Employers Expectation
The
expectations of the employers are static and stable across the entire
organization furthermore the set of expectation of the employers are clearly
dealt with the company handbooks, clear job description, work schedules, rules
and job standards; which are needed to run the organization smoothly and
profitable, even though the work expectation of the employers are clear, the
expectations of the employees are not static or stable since work expectations
is a function of many variables such as personality, work experience, culture
(Okwonsor, 2007). In addition employers have a different impression where they
have overly high expectations on the employees including management experience,
excellent grades, superior presentation and communication skills (Perrone and
Vickers, 2003). In addition the employer expects the employee to hold certain
skills and experience moreover employability should be observed from several
aspects which include mutual employer-employee relationship which could be
understood in terms of expectation, furthermore these expectation comprise the
responsibility of employers to offer facilities that improve the individual
worker’s employability and on the other hand employees are expected to be ready
and capable of using these facilities and to take responsibility (Thijssen et
al, 2008).
Furthermore
in organizations people emphasize and act according to
their value preferences and show how the employees prioritize activities moreover
these proofs help mark the differences between the state and the
private sectors in addition the work culture in an organization is reflected
to
significantly affect organizational efficiency where the work culture is
affected by internal and external factors and the work culture consists of all
factors including the employees’ views, values, behavior models and assumptions
(An
et al, 2011). The expectations of the employers are identified as the
respective individuals or personal factors as honesty, fairness,
reliability, the desire to work, positive attitude towards work,
responsibility, self-discipline, carefulness and self-motivation
(McQuaid & Lindsay, 2005). The traits of the young employees that the employer
expects of the new recruit should be knowledgeable, smart,
motivated to learn, possess good communication skills, good team-work skills,
able to work under stress, display initiative as well as high level of tolerance
(Knight and Yorke, 2003).
Video 2: Employers expectation
Video 2: Employers expectation
Source: South Eastern Technical College (2013).
Reference
An, J.Y., Yom, Y.H. and
Ruggiero, J.S (2011). Organizational culture, quality of work life, and organizational
effectiveness in Korean university hospitals. Journal of
Transcultural Nursing, 22(1), pp.21-29.
Knight, P. and Yorke, M.,
2003. Assessment, learning and employability. McGraw-Hill Education (UK).
McQuaid, R.W. and
Lindsay, C (2005). The concept of employability. Urban studies, 42(2), pp.182-204.
Okwonzor, K. P. (2007).
Human Resources Management in Action. Abeokuta: Afamt Printing Press Ltd.
Perrone, L. and Vickers,
M.H (2003). Life after graduation as a “very uncomfortable world”: An
Australian case study. Education Training, 45(2), pp.45-63.
South
Eastern Technical College (2013).What Employers expect from Employees [Online]. Available
at: https://www.youtube.com/watch?v=1ydULOJTP14 [Accessed on 10th November
2019].
Thijssen, J.G., Van der
Heijden, B.I. and Rocco, T.S., (2008). Toward the employability—link model:
current employment transition to future employment perspectives. Human
Resource Development Review, 7(2), pp.165-183.
Rochana, expectations of employee and employer is very necessary to achieve the business objectives. According to Ayinla (2006), although employer expectations are relatively static employee expectations maybe vary in situations such as rewards to performance, training and development opportunities, promotions, recognition, respectful treatment , job security and job satisfaction. Oluwayemi et al. (2018) found out that work expectations are the strongest factor that influence job satisfaction and reduce staff turnover. Expectations play a key role towards meeting business objectives (Adeoye,2005).
ReplyDeleteYes, I agree chathurika expectations of employee and employer is very necessary to achieve the business objectives, all employees have expectations that they want their employer to meet during the course of employment and vice versa, all employers have expectations that they want employees to meet moreover these set of needs should be clearly available to employees for better understanding of work situation (Okwonsor, 2007). Furthermore according to Maslow’s hierarchy of needs, when the career development programs initiated by the company fail to satisfy employee’s career needs and goals, their stress level increases therefore if the gap increases over time, it will lead to growing levels of employee dissatisfactions and thus lead to negative work attitudes which will ultimately lead to labour turnover (Chang and Yeh 2004).
DeleteDear Rochana, as you have mentioned, employee expectation plays a key role in an organization. If employee expectations are not met, employees may experience a break in the psychological contract (Megan and Kristian 2017).
ReplyDeleteThis leads to reduction in employee productivity because they do not believe they are receiving adequate compensation for the work they are providing, or the employer becomes gradually frustrated as the output of their employee does not meet their expectations (Robinson and Rousseau, 1994; Rousseau and Tijoriwala, 1999; Turnley and Feldman, 2000).
Yes Nipuni, Psychological contracts consist of individuals beliefs regarding the terms and conditions of an exchange agreement between themselves and their organizations (Rousseau, 1989).Furthermore when the psychological contract is violated there are issues which leads to reduced job satisfaction, reduced organizational trust, increased turnover, decreased feelings of obligation to one's employer, reduced willingness to participate in organizational citizenship behaviors, and decreased work performance (Robinson, 1995). Moreover due to psychological contract violations lead to lower trust in the organization and a sense of unmet expectations, and those reactions, in turn leads to poorer job attitudes and job performance (Turnley and Feldman, 2000).
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