Psychological contract presentation
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An introduction to psychological contracts and how they can hurt or improve your organisation. This explains that the PC is about the emotional rather than the contractual relationship.
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Psychological contract presentation
- 1. The Psychological Contract What on earth is that?
- 3. This is not another name for a contract of employment
- 4. It represents the emotional relationship between employee and employer
- 5. Focuses on What employee expects in return for their loyalty and commitment at work
- 6. Mostly it goes unnoticed
- 7. Only really comes to the fore when there is conflict at work and relations between employee and employer is strainedCopyright New Dimensions 2011
- 8. ‘…there is conflict at work and relations between employee and employer is strained…’ Copyright New Dimensions 2011
- 10. The public sector tends to have very strong PC’s
- 11. Key to this has always been the strong sense of job security local government work has offered
- 12. The current redundancy round has blown a serious hole in this belief
- 13. This has diminished trust and badly impacted on PC’s
- 14. … but have employers noticed??? Copyright New Dimensions 2011
- 15. Loss of job security has diminished employees trust and badly impacted on PC’s Copyright New Dimensions 2011
- 17. Anti management rhetoric builds
- 19. Conflicts become very bitter
- 20. … basically life becomes tough!Copyright New Dimensions 2011
- 22. People recognise they have much to lose and can be motivated to ‘fight for their rights’
- 23. Disputes can become very involved and highly emotionally chargedCopyright New Dimensions 2011
- 25. Critically the feelings of those who ‘survive’ the process is often ignored; we just assume the will be happy to remain employed.
- 26. Not so!!!Copyright New Dimensions 2011
- 27. Of course the survivors will be happy – wont they? Copyright New Dimensions 2011
- 29. Survivors can often prove to be very resistant to change
- 30. Very disgruntled survivors may act as blockers to change and progress
- 31. Failure to address this issue may have a significant adverse impact on any change programme. Copyright New Dimensions 2011
- 32. Post Change – employees can adopt a number of roles: Copyright New Dimensions 2011
- 34. Focus needs to be on moving people from the negative bottom quadrants to the positive top.
- 35. Oddly people’s positions can move best to the diagonal opposite
- 36. Start with your senior people first –don’t assume your managers are fully engaged!Copyright New Dimensions 2011
- 38. Recognise the loss and rebuild moral and trust and where possible offer a new deal (replace job security with something new like enhanced marketability)
- 39. Whatever you do, do it before you implement any change programmesCopyright New Dimensions 2011
- 40. Replace old deal with a new deal: Copyright New Dimensions 2011
- 41. Is the Psychological Contract impacting on your change programme? If you would like further help or support on any of these change issues please contact us on: info@newdimensions-sw.co.uk or follow us on-line at: www.newdimensions-sw.co.uk You may also find our other presentations helpful: People Through Change - http://ow.ly/5QnOj Managing problem people at work - http://ow.ly/5QnC1 Working SMARTer not HARDer - http://ow.ly/5QnYX Copyright New Dimensions 2011