Employees Expectation
Employees
have expectation which is pivotal for the source of employees motivation,
attitudes, feeling and behaviors therefore if the expectations are met then the
performance of the employees increases which is a benefit for the organization
furthermore employees have expectation for career growth in addition the
employer’s organization expectation should be matched (Oginni et al, 2018).
Employers often face employee’s problems which will directly impact on the
organization such as productivity, issues of morale, poor performance (Plump,
2010). Furthermore employees expectation where the psychological contract
developed from the promises made by the employer during the employment
relationship and how well these promises are met in a given context (Rousseau
& Schalk, 2000). Furthermore, a legal contract formally represent the employee's
and employer's relationship and the psychological contract which is a mutual
understanding between the employer and employee, comprises intangible actions expectations
and understandings therefore due to the relationship there could be set of promises
that are exchanged between employees, managers and co-workers moreover these
contracts are assumed and unspoken in addition these assumption are rarely
written down, but these understandings
can have a heavy impact on an employee’s motivation and performance (Sharma and
Thakur, 2016).
Video 3: Employee expectation
Video 3: Employee expectation
Source: Tiayon (2017).
The expectations of the employees are the event people consider that are likely to happen within their duration as an employee in a certain organization, eventually now or in the future furthermore, each of the individual will have a different level of expectation and this is deeply rooted in individual differences moreover which is as a result of family background, perception, situation, environment and peers influence (Balogun, 2004). Collectively out of the fundamentals involved in the worker expectations, salary and benefits are obvious compensations that an employee expects from the employer however, there are a set of immaterial things that can provide job satisfaction (Williams, 2009). In addition, the expectation of the employees have a powerful impact on the emotions, behaviors and the employee’s performances which is deeply rooted in communication of work expectations to new and existing employees of the organization as many of these expectations are not written anywhere therefore giving possibility for assumptions and fabrication of imaginations (Oginni et al, 2018). Moreover, employees that have a clearly defined and well communicated expectations benefit greater job satisfaction than those whose expectation go unspoken or unrealized (Ayinla, 2006).
The expectations of the employees are the event people consider that are likely to happen within their duration as an employee in a certain organization, eventually now or in the future furthermore, each of the individual will have a different level of expectation and this is deeply rooted in individual differences moreover which is as a result of family background, perception, situation, environment and peers influence (Balogun, 2004). Collectively out of the fundamentals involved in the worker expectations, salary and benefits are obvious compensations that an employee expects from the employer however, there are a set of immaterial things that can provide job satisfaction (Williams, 2009). In addition, the expectation of the employees have a powerful impact on the emotions, behaviors and the employee’s performances which is deeply rooted in communication of work expectations to new and existing employees of the organization as many of these expectations are not written anywhere therefore giving possibility for assumptions and fabrication of imaginations (Oginni et al, 2018). Moreover, employees that have a clearly defined and well communicated expectations benefit greater job satisfaction than those whose expectation go unspoken or unrealized (Ayinla, 2006).
The
set of work expectation from the employees are comprehensive however there is
still a deviation of the common level of expectations that provided a leverage to
match the employee’s expectation with that of the employers therefore this
will enable the two parties to
work cooperatively in order for the employees to obtain job security, training
and development, welfare package, safety in workplace, loyalty, honesty and
punctuality furthermore once the work expectations are met there could be other forms of work
expectations might come up mainly in the developing countries which would
therefore determine the developing trends of activities in the organization
with respect to expectations from employees and employers (Momud, 2010). In addition,
the basic work expectations by employer and employee will open the door to
mutual understanding which will identify their expectations and discover which
expectations they consider most important, get feedback on how to communicate
their expectations to others, take steps to get their expectations met and will
enable to adjust their expectations when appropriate improve their outlook and
enhance their attitude toward work, enjoy the benefits of increased job
satisfaction and improved performance (Oginni et al, 2018).
Reference
Ayinla.
(2006). Strategic Human Resource Management, A Process Approach. Mulink Publishing
House, Lagos.
Balogun,
S. K. (2004). Fundamentals of Human Resources Management (3rd ed.). Alakia,
Ibadan: Adeoloja Press.
Momud,
I. K. (2010). Human capital management in the 21st century; A Practical
Approach. Lagos: Lafgay Publishing.
Oginni,
B.O., Dunmade, E.O. 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.
Plump,
C.M. (2010) Dealing with problem employees: A legal guide for
employers. Business Horizons, 53(6), pp.567-594.
Rousseau,
D. and Schalk, R. eds., 2000. Psychological contracts in employment:
Cross-national perspectives. Sage.
