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Definition Of Agreement In Psychology

Armstrong refers to Edgar Schein`s definition of the 1965 psychological contract as (a little vague) an implication that: ”… there is a series of unwritten expectations that work at any time between each member of an organization and the various managers and other members of that organization… It is important that staff services are informed of these agreements. Agreements can easily be confused with favouritism or nepotism. A basic definition of the psychological contract can be found in Michael Armstrong`s excellent manual on the practice of personnel management (10th ed., 2006): ”… the employment relationship consists of a unique combination of convictions defended by an individual and his employer about what they expect from each other… Descriptions and definitions of the psychological contract first appeared in the 1960s, particularly in the work of organizational and behavioral theorists Chris Argyris and Edgar Schein. Since then, many other experts have presented ideas on this subject and continue to do so, either by focusing specifically on the psychological contract or by addressing it from a particular point of view, which are numerous. The psychological contract is a profound and varied concept and open to a wide range of interpretations and theoretical studies. Transparency here refers to the simple and useful availability of information about the organization. It is similar to the openness that will be discussed later and is more concerned with honest two-way communication within an organization. These are not precise definitions of transparency and openness; A single attempt to explain two distinct aspects of organizational clarity and management here. Psychological contracts are defined by the relationship between an employer and a worker, where there are unwritten reciprocal expectations for each party. A psychological contract is more defined than a philosophy, not as a formula or a developed plan.

Characterization of a psychological contract by qualities such as respect, compassion, objectivity and trust. [4] Psychological contracts are formed by beliefs about exchange agreements and can occur in many situations that are not necessary employer-worker. [5] It is, however, of the utmost importance in its function of defining the employment relationship between the employer and the worker. As such, the psychological contract is an essential but implicit agreement that defines employer-employee relations. These treaties can lead, in certain circumstances, to virtuous and malevolent circles. Many scholars define the psychological contract as a perceived exchange of agreements between one person and another party. [5] The psychological contract is a kind of social exchange relationship. [6] Parallels are drawn between the psychological contract and the theory of social exchange, because the value of the relationship is defined by a cost-benefit analysis. [7] The implicit nature of the psychological contract makes it difficult to define, although there is a general consensus on its nature. This consensus identifies psychological contracts as ”promissory, implicit, reciprocal, perceptible and based on expectations.” [8] The concept arose when the learned Denise Rousseau wanted to establish an unwritten agreement between the employee and the employer. Rousseau`s goal is to improve the way workers and employers understand their industrial relationships.


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