Psychological Contract With an Introduction

¶ … psychological contract with an Introduction to Organizational Behavior. What are your expectations and learning goals regarding organizational behavior and/or experiential learning? What expectations do you have for the facilitator and fellow students? What qualities would help create a positive organizational culture?

One of the rudest awakenings upon entering the job market is that organizational decisions are not always made logically, or are the result of factual analysis. The 'cold slap in the face' that I experienced during my early days in the workforce was not due to the long hours I spend at work, because I am a dedicated employee. Instead, the 'rude awakening' I experienced was the influence of personality conflicts upon decision-making at work. Quite often, more powerful and aggressive personalities at a workplace determine the types of decisions that are made. In other cases, past protocols are blindly followed and individualistic creative problem-solving to new challenges is not embraced, because of the status of person who advances the new solution.

In this class, I would like to learn how to gain a greater understanding of how different personality types operate within an organizational framework, and understand how the holistic influence of an organization influences human relationships. Personalities and organizational structure both have an effect upon policy and business decisions. People affect organizations, yet the organization as a whole often has a character that is more complex than the sum of its component parts.

By discussing my 'real life' learning experiences' within my organization with organizational outsiders (members of the class and the facilitator) and looking at my organization through an academic lens, I hope to gain some distance and perspective upon my workplace and my own behavior. Ideally, the different temperaments in the workplace should improve and advance productivity, rather than inhibit it. A positive organizational culture is tolerant of diversity of opinions and organizational styles, even while all workers embrace a similar, common mission.

Q2. What dynamics and risks are present in the hiring and supervision processes that keep employers and employees from openly discussing assumptions regarding psychological contacts? When is it good to discuss your initial expectations and/or changing expectations with an employer? Although violations of perceived psychological contacts are common, these "pinches" usually do not result in an employee's exit from a company. How do employees adjust and how might it affect their attitudes toward their jobs? Have you had this type of conversation with a supervisor, and if so, what was the outcome?

Because of the fear of not being hired, few employees (including myself) are willing to discuss initial expectations with a supervisor upon entry into a company. However, during performance reviews, provided the relationship with the supervisor is strong, the topic of opportunities regarding personal growth may be broached. There is always reluctance even then about making the discussion too 'personal.' In some instances, this discussion can be a positive experience for employees, as it can enable them to be more honest in a workplace context. Other employees, particularly if they are not a good fit with the organizational culture to begin with, or do not have warm relations with their supervisor, may feel uncomfortable with such a discussion.

Q3. Briefly describe an organization (government) you have been part of in terms of its organizational culture. What were the organization's norms of behavior? Di the organization reward teams or star players? What were the organization's attitudes toward conformity? What type leadership was displayed?

The government is an organization that is heavily dependent upon standard operating procedures. Many people complain about bureaucracy and red tape when dealing with government institutions. This is not entirely the average government worker's fault: employees must obey certain standard operating procedures. The problem with such an approach is that individual creativity and excellence is not encouraged.