Flexibility & the psychological contract

Kayley Humble
Mind Map by Kayley Humble, updated more than 1 year ago
Kayley Humble
Created by Kayley Humble over 6 years ago
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Mind Map on Flexibility & the psychological contract, created by Kayley Humble on 05/08/2015.

Resource summary

Flexibility & the psychological contract
  1. FUNCTIONAL FLEXIBILITY - multi skilling of employees
    1. NUMERICAL flexibility - different types of contract
      1. TEMPORAL - number and pattern of hours i.e. annualised/seasonal
        1. WAGE - individualised wages, performance based pay
          1. PERSONAL/BEHAVIOURAL - going above & beyond
            1. ATKINSON'S FLEXIBLE FIRM
              1. CORE GROUP - primary labour market - functional flexibility
                1. First Peripheral Group - secondary labour market - numerical flexibility
                  1. Second peripheral group - temporal flexibility
                    1. Outside the org - numerical flexibility
                    2. WORK INTENSIFICATION
                      1. Often cited as an outcome of flexible working, high job satisfaction & commitment to org can be explained in employees exchanging effort for flexible working
                        1. IMPOSED: higher workload after downsizing
                          1. ENABLED: increased effort enabled by changing shift pattern - work at busiest time or work harder in return for flexibility
                            1. RECIPROCAL: exchange effort for flexibility in working arrangement
                            2. POLITICS & FLEXIBLE WORKING
                              1. 2010
                                1. LABOUR: offered fathers a month of paternity leave
                                  1. CONSERVATIVES: offered shared parental leave
                                    1. LIB DEMS: the right for anyone to request flexible working
                                    2. 2014: 0 hours contracts - plans to prohibit employers restricting those working under tham from working for another company
                                    3. THE PSYCHOLOGICAL CONTRACT
                                      1. ROUSSEAU 1995; the employment relationship in terms of mutual obligations & expectations
                                        1. implications for HRM - managing the contract and "getting" commitment from employees (CIPD 2005) and through reward (Hilltrop 1996)
                                          1. TYPES OF PC
                                            1. TRANSACTIONAL - short term, specified job roles, low ambiguity, quick exit, low commitment, little learning i.e. retail staff
                                              1. TRANSITIONAL - short term, not specified job roles, high turnover/termination - usually acquisitions/mergers
                                                1. BALANCED - long term, specified job roles, high commitment, ongoing learning, mutual support, dynamic
                                                  1. RELATIONAL - long term, unspecified, high member commitment, stability i.e. family business
                                                  2. CHANGING NATURE OF PC
                                                    1. OLD org is parent, identity & worth of employee defined by org, those who stay are loyal, leavers are traitors, growth through promotion, those who comply work until retirement
                                                      1. NEW: mutual adult contracts based on mutually beneficial work, employee defines own worth, regular attrition healthy, long term employment unlikely, growth through accomplishment
                                                      2. AND LINE MANAGERS
                                                        1. CIPD 2005 satisfaction & commitment flow form employees having interesting work, opportunities to develop, fair treatment & competent managers
                                                          1. PURCELL ET AL 2003 FLMs provide differentiator by delivering policies through implementing, enacting, leading & controlling
                                                        2. PERFORMANCE
                                                          1. PURCELL ET AL 2003 - PEOPLE PERFORMANCE LINK - performance is a function of people's ability motivation & opportunity to perform. 11 HR policies & practices that enable this, it is the way in which line managers deliver these policies that is the key differentiator
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