Download - Man 3240/Sop 3662 Term A – M/W 11:00-12:15 Syllabus – Fall 2003 Professor: Dr. Marian C. Schultz
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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 1Chapter 1
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PSYCHOLOGICAL PSYCHOLOGICAL CONTRACTCONTRACT
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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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
ObjectiveObjectivess
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OBOB
Multidisciplinary Three Levels of Analysis: Individual, Group, and
OrganizationalEnvironmental ForcesPerformance OrientationApplied OrientationChange Orientation
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Environmental Changes Environmental Changes Impacting Psychological Impacting Psychological
ContractsContractsTechnological changeRate of change in the business
environmentGlobal economyChanging economic conditionsUncertainty for workersPerformance, flexibility and innovation
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Psychological ContractsPsychological ContractsReengineeringDownsizingMergers and acquisitionsOutsourcing and subcontracting of workContingent and temporary employment for
peripheral employeesFewer full-time jobs and core employeesRelatively low union representationLess job security
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ModelModel
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Broken ContractsBroken Contracts
Outrage, shock, resentment, angerDecreased trust and good faithDecreased job satisfactionDecreased productivityDecreased attendanceTurnoverCause
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Workforce Changes Impacting Workforce Changes Impacting Psychological ContractsPsychological Contracts
Demographics
Nomadic nature of the workforce
Changing complexion of the workforce
Changing value trends
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A Nomadic Work ForceA Nomadic Work Force
13 different jobs for the average high school or college graduate
– 3.5 years on each job
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Self-Fulfilling Prophecy
People perform in accordance with expectations
People do what gets rewarded
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Mental MapsMental 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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Why Generations Why Generations DifferDiffer
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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Who are we?
How do we come across to others?
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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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Education
Family
MilitaryMusic
Money
Media
Media
Friends
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Significant Emotional Event
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Manage Gen XManage Gen X
Vary assignmentsTeach new skillsTeach mannersKeep in the loopTie praise to a concrete rewardKeep it fun
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Advantages of Advantages of Committed EmployeesCommitted 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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...Advantages of Commitment ...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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Earning Employee Earning Employee CommitmentCommitment
Commit to people-first values:
Put it in writing
Hire right-kind managers
Walk the talk
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Earning Employee Earning Employee CommitmentCommitment
Clarify and communicate your mission:
Clarify the mission and ideologyMake it charismaticUse value-based hiring practices
Stress values-based orientation and training
Build the tradition
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Earning Employee Earning Employee CommitmentCommitment
Guarantee organizational justice
comprehensive grievance procedure
two-way communications
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Earning Employee Earning Employee CommitmentCommitment
Create a sense of community
Build value-based homogeneityShare and share alike
Emphasize barn-raising, cross-utilization, and teamwork
Get together
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Earning Employee Earning Employee CommitmentCommitment
Support employee development
Commit to actualizing/developing peopleProvide first-year job challengeEnrich and empower; promote from withinProvide developmental activities
Provide employee security; no guarantees
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