The Employee-Employer Relationship
The change in the global market to the world’s economic constraints has made employees feel a lot of pressure from their employers. Every employer is working to curb the global recession and this has led to an increasing pressure to the employees. Employees are forced to work hard and for long hours without additional pay or bonuses (Thomas et al, 2009, p.3). Working to keep the performance and engagement between the Oman Electricity Transmission Company and employee in this recession organizations have majorly utilized the flexible working arrangements. Working from home and flextime has been common among developed and also some of developing countries. Although these arrangements have created positive work attitudes less is understood on how on how employees practice these arrangements. A positive attitude has been achieved through these work arrangements and has reduced some pressure for employees. This is leading to a better productivity in the global markets. My report will cover and explore the perception of ‘flexible working’ and the psychological contract.
Theoretical background
Employees and employers are always in a give and take relationship. The employer (Oman Electricity Transmission Company) expects work to be done while the employee expects payment for his work. The employer gives also socio-emotional resources which the employee needs to deliver. The kind of relationship is based and kept through the principal of mutual gains which a two-way interaction is of scratch my back I scratch yours (Russell, O’Connell, and McGinnity, 2010, p.81). I also based on trust and respect among the parties. Flexibility or flexible work arrangements are resources provided by an organization which make employees adopt the modes and ethics of working. This is important for the workers for it enables them to manage the work and out of work lives. These arrangements are important for the male employees to feel that the organization cares about personal needs. It’s important also because it also signifies that the employee and the employer are in a participatory social engagement (Robinson, 2016, p. 581). The workers will feel the urge to work effectively for the organization they are serving for there is a free relationship which allows the employee to participate fully in the organizational roles. Since the workers perform their duties and their roles effectively for an organization it engages an employee in two distinct ways i.e. job engagement and organizational engagement (Sacks, Schegloff, and Jefferson, 2018, p. 21). Job engagement is where a person is psychologically present in the job role. This included feeling energized and psyched when doing one’s job. Organizational engagement is where one is psychologically present as a member of an organization. One feels readily involved in the in the day to day running of the organization and part of the achievements made by the employer (Saks, Schegloff, and Jefferson, 2011, p. 37).
Job Engagement and Organizational Engagement
The psychological contract refers to the terms of a relationship between employer and employee. For a smooth running between the employee and employer to be maintained the employer must maintain high production and low grievances. The employer should pay the employee well and ensure him/her job security. Generally, a good mutual relationship between an employer and an employee should be maintained for results to be achieved. The psychological contract creates a model in which employers interact with their employees. This is an ideal way in which organization will deal with its workers. The performance of each employee is based always in the objectives of the company. The employer has a responsibility to motivate workers for them to behave in desirable ways that enable high-quality performance for the engagements are designed to direct individual efforts in the completion of organization goals. A good relationship makes individuals direct their energies completely in the performance of their roles. Worker engaging each other in the performance of organizational goals makes the company run smoothly. A good working environment makes employees interact with each other making the sharing of skills important in their work performances. Each employee feels important and this leads to easy sharing of ideas that end up helping the organization.
However, job engagements and institutional engagement yield different results but all aimed at the success of the whole organization. Job engagement focuses much on how people will handle their specific roles. This creates an attitude of work and proficiency in performing one’s duties. Organizational engagement focuses one of the wide views of the organizational goal. One’s mind is always focused on what the organization requires and much more is achieved (Ott, Slavin, and Ward, 2010, p. 3). This culture cultivates unity among workers in different departments of an organization. Generally, flexibility and psychological contract are very important for the organization in the global market. These are working aspects which each organization should employ during this time of global recession. The existence of flexible working and psychological contract in Oman Electricity Transmission Company
The flexible working and psychological contract exist distinctively in my organization. These two working environmental modules are widely used to the amount of work and the nature of my organization. Flexible working is much practiced where people work even from home and others work part-time (Montagano, 2012, p. 10). We have even contracted people of contract basis to help in accomplishing our works in this global recession market. Work is done even online and reaches the organization from where the person is. Workers have a participatory role in the organization as a whole and are allowed to contribute to the growth of the organization freely. The psychological contract is freely and highly practiced. One, a good pay and job security are accorded to every employee. Secondly, bonuses and additional pay are given to employees who are exclusively committed and high performing (Russell, O’Connell, and McGinnity, 2009, p. 79). There is also a good mutual working environment between the employees and the workers. Communication is effective and any issue arising is solved quickly in the organization. Impacts of flexible working and psychological contract in Oman Electricity Transmission Company
The Psychological Contract
Flexible working has made my organization to remain competitive in the global recession. People also have been able to work effectively and efficiently from the locations they are or from their homes (White et al. 2003 p.185). Productivity and achievement of the organization set goals and objectives have been possible. Many people have been contracted to help us meet our production and this has been cheap. Employees have been able to balance well working and out of work times enabling them to feel energized to perform their roles. Flexible work has made working effectively and increased the productivity of companies. Interconnections of organization workers have become easy making a big network which can solve problems easily and make high products (Van Wanrooy et al. 2013, p 169).