Sharma,
A., & Thakur, KE (2016). Counterproductive Work Behavior: The Role of
Psychological Contract Violation. International Journal of Multidisciplinary
Approach & Studies, 3(1), 11-24.
Tiayon, S (2017) Employee
expectation [Online]. Available at: https://www.youtube.com/watch?v=rcmp9iE_1Tw
[Accessed on 10th November 2019].
Williams,
S. J. (2009). A Study of Workplace Motivation and Labour Turnover in the Public
Sector of Nigerian Economy. Journal of Business Management and Economics, 6(5),
34-41.
Dear Rochana ,It is vital to understand employee expectations in order to achieve organization goals and objectives .A need is an internal state that makes certain outcomes appears attractive. An unsatisfied need creates tension that stimulates drives within an individual to find particular goals that if attained will reduce the tension (Ball, 2013). Ward et al (2009) stated that the psychological definition of a need is that it is a trait that impels an individual to pursue a goal through an action that also gives purpose, meaning and direction for the behavior of the individual.
ReplyDeleteApart from Maslow’s hierarchy of needs , there could be various ways to define employee expectations. Alderfer’s ERG model ,
Clayton Alderfer (1969) condensed Maslow’s five need categories into three: Existence needs, Related Needs and Growth needs. The existence needs included survival needs, safety, love and affection. Related needs corresponded to Maslow’s third and fourth level needs of social and external esteem, relatedness, recognition and praise. The growth needs are internal esteem and self-actualization, which propel a person to productive effects to himself and his environment. The three main differences between Alderfer and Maslow’s theory is that the ERG model does not have some sort of hierarchy according to concreteness but it also allows for order of needs to differ for different people. Second, if a relatively more significant need is not gratified, the desire to gratify a lesser need will be increased. And third, a lower level need does not necessarily have to be gratified for a higher level to become relevant (Ball, 2013). .
Yes Nadeesha, Robinson (1996) examined trust and unmet expectations as potential mediators of the relationships between psychological contract violations and employees subsequent contributions to their organizations. Furthermore emerging from the employee-employer relationship in the workplace is contractual expectations where employee expects the resultant of work activities to meet his or her needs and be identified with the organization till retirement while employer expects loyalty and hard work till retirement (Ayinla, 2006). Moreover work expectations are those things people consider likely to happen in their job situation either now or in the future (Balogun, 2004). The ERG theory is an extension of Maslow's hierarchy of needs, where Alderfer suggested that needs could be classified into three categories, rather than five. These three types of categories are existence, relatedness, and growth, expanding the categories; existence needs are similar to Maslow's physiological and safety need categories, relatedness needs involve interpersonal relationships and are comparable to aspects of Maslow's belongingness and esteem needs, growth needs are those related to the attainment of one's potential and are associated with Maslow's esteem and self-actualization needs furthermore the ERG theory differs from Maslow's hierarchy of needs as the ERG theory suggest the lower levels of needs should not be completely satisfied for the upper level needs to be motivational also if the upper level needs could not be achieved leads the person to regress and lower-level needs become the major determinants of their motivation (Reagan,2009).
DeleteIn accordance to Ryall (2003) employees were occasionally found to exert subjective rationality based onto their expectations regarding the professional environment, incorporated their competitors’ operation, which can otherwise possess a self-fulfilling influence onto employees’ assessments of specified and organizational performance. It was found that organizational rules played a very pivotal role in building the expectation of employee and employer it was observed that after training has been provided to employee an employee expect there should be less rigidity in adherence of organization rules and norms of the organization simultaneously the employers regards such expectations to be irrelevant, In the opinion of Nigro et al. (2007), management was unable to know what employees value and those things must be taken in consideration by human resource management because staff has “needs that they want to satisfy, that they are able rationally to calculate expectancy and instrumentality, and shall behave accordingly.
ReplyDeleteYes Jancy, Basic work expectations should be known by employer and employee will open the door to mutual understanding, identify their expectations and discover which expectations they consider most important, get feedback on how to communicate their expectations to others, take steps to get their expectations met furthermore it will also adjust their expectations when appropriate, improve their outlook and enhance their attitude toward work, enjoy the benefits of increased job satisfaction and improved performance (Akinkunmi, 1999). In a typical work employment situation of any given organization, there are usually certain expectations that are clearly understood by both employer and employee moreover these certain expectations may be visible, expressed or implied and the visible ones include wages and salary, hours of operations, duties and responsibilities as well as rules and regulations designed to build the relationship in form of interaction between the employer and employee with cumulative effect on the level of job satisfaction and labour turnover (Adeoye, 2005).
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