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A Critical Look at SME's EXECUTIVE SUMMARY

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Added on  2020-01-07

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Comparison of psychological contract in western world and developing countries hereby- A critical look at SME's EXECUTIVE SUMMARY CHAPTER-1 INTRODUCTION 1 1.1 Background The modern era of globalization have bought numerous changes in the society. This section being a primary part of the study will tend to depict the factual background of this survey that has principally focused upon comparing different type of psychological contracts. With whose reference, the entire study is hereby based upon a crucial aim of comparing dissimilar types of psychological contracts at the workplace

A Critical Look at SME's EXECUTIVE SUMMARY

   Added on 2020-01-07

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Comparison of psychologicalcontract in western world anddeveloping countries- A criticallook at SME's
A Critical Look at SME's EXECUTIVE SUMMARY_1
EXECUTIVE SUMMARY
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CHAPTER-1 INTRODUCTION1.1 BackgroundThe modern era of globalization have bought numerous changes in the society. Thesechanges have in turn made a significant impact upon the business establishments as well. Incontext to which, employees are nowadays designated as chief bodies in the entities. Due towhich, it gets important for their employers to treat them in a respectable manner (Dabos andRousseau, 2013). This section being a primary part of the study will tend to depict the factualbackground of this survey that has principally focused upon comparing different type ofpsychological contracts. These agreements are to fundamentally relate the relationship among theemployees and employers in small to medium entrepreneurial (SME) sectors. Such type of bondstogether assures a mutual bonding among the workforces in order to operate with a similaracquisition of organizational goals. It therefore depicts a mutual sense of working in theestablishment where they together operates to accomplish the set targets of their enterprise.Overview of the studyThis is an elementary section of this chapter in context to overview the selected contentof this research. With whose reference, the entire study is hereby based upon a crucial aim ofcomparing dissimilar types of psychological contracts at the workplace. It is furthermore basedupon a critical assessment of SME business organizations to acknowledge their equivalentpractices in terms of enforcing such type of agreements at their workplaces. SME ventures aregenerally classified as small to medium size enterprises with less strength of their workforces(McDermott and et.al., 2013). As a result to which, they merely owe a major number of 250employees with low scale of their yearly turnover ratio that do not tend to exceed a maximal rateof 50 million euro per year.Beside this, psychological contracts are a meticulous depiction of employee- employerrelationship in a company. The SME firms are thus required to make a mandatory enforcementof such type of contracts at their workplace. It will not only tend to strengthen the relationshipamong the workforces but will together benefit the cooperation at a greater extent. The recentstudy is mainly in context to define a similar status of Western world and developing countrieslike Africa by critically focussing upon their small size companies. It is basically to distinguishamong the distinct set of perception in their employees as compared to other SME employees.2
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1.2 Rationale of the studyThis unit of the chapter is yet another most significant part of the entire research work. Itis basically in regard to justify the logical perception of the survey with respect to its designatedsubject matter. With reference to which, a leading aim of this study is to compare distinctpsychological contracts in context to the active SME organizations in varied western regions ofthe world. It is however a challenging perspective of these small scale industries as a mean ofpositioning themselves at the developing continents (Warner, 2013). It is mainly due to acompetitive nature of their markets where there exists numerous other contenders with theirstrong and vibrant market positioning. It hereby gets difficult for the organizational bodies ofSME’s to compete with the big establishments of developing regions who are working from alonger period of time and have resultantly placed themselves at a higher level of business.However, it is not only in terms of outlining their longer time period of work but also to thinkupon their extensive business arrangements. There is greater importance of Small businessenterprise in terms that it offers greater success to the economy. Further it is effective not only inproviding success stories but also assist in meeting the local needs. The cultural as well aseducational differences to a greater extent affects the psychological contract. This is because itdemonstrates the level of understanding that prevails among the employer and employee. Thelevel of education possessed by one determines the policies that are being set at higher level. Forinstance, there is greater impact of profile of society in relation to values, attitude, norms as wellas beliefs on the manner in which the individual perceives as well as manages the relationshipwith that of employers. The mechanism relating to the cultural influences at individual level fallin the cognitive as well as motivational domains. Variation among the culture affects theperception and interpretation of the signals from the firm in relation to psychological contract.Under motivational domain culturally varied self concepts affects what is being desirable inrelation to exchange relationships with employers. The level of education affects psychologicalcontracts in terms that people perceives the policies and norms in the contrast in differentmanner. The large scale organizations are relatively broader in nature with more number ofpersonnel’s and an even escalation of profits and revenues. Psychological contracts are herebyevident to work as an assistive tool of reference to the SME’s in such instances as a mean ofpositioning themselves at an apt position in the marketplace. It is essentially with reference to its3
