Leadership and Performance

553 Words2 Pages
bulb-icon

Recommended: Leadership styles

An Analysis of Denise Rousseau And David Guest’s Article
Denise Rousseau took a descriptive approach in explaining psychological contract while David Guest was more analytical about the term “psychological contract”. David gave a more detailed and in depth analysis of psychological contract. Also he was able to expand in more details Rousseau’s analysis of psychological contract.
According to Rousseau (2004), “psychological contracts are beliefs, based upon promises expressed or implied, regarding an exchange agreement between an individual and, in organizations, the employing firm and its agents”. Rousseau, went further detailing the six features of psychological contract, which includes, voluntary choice, belief in mutual agreement, incompleteness, multiple contact makers, managing losses when contract fails, contract as a model for employment relationships. She also listed types of psychological contracts and these includes, relational, transactional and hybrid or balanced psychological contract. Finally, she gave guidelines on how managers can deal with psychological contract.
On the other hand, David Guest (1998) opted for a more critical analysis of psychological contract. However, he concurs with Rousseau that psychological contract appears to provide a useful concept in dealing with organizations, but, questions the content and elements of psychological contract provided by other authors including Rousseau. Nevertheless, I am more intrigued by his skepticism in the term “contract” in psychological contract, which he coined as a legal metaphor.
In his article he states that “a contract implies mutually, an agreement or at least the outward appearance of an agr...

... middle of paper ...

...Complete database.
Langton, N., & Robbins, S. P. (2007). Organizational behaviour: concepts, controversies, applications, second Canadian edition. (4th Canadian Edition ed.). Toronto: Pearson Education Canada.
Raiz, A., & Haider, M. H. (2010). Role of transformational and transactional leadership on job satisfaction and career satisfaction.. Business & Economic Horizons, 1(1), 29-38. Retrieved December 9, 2013, from the Business Source Complete database.
Sabir, S., Sohail, A., & Khan, M. A. (2011). Impact of Leadership Style on Organization Commitment: In A Mediating Role of Employee Value. Journal of Economics & Behavioral Studies, 3(2), 145-152.
Suriyamurthi, S., Velavan, M., & Radhiga, T. D. (2013). Importance of Leadership in Innovations of HR Practices. Advances in Management, 6(11), 47-55. Retrieved December 9, 2013, from the Business Source Complete database.

Show More
Related

  • Trouble at City Zoo Case Study

    3705 Words  | 8 Pages

    Langton, Nancy, Stephen Robbins, and Timothy Judge.Organizational Behaviour: Concepts, Controversies, Applications. Fifth Canadian Edition. Toronto: Pearson Canada, 2009. 141, 574-84. Print.

    Read More

  • Adhesion Contract

    343 Words  | 1 Pages

    contract “refers to a contract drafted by one party in a position of power, leaving the weaker party

    Read More

  • Effective Leadership and Social Identity Theory

    3216 Words  | 7 Pages

    Yukl, G. (2002). Leadership in organizations. Upper Saddle River, NJ: Prentice Hall. p. 1-19. Retrieved from http://www.blackdiamond.dk/HDO/Organisation_Gary_Yukl_Leadership_in_Organizations.pdf

    Read More

  • Case-study: WL Gore & Associates

    909 Words  | 2 Pages

    Robbins , Stephen P. and Judge, Timothy, A. Organizational Behavior. Upper Saddle River, New Jersey. Prentice Hall. Pearson Custom Publishing. 2008 Print

    Read More

  • The Importance Of Leadership Effectiveness

    2196 Words  | 5 Pages

    Seemingly, there is much confusion surrounding the use of the concept leadership, especially when defining how the different types of leadership have influenced HRM. Preedy (1993:143) views leadership as the initiation of new structures or procedures for accomplishing an organization’s goals and objectives. If maintenance of goals and objectives is more important here, then this aspect can be favorably compared to the definition of management provided by Westhuizen, V. (1991:39). He defines management as the "accomplishment of desired objectives by establishing an environment favorable to performance by people operating in desired groups. Leadership can be defined as the ability to persuade others willingly to behave differently. Leadership

    Read More

  • Team Dynamics - Conflict Resolution Strategies

    1188 Words  | 3 Pages

    Kreitner, R., & Kinicki, A., (2004). Organizational Behavior (6th ed.). New York: McGraw- Hill/Irwin. pp. 406- 441.

    Read More

  • Path-Goal Leadership Theory

    867 Words  | 2 Pages

    Kinicki, A., & Kreitner, R. (2009). Organizational behavior: Key concepts, skills and best practices (customized 4th ed.). New York, NY: McGraw-Hill Irwin.

