Application of the Maslow’s hierarchy of needs and

Psychological Contract 

Practical approach on employees and employer’s expectation and how Maslow’s hierarchy of needs are fulfilled in the organization. Maslow’s Hierarchy of needs shall be compared with E-W Information Systems Limited on how they fulfill the needs of the employees; Physiological needs which are the basic needs are fulfilled since a decent salary is being paid for the employees then the next set of needs are the safety needs, where after a probation period of six months the employee become a permanent employee therefore the burden of losing the job is fulfilled furthermore Social needs of the Maslow’s hierarchy of needs are addressed by a cooperative and good working relationship within the organization, in addition the esteem needs are fulfilled by vehicles, fuel and vehicle maintenance allowances for the executive management level.        

The expectation of the employees are to fulfil their needs and to climb Maslow’s hierarchy of needs and the expectation of the employers are static and stable. It is recommended that the management of the organization during the recruitment process to understand the work expectations of the employee and analyze the whether the candidate is suitable for the job role is given to the employee. The expectation of the organization and the facilities offered by the information and communication technologies makes it necessary in changing teaching practices (Oluwayemi, 2018). Recommendation in improving the expectations of the employees through Maslow’s Hierarchy of Needs, when taking in to account the real world context and how E-W Information Systems should improve, when taking into account Physiological needs employees, although employee obtain a salary end of each month, they too have money urgencies therefore it is recommended to provide a salary advance during the middle of the month. Safety needs it’s recommended to train and develop the employees which will enable a skilled and motivate workforce (Armstrong, 2010). When an individual or group of individuals reach Esteem needs the executive management should be given motor cars where the loan will be paid by the company.

The psychological contract could be defined as the unwritten reciprocal expectations, implicit contract, perceptions and beliefs moreover the psychological contract offers a framework for monitoring employee attitudes and importance on those scopes that can be shown to influence performance furthermore, psychological contracts are an individual’s trusts that the employees owe certain attributes toward the employer such as loyalty, hard work and sacrifice in return for high pay, job security (Savarimuthu and Rachael, 2017). The psychological contract is the belief that the crucial expectation of the employees is stability in job security and better working environment in return for their input to the organization (Sarantinos, 2007). The continuation of the psychological contract is by to which extend the beliefs, values, expectations and aspirations are recognized and achieved or violated which will determine the trust that exists within the relationship within the employee and employer (Middlemiss, 2011). 

Video 5: Psychological Contract 

Source: Gregg learning (2019).

Reference

Armstrong, M. (2010). Armstrong's essential human resource management practice: A guide to people management. Kogan Page Publishers.

Gregg learning (2019) Psychological Contract [Online]. Available at: https://www.youtube.com/watch?v=Q29LKjk74k4 [Accessed on 11th November 2019].

Middlemiss, S., (2011). The psychological contract and implied contractual terms: Synchronous or asynchronous models?. International Journal of Law and Management, 53(1), pp.32-50.

Oluwayemi, O.B., Olaniyi, D.E. and Cecilia, O.A. (2018) The Role of Employee’s Work Expectations in Job Satisfaction and Labour Turnover in the Service Industry: A Case of Selected Organisations in Lagos, Ogun and Oyo States Nigeria. World Journal of Business and Management, 4(1), pp.3-7.

Savarimuthu, A. and Rachael, A.J., (2017). PSYCHOLOGICAL CONTRACT-A CONCEPTUAL FRAMEWORK. International Journal of Management (IJM), 8(5).

Sarantinos, V., (2007). The psychological contract and small firms: a literature review. Kingston Business School, Kingston University.