Stanley ,has worked with the same company for over eight years ;and feels he does not want to work elsewhere since he has given his all into the same company which has in turn met all his needs and constantly rewards him for his loyalty. He is caught within the old psychological contract, where his employer is alluded as a parent caring for all the needs of the child ”Stanley” and in turn he has no option but to bare allegiance to his employer.
The old contract is characterized with a lot of control and compliance on the side of the employer and employee respectively. Amazingly, Stanley is not even highly qualified but is viewed as a very valuable asset to the company.
On the contrary, Sheila has failed to work and settle with only one job because of many reasons one being that she feels she is too qualified to limit herself to only one employer. For that reason she interacts with her several employers on an adult to adult basis and only enjoys benefits for her vast knowledge and intelligence.
However much Sheila loves her jobs, she has not enjoyed even an ounce for her love and meager loyalty. Ironically all her employers view her as a serious liability that has to be cut.
Stanley & Sheila represent millions of employees that operate under the old and new psychological contracts respectively. Today’s labor market is dominated by multi skilled and multi employed individuals hungry for intellectual growth and this accounts for an increase in the application of the new psychological contract.
Whereas it has its shortcomings such as high labor turnover and high job insecurity, proponents of the new have arguably proven a higher chance of survival in the labor market in comparison to the submissive traditional workforce that are stuck with in the old contract.
The bigger question therefore is; Can we merge the two contracts to form an unstoppable one that would be the future of employee management?...
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