    Read More

  • Psychological Contracts

    1715 Words  | 4 Pages

    ‘The notion of a psychological contract implies that there is an unwritten set of expectations operating at all times between every member of an organization and the various managers and others in that organization.’ (Schein, 1965, p156)

    Read More

  • Why is the Psychological Contract Important to the Organization?

    2061 Words  | 5 Pages

    Psychological contract is the unwritten contract that illustrates a set of expectations exists between the individual and the organisation (Sonnenberg et al, 2011). Svensson & Wolven (2010) point out that it can be a relationship between the members of a group, the people who work in the same company, department or organisation, several groups or parties in an organization, etc. It includes the work performance requirement, job security, training, potential development, compensation and subside. Psychological contracts are the mental representation based on belief or perception, so it may help the employees and employers get rid of a complicated employment relationship. For instance, the employees and employers may understand very clearly about the terms and conditions and what they have been agreed upon. The perception of each individual is very important and essential (Ekelund et al, 2010, 1438). Thus, when they work in a high competitive group, it could motivate them to implement their work consciously. Combined with a few exceptions, some researches cite that psychological contract is only regarding to the employee–manager relation and the term that mostly...

    Read More

  • Matrix Organizational Structure

    920 Words  | 2 Pages

    Robbins, S. P., & Judge, T. A. (2011). Organizational behavior (14 ed.). Upper Saddle River, NJ: Pearson.

    Read More

  • Carill V Carbolic Smokeball Case Study

    1388 Words  | 3 Pages

    This case mentioned below is a fine example of understanding the Law of Contract in a better manner. (Gerald, 2014).

    Read More

  • Essay On Contract Law

    2266 Words  | 5 Pages

    Mental Disorder: This states that the mind of the person involved in the contract should be stable at the time of making of the contract. The person must have enough understanding that he can make decisions otherwise the contract will be null and void.

    Read More

  • Benefits Of Psychological Contract

    1751 Words  | 4 Pages

    The concept of Psychological Contract was given by Denise Rousseau. It represents mutual perception and beliefs between employer and employee. Every human being is a exclusive individual. This is an irrefutable fact, thus organizations have to look at the various predecessor of the psychological contracts between employees and the organization. Employees have diverse perceptions and thinking over the concept of psychological contracts. A psychological contract occurs at individual level i.e a person’s beliefs with regard to the expressions of his/her exchange relationship with another. The individual beliefs contain the contract involve sets of mutual obligations, not expectations only, to which both the individual and other party are supposed

    Read More

  • Psychological Contract Breach Case Study

    1568 Words  | 4 Pages

    With increasing commercial organization the employee-employer relationship is changing and as new workforce is expected to be flexible and innovative therefore the behavior dynamics are also changing. Earlier researches have shown that employee’s behavior is the aftermath of his attitude and emotions, often these emotions are triggered by the breach which in turn results in low performance, dissatisfaction and high turnover. The employees expect that in exchange to their efforts towards productivity of organization they deserve relational obligations in return. The psychological contract is an unsaid agreement between employees and Institution with reference to obligations and expectations (Robinson & Rousseau 1994). Trust is more of social phenomenon than personality and attitude therefore it is considered to be the base foundation of psychological contract (Guest and Conway 1998). The psychological contract breach occurs when an organization fails in gratifying the commitments and promises that an employee expects from their organization (Suazo 2009). When an employee has higher trust on their employer it act as diplomat between the psychological contract breach and psychological contract violation but when they experience a unfair practice or unfair treatment they tend to engage more in volatile behavior

    Read More

  • Leadership Reflection Paper

    1470 Words  | 3 Pages

    Because of this fact most organizations and entrepreneurs are paying close attention the the leaders they put in place to lead their company and its people into victory, which is the ultimate goal of their organizations. It is a well known fact that leadership is an important factor in an organization’s success, but the type of leadership style and as well as the leader 's personality is what really determines that level of success. In my research I have concluded that the most important leadership styles are transformational and transactional leadership. Transformational leadership has the potential to resurrect, transform and keep companies evolving with time. Transactional leadership although can have some negative effects on some, but if used properly, can promote compliance almost a stagnant team through both rewards and punishments. When companies are pursuing leaders, they not only look at their candidates experiences knowledge of a particular sector of that business, but they pay close attention to the personalities of these individual. They do so because they know that one’s leadership style and abilities is heavily affected by the candidates own personality and views. As a result of this thinking, it has lead all authors involved in both research paper and article “Relationship Between Leaders Personality Types and Source of Power and leadership Styles Among Managers” and “

    Read More

More about Leadership and Performance

Open Document