All entries for Saturday 22 August 2009
August 22, 2009
Talking about this task I want to remind once again that we can specify the IBM as a company with the "sophisticated human relations" according to Purcell's classification (Purcell, 1986) and advisory HR department, according to Storey's model (Storey J. 1992).
There are a number of implicit expectations that I personally and my colleagues have:
1. Job security expectations. This is a very important subject for all my colleagues and me nowadays during the times of economic turbulence. The importance of this expectation increased dramatically during the recent months. Here I agree with the idea of Greenhalgh and Sutton (1991) that "survivors" feels less secure their jobs in case of work force reduction.
2. Career development. Neither my colleagues nor me have explicitly fixed employer's obligation to ensure our career growth. Nevertheless all of us expect that employer will judge fairly all our efforts and contribution and will reflect it in our career growth.
3. Personal development. Me and some of my colleagues are expecting the employer to support our wish to develop through different education, trainings, mentor programs etc. I would like to stress the attention that this is not such a broadly spread expectation.
4. Fair compensation (Salary/Bonuses). Here we all expect fair compensation of our contribution to the company goals.
5. Job process support. Under this expectation I can say that we expect that employer will provide us with all required tools like PCs, Stationary staff, Cell phone, Comfortable and secure work place etc.
Answering the second question I would like to mention that implicit expectations that I mentioned above are more or less universal for the most of my colleagues. Nevertheless, there are some differences depending on the concrete person or group. For example, I can split all my colleagues into three groups on the basis of the age:
1. Young employees 21 - 30 years old.
2. Mid-age employees 31 - 45 years old.
3. Older employees 45 - 60 years old.
For the first group of my colleagues (and I'm also in this group) the most important expectation is Personal development. We are looking for every chance to increase our education level, get additional qualification and improve our work experience. Job security and Compensation are less important for this group.
Second group more focused on the career development and wealth increase. So the main expectations would be career growth and compensation increase.
Third group would be more concerned in job security and secure and comfortable workplace. So these expectations would be more important for this group of people.
Talking about the idea of psychological contract I find it quite convincing. While working in IBM I covered a number of different positions. My every move to new position was explicitly reflected in my job agreement, but the most important subjects like new detailed role description, all obligations and job design, non-material compensation (like MBA) are discussed between me and my manager and during this discussion we "sign" a verbal psychological contract. Here I agree with the concept of Marchington and Wilkinson (2008) that during career path there is a row of psychological contracts that employee and employer renegotiate during each career move. So overall this concept seems very important to me in the relations between the employee and the employer.