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appreciable dimensions where such contracts often tend to maintain a standard relationshipamong the employees and employers (Zagenczyk and et. al., 2014). This in turn benefits theentire set of organization with more productive workers who renders huge amount of profits tothem. However, productive set of workers will be itself created by the employers where they willprovide a valuable sense of accountability to their respective employees. The HRM bodies areprimitively responsible to implement these contracts at their workplace with a foremostcogitation of observing their employee- employer relationship and accordingly choose suchcontracts. 1.3 Research aims and objectivesThis section is divided into three precise sections into which it has tended to lay down theforemost aims and objectives of this survey along with some outlined queries that are framed onthe basis of those.Research aims: It is mainly in regard to specify the intended goal of this survey with a prior aimof making a “Comparison of psychological contracts in western world and developing countries-A critical look at SME’s”. According to which, the investigator has also framed someconsiderable objectives that are outlined in the subsequent section. Research objectives: These objectives are basically in order to attain the defined aim of thesurvey in context to complete in due amount of time. Below depicted are thus referred to besome leading objectives of the thesis-To identify the nature of psychological contract in Western and African societies.To identify employees and employers perceptions about the psychological contract inboth societies.To identify issues in their comparison.To proffer solution to some of the challenges and issues.Research questions: This part is based upon the above framed aims and objectives of the surveyin context to which, below defined are some research questions to clearly investigate the electedsubject matter. These queries are mentioned as-What is the nature of psychological contracts in Western and African societies?What are the factual perception of employees and employers about psychologicalcontracts in both these societies?4
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What are the leading issues in making a relative comparison of these psychologicalcontracts?What are the relevant solutions to deal with such upcoming challenges and issues? 1.4 Analysis and frameworkThe present study has depicted a descriptive study with a major stress upon describing thecomparative mean of all leading type of psychological contracts. It is thence depicted to be afruitful design for the survey where the investigator will hereby tend to acknowledge somecoherent sources of it. In addition to it, this design will also ensure to determine someconsiderable application of these types of agreements among the employees where it will be easyfor the HRM bodies of the enterprises to make a clear depiction of their choice. Along withwhich, an inductive approach has been employed for conducting this research work for movingfrom a specific to general formulation of results (Cooper and et. al., 2006). The overall study ishereby based on comparing different type of psychological contracts in order to apply them onthe SME entities.An interpretivism philosophy of the study has been undertaken in the presentinvestigation where the obtained information by the investigator will be associated to the realscenario. Apart from this, the information in the present survey has been collected fromsecondary sources of data collection. These secondary sources have referred several books,journals and online publications that are authentic in nature have been considered by theresearcher. It has provided a fundamental base to the entire study in assessing the SMEorganisations that are situated in the African marketplaces of its Western region that are stilldeveloping in nature (Dane, 2010). The collected set of data has been analysed as per thequalitative method with different formation of themes that have been formulated by theresearcher in order to attain timely objectives of the survey.1.5 Structure of the dissertationIt is the last section of this chapter that has defined the overall structure of the thesis, asparted below-Chapter 1- IntroductionIt is the initial chapter of the thesis that has provided relevant information in regard todefine the topic that has been being chosen to conduct the present research work. It has coveredthe key areas of this research that has involved the aims, objectives, rationale, background and5
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research questions, etc. Moreover, this chapter will also aid the investigator to provide a definiteidea in regard to outline the conceptual mean of its chosen subject matter.Chapter 2- Literature reviewIt is yet another significant part of this chapter that has presented critical views of distinctauthors in context to the chosen research content of this study. It is based upon the framed set ofobjectives that has in turn assisted the surveyor to form themes to confer the critical assumptionsof different authors. Chapter 3- Research methodologyThis is the subsequent section of the thesis in which different methods have beenemployed by the researcher in order to carry out the study in a directional manner. It is alsodepicted to be a principle part of the study in which the investigator is hereby liable to opt forsome considerable means of conducting the study in a reliable manner. It is thus important forthe surveyor to make a keen selection of research techniques. Chapter 4- Data AnalysisIt is the next section of the dissertation in which the collected set of data will be herebyanalysed by the surveyor. It is basically in order to evaluate the gathered information fromsecondary method of data analysis. In context to which, the surveyor in the current research workhave adopted a qualitative method of analysing the data with some supportive means of books,journal and online publications to generate attested information from it. Chapter 5- Conclusion and recommendationIt is the eventual section of the dissertation where the investigator hereby tends toshowcase the liable findings that has been derived from the carried conducting research work. Inaddition to which, a valid set of recommendations are being bestowed by the researcher on thebasis of the above concluded outcomes.6
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