UGB162: HRM and Talent Development: Absence, U-Curve, Contracts Report

This report, addressing UGB162 Introduction to Human Resource Management and Talent Development, delves into several critical aspects of HRM. The first section analyzes the importance of proactively managing high levels of employee absence, discussing potential causes and the significance of procedural documents in addressing this issue. The second section explores the U-Curve Framework (Lysgaard, 1955) and the challenges expatriate employees face when working overseas, including cultural adjustment and communication issues. The report then differentiates between the psychological contract and the contract of employment, highlighting the psychological contract's importance in contemporary organizations. Finally, it examines three motivation content theories and their practical applications in the workplace, offering a comprehensive overview of key HRM concepts and their implications for organizational effectiveness. The report provides valuable insights into managing absenteeism, supporting expatriate employees, understanding employee contracts, and motivating employees.

UGB162 introduction to human
resource management and talent
development

Table of Contents
1 Some organisation has extremely high level of absence a) why is it important to proactively
manage this high level of absence? B) What might be included in a procedural document?..........1
INTRODUCTION.......................................................................................................................1
MAIN BODY..............................................................................................................................1
CONCLUSION...........................................................................................................................3
2. The U-Curve Framework (Lysgaard, 1955) has been used to describe the cross-culture
adjustment process of expatriate employees. Discuss the framework and the issues expatriates
encounter when working overseas. ..............................................................................................4
Introduction.................................................................................................................................4
Main body...................................................................................................................................4
Conclusion...................................................................................................................................7
3 Difference between the psychological contract and the contract of employment. Identify why
the psychological contract is so important in organizations today?................................................8
Introduction.................................................................................................................................8
Main Body...................................................................................................................................8
Conclusion.................................................................................................................................11
4 Three motivation content theories and discuss their role in the workplace................................11
Introduction...............................................................................................................................11
Main Body.................................................................................................................................12
Conclusion.................................................................................................................................15
REFERENCES..............................................................................................................................16

1 Some organisation has extremely high level of absence a) why is it important
to proactively manage this high level of absence? B) What might be
included in a procedural document?
INTRODUCTION
Human Resource, is considered to be a division in a company that manages the activities
such as screening, recruiting, providing training and development programmes etc., Thus, it can
be said that Human resource of a company is like a backbone to the company and assist firms in
dealing with the fast-changing environment of business activities. Therefore, presence of human
resource in an organisation is very important because issues and managing the activities within
different departments is done by the HR management or department. Hence, unlike other
problems managing the issue of high level of absence in an organisation is also managed by the
Human Resource Department (van Harten and et. al., 2020). Henceforth¸ this report is based on
the significance of controlling the problem of high level of absence and what measures company
can take in order to control the same. Important points which company can be included in
procedural documents so that better management can be done.
MAIN BODY
Globalisation has provided companies with a large of benefits, whether it is about
increased sales and profitability or it is related to the efficient pool of talents. It has enabled
companies in effective services and facilities to its customers. Just like it has increased the
proficiency of companies consequently it has given rise to numerous problems as well. Amongst
all the problems employee absenteeism is significantly increasing it in numbers. There could be
many factors or reasons for the same but high level of absentees are creating problem for the
company. Moreover, the Human Resource Department will need to understand the main cause
because there can be a possibility of underlying medical conditions, family and personal
problems, demotivation, tiredness or there can be no reasons. However, all these reasons of
absence can be for shorter period of time or it can be for a longer period of time. With respect to
this, company can discuss and monitor the pattern of taking absent leaves of employees and then
make a record of the same. As a result, it will help them in analysing the issues and the reason of
high level of absentees. More than the employees, its consequences are being faced by the

companies. According to the report by European Foundation for Improvement of Living and
Working Conditions, if the cost of absentees is estimated than it is around 2.5 percent of GDP in
Europe which means approximately $470 billion in European Union alone and it is double as
compared to the United States (Absenteeism in the workplace, 2020). Moreover, if looking at the
benchmark of the rate of absentees in European Union than in 2019 it was 4.7 percent. However,
considering the cause of excessive absenteeism than it is compensation for sick leave. When an
individual is absent form his/her work than its consequences can be seen at the productivity level
of the company as well as the person. In addition to this, stress and burnout, mental and heath
problem, bullying and harassment, low morale are the other causes. It is important that company
have appropriate management system with the help of which they can have a control over the
problem and better results can be obtained in return. Administration cost gets relatively higher
because temporary workers starts to charge more as compared to employees who are already
working. Other than this, understaffing can lead to improper customer service which can
ultimately hamper the image of the company.
In relation with managing the absentees, it is important from company’s point of view
because according to the CIPD Absence Management Survey, a worker is absent for around 6.4
days each year if the average is taken out and the reason is minor illness. Other than the health
problems there can be some other reasons for example: employees of TESCO, may need an
alteration in the working hours so that they can take proper care of themselves. Moreover,
communication is the best methods for managing the higher rates of absentees because
indifference in this field it lower down the morale and increase the chance of resentments
between the staff members and substantially decrease the productivity level of the company. As
a consequence, collaboration between members and related project work can gets hamper.
Moreover, employees can feel disrespectful and as a result misunderstanding in the workplace
can be seen. Therefore, in accordance to the company, in order to sustain in the market for a
longer period of time it is crucial that their management system works properly. Moreover, early
intervention in the management can work as a crucial element for achieving targets and
sustaining improvements. As discussed earlier proper monitoring and maintaining a record of the
same of the absentees can be very effective because it will be helpful in assisting the seriousness
of the problem whether the reason for absent is serious or it is vague. An agreement between
employees and the management can be signed so that both the end can come to a conclusion.

