The Psychological Contract Theory

Another reason for change might be some new technology that will definitely improve and help develop the business such

Every human being is an unique individual. This is an undeniable fact, thus organisations have to explore the various antecedences of the psychological contracts between employees and the organisation. Employees have different perceptions and thinking over the concept of psychological contracts. Generation Y is slowly filling up the positions in contemporary organisations. Therefore, what are the influencers revolve around this power craving group of people? Research has concluded that employees and employers have different perceptions on job support and resources (Attridge 2009, 392; Kahn 1990, 708) and even job satisfaction (McShane and Travaglione 2007, 180).

Businesses are facing a dichotomy between wanting to chalk out an all-time structure and strategy for their organization, and recognizing that their world is in a constant state of flux [3]. For most of the 20th century they were largely focused on the static elements of this dichotomy. However, in the last decade changes have become more frequent and more dramatic, so much so that a whole branch of management is now devoted to the subject of change itself.

In this ever-changing modern day business environment, organizations should always be ready to adapt to the ever-changing concepts and customers’ needs. Both internal and external factors influence the kinds of changes that take place in any business or organization. As of the complex adaptive systems, in order to keep up with the constant upcoming changes, they need to keep on revising their goals and objectives. They can do this by assimilating to any current changes present in society.

Any business in today's fast-moving environment that is looking for the pace of change to slow is likely to be sorely disappointed. In fact, businesses should embrace change (Richards, 2012). Change is important for any organization because, without it, businesses would likely lose their competitive edge and fail to meet the needs of what most hope to be a growing base of loyal customers.

Change is inevitable. Changing is not always welcomed but it is necessary for organizations to maintain their place in the world. Successful organizations thrive because they have a vision, a mission

Leading and managing change require a solid theoretical foundation. This assignment will research the theoretical elements of change and change management. Addressed will be the following: Organic Evolution of Change, Formulating Strategic Development Approaches, Leadership and Management Skills and Gathering and Analyze Data. As societies continue to evolve and changing demand creates the need for new products and services, businesses often are forced to make changes to stay competitive. The businesses that continue to survive and even thrive are usually the ones that most readily adapt to change. A variety of factors can cause a business to reevaluate its methods of operation. According to literature from the past two

For this study the authors gave five hypotheses. These hypotheses were related to the mediating roles of psychological contract fulfillment, need for change and trust. Trust being the only one included in three of the hypotheses. For hypothesis 1 the authors hypothesized that psychological contract fulfillment moderates the relationship of attitude toward change and change information, therefore change information is positively correlated to psychological contract fulfillment. Furthermore psychological contract fulfillment would be positively correlated to behavioral, affective, and cognitive dimensions of attitude toward change. For hypothesis 2 it was hypothesized by the authors that perceived need for change influences the relationship between change information and attitude toward change showing that change information and perceived need for change are positively correlated. Also that perceived need for change is positively correlated to the behavioral, affective, and cognitive dimension of attitude toward change. For hypothesis 3a, it was hypothesized that trust moderates the relationship between attitude toward change and change information, therefore there’s a positive correlation between trust and change information, and trust and the affective, behavioral, and cognitive dimension of attitude toward change. Furthermore, for hypothesis 3b, the authors hypothesized that trust affected psychological contract fulfillment in a positive way. Lastly, for

Week 3, the lecture on Managing Change describes organizational changes that occur when a company makes a shift from its current state to some preferred future state. Managing organizational change is the process of planning and implementing change in organizations in such a way as to decrease employee resistance and cost to the organization while concurrently expanding the effectiveness of the change effort. Today's business environment requires companies to undergo changes almost constantly if they are to remain competitive. Students of organizational change identify areas of change in order to analyze them. A manager trying to implement a change, no matter how small, should expect to encounter some resistance from within the organization.

The purpose of this paper is to discuss organizational change and the management of that change. I will talk about the different drivers of change, the factors a leader needs to weigh to implement change effectively, the various resistances a leader may encounter while trying to implement change, and how various leadership styles will effect the realization of change. I will also discuss the knowledge I have gained through the completion of this assignment and how I think it might affect the way I manage change in my workplace.

Introducing organisational change is often hard, the main reasons for that can be variation in perceptions of the employees, fear of disruption or failure and underlining the right approach to apply change. Then even if the change in a specific organisation is projected successfully there is still lot to be done to manage it in an appropriate way (Oakland, 2007).

1.1 Change management is described by Armstrong (1) as “the process of achieving the smooth implementation of change by planning and introducing it systematically taking into account the likelihood of it being resisted”. Change, the fundamental constant in any successful organisation, can be adaptive, reconstructive, revolutionary or evolutionary and can happen for a number of diverse reasons:

Critically evaluate the utility of the psychological contract for understanding the contemporary employment relationship. (2500 Words)

Changing situations throughout the world affect all organizations in business today. Therefore, most organizations acknowledge the need to experience change and transformation in order to survive. The key challenges companies face are due to the advancements in technology, the social environment caused by globalization, the pace of competition, and the demands regarding customer expectations. It is difficult to overcome the obstacles involved with change despite all the articles, books, and publications devoted to the topic. People are naturally resistant to fundamental changes and often intimidated by the process; the old traditional patterns and methods are no longer effective.

For any business in the rapidly evolving world of business, planning and implementing successful organizational change is indispensable. Essentially, organizational change refers to a process whereby an organization strives to optimize performance in order to achieve its ideal state characterized by high performance and profitability (Côté & Mayhew, 2014). Any business would be more likely to lose its competitive edge, as well as fail to meet the demands of its loyal consumers if it doesn’t plan and implement change. Weiss (2012) emphasizes that all organizations ought to embrace change, and it’s imperative to note that successful organizational change doesn’t involve simple process of adjustments; instead it requires appropriate change management capabilities.