Essays on Psychological Contract between a Worker and the Employer Essay

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The paper "Psychological Contract between a Worker and the Employer" is a good example of an essay on human resources. For most companies, the workforce is hired on the condition that an employment contract is satisfactorily signed between the employer and the employee. The contract carries a set of regulations that are to govern the activities and interaction of the employer and the employee, in addition to specifying the responsibilities of each party in order to ensure the undisrupted operation of the company. A legal employment contract is understood as a category of a contractor that attributes mandate and responsibility and is governed by law.

The contract defines the obligation and terms under which an employer and employee-related. Of concern in this paper is the psychological contract between a worker and the employer. This kind of contract specifies the expectation that each party holds with regard to the other. The parties involved in this kind of contract, just like other contracts are the employer and the employee. This read however covers the issues involved in the psychological contract from the employer's point of view.

Therefore, the employer expects that the employer is to carry out his expected duties in the workplace, to be obedient to the higher authority above him in the Raffle Hotel, and to carry out his responsibilities without unnecessary absenteeism from the workplace. In the case of change of management of an organization, as in the case of Raffles Hotel undergoes a merger, that, the employers have to review the contracts of employment with the employees. The psychological contract of employment in this case is then reviewed as well. Its initiation begins with the normal step of hiring new labor into the company.

A discussion ensues and both parties exchange views on what they are capable of offering in their relationship. Upon reaching an agreement, the employer then initiates a contract form that is standard, which had the details of the employee's duties defined by his work. However, it should be noted that any statement made in the interview process, whether written or not, accounts for the terms of employment thus should not be breached whatsoever, since they stand a chance of being recalled and adding up to expectations of the employer or employee on the other party (Lan Sun, 2011).

References

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LAN SUN (2011). The Core Competencies and Strategic Management of Raffles-A Case Study of Singapore Hotel Industry. International Journal of Innovation, Management and Technology, Vol 2, No 4.

MACHADO, C., & DAVIM, J. P. (2013). Human Resource Management and Technological Challenges. Dordrecht, Springer. http://public.eblib.com/EBLPublic/PublicView.do?ptiID=1593074.

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