However, company can maintain a procedural document under which all the rules and
regulations are incorporated. Every company has their own set of standards as per their needs
and wants. In respect with policies, in procedural document it should be very clear such as if the
employee found to be the defaulter for 3 times a month than a “loss of pay” will be implemented.
Along with this, if this increases for more than 3 times than repercussions can be extreme. In
order to be more precise than procedural document generally includes rules and regulations and
other disciplinary action that might take the company if they violate the norms. Some of the most
common polices that are included by the companies are related to “paid time off”. In most of the
cases, employees give prior information to the management if they want leave but if they took
leaves all of a sudden than so as to contradict the same company should have “no show policy”.
But here company should keep a “window open” as there can be a possibility that the person
seeking of immediate leave encounter with an accident or there is a requirement of taking care of
a family member. For example: TESCO, can include Zero Tolerance policy under which any
individual skips his/her work without having a valid excuse than company has right to take
disciplinary action against that person. Moreover, in their policies company can add some
policies related to emergency situations like of the case is genuine than the employee will be
granted leave but need to be show the documentation after re-joining. In most of the cases the
reason for taking leave is because of the tardiness because when a person is constantly tardy then
there can be a possibility that the individual is showing no interest towards the company or work
and this could be frustrating sometimes.
Henceforth, for managing the level of absentees in an organisation, management will
have to be supportive but strict as well. Company can maintain a better relationship with
employees and should listen to their problems (Vaiman, Colling and Scullion, 2017). Good
work-life balance can be maintained by the firms considering the values and needs to employees.
Somehow reducing the workplace stress can be seen as an effective way for reducing the level of
absenteeism. Health related problem is one factor but, in some cases, bullying or improper
behaviour of colleagues can be the reason. Therefore, company should focus on identifying the
reason behind the pattern of taking absent leave by an individual. This will further help the
company in knowing the reason and moreover considering the same better solution can be
provided to the company.

CONCLUSION
From the above report it has been analysed that, with the increase in globalisation the
number of problems is also increasing. In current time, rise in the number of absentees is the
prime concern for most of the companies because it is not only causing them high rates but also
decreasing the productivity level of the company. Therefore, providing better services and
facilities to customers is getting hampered. Thus, in order to have a control over the issues
management of the company should make proper policies or documentation under which
consequences can be mentioned for every action. Hence, the procedural document will work as a
guideline for maintaining a better environment at workplace.
2. The U-Curve Framework (Lysgaard, 1955) has been used to describe the
cross-culture adjustment process of expatriate employees. Discuss the
framework and the issues expatriates encounter when working overseas.
Introduction
In general, cross-cultural adaptation is defined as a degree of cognitive familiarity with
various aspects of the host nation. Most researchers have described cross-cultural adaptation
from a one-dimensional phenomenon, much as employee performance and commitment to the
organization were initially proposed. The idea of "cross-cultural adaptation" started with earlier
research on culture shock. Culture shock was described as a time of anxiety before a person feels
relaxed in a new culture.
Main body
Cross-cultural adaptation is described as the process of adaptation to living or working in a
different culture. It is the viewed degree of psychological comfort and stability that a person has
with the new environment. The U-Curve concept was used to explain the cross-cultural cycle of
adaptation of expatriate workers to the host community. The UCT shall contain debates on the
four levels of change. The honeymoon stage takes place during the first week after the arrival in
the new country. People are intrigued by multiple and new cultures. As immigrants begin to deal
with real circumstances on a regular basis, the second phase begins-culture. The stage is marked
by anger and animosity towards the host nation and its people. The third stage is the stage of
adaptation in which the person slowly adapts to the new circumstances and values of a particular
nation and can behave more properly than ever (Rezaei and Beyerlein, 2018). Finally, at the