Psychological contract has enabled workers to feel secure in their working. This makes them productive in meeting organizational goals. Workers are ever motivated and are engaged in both Jobs wise and organizational engagements (Beauregard, and Henry, 2009, p. 11). Every worker feels part of the organization and this makes him/her dedicate full energy in the attainment of organizational goals. Good mutual relationships with workers have made the organization achieve and make profits in the global market. Good relationships have made organizations make profits for their employees are motivated. Organizations creating a good environment for workers have made them interrelate and make working easy.
Effects to business Oman Electricity Transmission Company
Flexibility and psychological contract has made business easy in the global market. Many people are contracted due to the availability of flexible working making the organization meet its goals. People working for homes are able to deliver in time because working from anywhere is allowed (Lewis, and Humbert, 2010, p. 245). A lot of work is done in a short period and this leads to effective business trade. Many workers feel comfortable with the terms and conditions of our organization and are motivated to deliver making the organization competitive in the market. Working by employing flexible work has made jobs easy and many people able to work enabling the organizations to meet their goals in time. This has made businesses profitable always (Smithson, and Stokoe, 2015, p. 151).
Management of the Oman Electricity Transmission Company should, however, be keen on the people they recruit to work with the organization. Management should select people in reference to merit and proficiency in their work (Krausz, and Freibach, 2013, p. 157). Workers should be trained well also in order to deliver as per the company’s standards. Management should monitor keenly how people deliver and their proficiency in their worker. Every institution must be careful enough in utilizing manpower.
Flexibility in Oman Electricity Transmission Company
- Research on the effects and impacts of flexible work and psychological contract has been based on performance mostly an analysis done and deep research is needed to make a better analysis of this phenomenon.
- There is a need to validate the construct and the acceptability and importance of flexible work to every organization.
- Every company that needs to curb the crisis of the global recession must utilize the flexible work module.
- The organization should research widely on the use and effects of flexible work.
Conclusion
In conclusion, the study shows how employees perceive flexible working and psychological contract arrangements and their importance in my organization. These two when employed well makes the organization profitable and competitive. Making jobs secure makes people work effectively and positively enhancing proficiency at work. This has made the organization to make profits and be competitive in the global market. Flexible working has created more jobs for people globally for people can be contracted from home and work for different organizations. Mutual relationships between employees and employers have enhanced good working environments and positive work attitudes. Generally, flexibility and psychological contracts have made organizations profitable and competitive in the global market. Flexibility is very essential in any organization which desires to be competitive in the global market. Every organization has to align itself in the best ways of dealing with their employees, the scratch my back I scratch yours relationship. However, there remains a lot of research to be done to discover the insight of flexible work engagements in a profound way, mainly how the effects of these arrangements are inclined by other workers and other organizational factors
References
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Lewis, S. and Humbert, A.L., 2010. Discourse or reality? “Work-life balance”, flexible working policies and the gendered organization. Equality, Diversity and Inclusion: An International Journal, 29(3), pp.239-254.
Montagano, C.P., 2012. The Global Crackdown on Insider Trading: A Silver Lining to the” Great Reccession”. Indiana Journal of Global Legal Studies, 19(2), p.10.
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