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This 6 page paper addresses specific issues under the general category of organizational behavior: the concept of the psychological contract; Adams' equity theory of motivation, cafeteria style benefits, skill-based pay, banking time, Kohn's criticism of rewards; and the Type A personality. Bibliography lists 8 sources.
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6 pages (~225 words per page)
File: MM12_PGod4q.rtf
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views on the affect of massive downsizing on the Psychological Contract. Please offer examples of this condition. The concept of the psychological contract was first introduced by Argris in
1960 and has been refined since then (Smithson and Lewis, 2003). It refers to employee and employer expectations of the relationship between them, such as values, mutual obligations, values,
aspirations, job security (Smithson and Lewis, 2003). The contract is based on the perceptions each has in terms of promises made, thus, it is implicit (Smithson and Lewis, 2003). A
number of authors, including Morrison and Robinson, have pointed out that the contract is based on trust and when it is violated the employee becomes angry, less loyal, less committed
to the organization, distrustful and more likely to leave (Lambert, Edwards and Cable, 2003). Morrison and Robinson also pointed out that violations lead to feelings of injustice as well as
a change in thinking about the organization (Lambert, Edwards and Cable, 2003). A breach of violation of the psychological contract is referred to as deficiency or violation, this leads to
negative outcomes (Lambert, Edwards and Cable, 2003). Fulfillment leads to positive outcomes, such as increased loyalty, greater commitment, higher performance and so forth (Lambert, Edwards and Cable, 2003). The
massive downsizing of organizations that was so prevalent in the 1980s and continues today, to some degree, broke the deal (Harwood, 2002). Employees expected to have a job, that was
part of the psychological contract. When companies downsize, the contract is broken. This leaves survivors of the cuts, i.e., those employees who still have a job wondering if they will
be in the next round of layoffs. Trust diminishes and loyalty disappears. 2. Discuss in detail, the Stacey Adams Equity Theory of Motivation. In addition to the specific
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