work, and training to develop and nurture them. In return the employee can provide their loyalty and commitment to being motivated and achieving their maximum potential to achieve set goals and objectives. In this case it's a win-win situation for both the employer and employee.

However the psychological contract is unwritten and changes with time, as new challenges and threats occur in the business environment. This can affect the psychological contract, in which case may be breached. This would have a subsequent negative effect as it may lead to lack of motivation, no interest and determination in succeeding and overall loss of performance as a result. Heery, E and Noon, M (2001) suggests that employers should offer individual development to employees that offer commitment and high performance to an organisation.

Literature review 文献综述
In relation to the cultural perspective, the concept of psychological contract fundamentally focuses on the shared values and common perceptions deciphered by the employers and their employees, which is further believed to enhance the employee and employer relationship. Guest et al (2008) describes the psychological contract as being concerned with assumptions that form and govern behaviour. The breach of the psychological contract has the adverse effect of negative job satisfaction and commitment and this filters through to the overall working environment and performance of an organisation. In some cases this may not be illegal but will ruin the trust and harmony within both the employees and employers relationship. According to Gennard and Judge (2002), employee relations are about ensuring organisational change is accepted and implemented. The employee relation has expectations of how each will behave towards the other. Schien (1978) and Gennard and Judge (2002) say that the psychological contract is a set of unwritten, mutual expectations between an individual employees and the organisation. Employees develop a set of informal unwritten expectations based on the notion of the employment contract. This is based on trust, job satisfaction, incentives, job security, training and development and further career promotions.

The concept of psychological contracts has gained considerable importance in today's con论文英语论文网提供整理,提供论文代写英语论文代写代写论文代写英语论文代写留学生论文代写英文论文留学生论文代写相关核心关键词搜索。

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