Role expectation as defined earlier may be understood in the context of psychological contract particularly at the place of work. Psychological contract can be looked upon as an unwritten agreement that sets out what management expects from employees.
Kolb, Ruben and McIntyre (1979) have argued that psychological contract is implicitly formed between the individual and the organization of which he/she is a member, that is, as soon as he/she accepts to work for the former. While the employer is expected to treat the employees justly and provide acceptable working conditions, commensurable with the mount of contribution or work done, the employees on their part are expected to adopt the right attitude, and keep to the rules of the game by making reciprocal contribution to the growth of the enterprise.
CRITICAL QUESTIONS
A critical analysis of the attitudes of managers of enterprises and those of the employees regarding their expectations of each other can be explained within the context of some vital questions: Forinstance, management may wish to ask:
1. How best can we manage our employees in order for us to maximize their individual contributions?
2. How best can we socialize our employees so that they can readily accept our rules, norms and expectations to belegitimate?
An employee, could on his/her part, ask:
2. How can I get the satisfaction and rewards that I want from thisorganization?
How best can I manage my own career so that my socialization takes place in organizational atmosphere that can enhance my personal growth and development?
Honest response to these questions, and adoption of the solutions that could emanate from them should certainly bring about a valid psychological contract between management and their employers.
SELF ASSESSMENT EXERCISE
What do you see as implications of the above questions to you as a prospective employee or employer?
4.0 CONCLUSION
In this unit you have learned about a number of psychological factors that tend to influence the way individuals behave in relation to the work they do. Some of these factors include their personality traits, their self identity, and self perception and role expectations. A careful analysis of these behavioural variable shows that the expectations and contributions of an employee, on the one hand, and those of the employer on the other, mutually influence each other
5.0 SUMMARY
A summary of what you have learned in this unit is given below.
With reference to personality trait factors, we indicated that what is needed to bear in mind is that certain personality types can be matched with certain jobs, as shown by the work of John Holland. Occupational Inventories and psychological tests have been used for the purpose. It was also shown that there are two types of self, the ‘I’ and ‘me’. The
‘I’ self consists of the way we perceive the world, while the ‘me’ self represents the way we appear to others. In other words, for effective functioning as employees, our perceptions and expectations should be in congruence with those of the employers.
Organization constitutes one system which an individual can establish his/her self identity as defined by his/her roles. The concept of life cycle has been explained as that which requires positive adjustment.
The ability to adjust psychologically enables a person to grow and develop through his/her career life. The concept of role performance and role identity has been emphasized. Role identity, which enforces self-identity, consists of all those behaviours that are consistent with certain roles. Perception has been defined as a cognitive process of which what an individual perceives may be at variance with what is actually real. By implication the way we perceive and interpret events, including our job roles may affect our performance positively or negatively.
Finally, the concept of psychological contract was fully discussed. However, a central point to note is that the benefit we receive from organization, and the benefits organization receives form our contributions can be determined and explained by the form of the psychological contract in operation: that is whether the contract is strong or loose.
6.0 TUTOR MARKEDASSIGNMENT
1. (a) Explain the rationale behind job matching as staff selection method
(b.) What advantage does psychological testing have over the selection interview?
2. (a) Identify the two aspects of self theory.
(b) What relevance is this theory to human behaviou in organization?
3. (a) Define the terms identification and internalization.
(b) How do they relate to individual’s identity?
(c ) How may identity crisis come about?
7.0 (a) What is the importance of socialization in organization?
(b) How may socialization be brought about in a technical institution?
( c) Outline three steps which management of a polytechnic or technical college can socialize its new academic staff.
7.0 REFERENCES/BIBLIOGRAPHY
Ekpenyong, L. E. (2000): “Motivation Theories and Motivational Strategies”. in Nwana,
O.C. and Mkpa, MA (Eds). Readings in Discipline and Motivation. Nigerian Academy of Education.: 162 – 171.
Ekpenyong, L.E. (2005): Foundations of Technical and Vocational Education: New Directions and Approaches. Benin City: Supreme Ideal Publishers.
Kolb, D.A.; Rubin, I.M., and McIntyre, James, M (1974) Organizational Psychology:an Experiential Approach.New Jersey:Prentice- Hall,Inc.
Terrington, D., weitman, J. & Johns, K. (2018). Effective Management: People and Organization, New York: Prentice Hall
Dubrin, Andrew J. (1990): Effective Business Psychology. Englewood Cliffs, New Jersey: Prentice-Hall.
Hersey, Paul and Blanchard, K.H. (1996): Management of Organizational Behaviour:
Utilizing Human Resources. New Delhi: Prentice Hall of India.
Luthans, Fred (185): Organizational Behaviour, McGraw-Hill International Edition.
Schein, Edgar (1988): Organizational Psychology. Prentice Hall Inter.
Edition.