stage of competence, the employee is able to function effectively in a new environment. Recent
construction conceptualizations have increasingly focused on three specific aspects of cross -
cultural communication. The first aspect is the work alteration, which includes adapting to new
work tasks, work roles and the new work environment. Job transition is accompanied by parallels
in processes, practices and activities between some of the parent company and the host branch
worldwide. The second element is the modification of contact, which requires the ease obtained
in engaging with different cultures in both work and personal life circumstances. Communication
improvement is now the most challenging of all three dimensions to obtain. The third element is
the particular improvement, which includes an overall modification to life in a different culture
as it includes factors such as living conditions, health care and the living costs. The process of
cross-cultural adaptation could be difficult as there is confusion and ambiguity regarding not
understanding what may be acceptable, combined with a possible complete lack of knowledge of
environmental input due to lack of understanding of culture or language. In the cross-cultural
transition process, contextual instability is decreased. In relation to the requirement of early
termination of contract, an expatriate that is unable to adapt will feel insurmountable tension and
feel the same need to return home. In relation to the criterion of success of work, cross-cultural
Modification enables expatriates to establish successful working relationships with host nationals
and to understand the actions, movements and stories of their host national colleagues. In some
preliminary evaluated, multi - cultural adaptation has also been identified as a predictor of
academic performance in expatriate assignments.
Issues expatriates encounter when working overseas
People from a different nation could have been an unsettling activity. As an expatriate,
employees expect to face a lot of problems and challenges. Thus, the expatriates need to learn
about cultural nuances, customs, manner of speech and aspirations. As an outsider in a different
nation, these issues can be difficult to comprehend. The obstacles can differ considerably on the
region's location, cultures, traditions, personal mannerisms and behaviours. There have been,
indeed, a few increasing obstacles encountered by expatriates as they move (Randev and Jha,
2019). In addition to this, many employees will react to stress in various ways as it also affect on
their overall productivity level at working area. In this regards, challenges are based on their
different language, cultures, locations, personal mannerisms and general customs of the specified
countries. All these challenges can be understood by following points:

 A language barrier: If an expatriates moving into a new country that includes different
language and also befriending locals can be daunting. It is difficult for people who are not
aware and familiar with new language (Oseghale and et. al., 2018). This can be put
negative impact over the employees who are from different culture and nation at working
area. While living abroad, people facilitate the process and at the same time also jump-
start all the learning curve for new job role in foreign country. Thus, it is important for
expatriates to acquire as well as learn about a rudimentary level of foreign language
before moving new country. With the help of this they can easily understand the language
and also improve their learning activities towards the new job roles and responsibilities.
 Worried about money management: At the time of moving into another country it is
biggest challenges for expatriates as they face issue in managing their personal finance
because of international taxes and any another charges that they have to pay in new
country. Therefore, it is significant for expatriates to analyse of figures out all the
necessary details before move. As they have proper information and understanding about
how it will affect them in term of financially. If people have understanding about all the
aspects of new country then it will be easier to adjust and execute their new job role in
new business organisation.
 Building relationship can be difficult: Living abroad without a partner can be very
difficult in various reason as expats feel lonely within the new location. Bring single,
people have the freedom to do whatever they want of desire, but at the same time they
feel lonely at some point in time. This issue develop mental stress within the expatriates
at the time of living within the new country. As building positive relationship with people
is difficult for expatriates within their new job roles and nation as well. In addition to this,
expats also find a person who understand their views and ideas so that they can easily
build a positive relation and also reduce issues in effectively living in abroad.
Maintaining positive healthy and positive relation with right person may help in
developing positive mind set in new culture and also enhance their productivity level at
the time of executing their job roles in new business organization in abroad (Latukha,
2018).
 Healthcare: It is also consider as a major issue that faced by expatriates while they
moving another country for employment. Mainly, they are concern for their health and

also need proper global health insurance at the time of living abroad. Thus, it is one of the
major concerns that most of expatriates are worry when it comes to relocation. This can
put negative impact over the working ability within the company where they get new job
role. As local hospitals only have or provide basic coverage to expats and other side new
host country may not be related or up to their standards (Latukha, 2018). In this context,
most of expats wants to have accessibility to private healthcare in the host country. This
is the reason that individual needs to have proper healthcare plan before moving abroad.
It may help them in eliminating any kind of issues in context of their health. Have an
international health insurance plan before leaving new foreign country. This can be
beneficial in alleviate stress with finance management, give medical aid and at the same
time also provide peace of mind. With the help of this, expatriates feel safe and secure
from any kind of medical issue in new country.
 Fitting In: While moving new countries, an expatriates learning a new culture and
language is very difficult. Along with this, understanding or learning about ins and outs
of new culture can be even more challenging for an individual as they get affected in new
location in different terms like working with new people, health and safety issues. Apart
from this, each and every nation has its own and particular customers and nuances. In
this, it is important for people to respect the local culture even there is not matter where
you are. Thus, it is crucial for an individual to research the customers and culture before
they go or move another country. Because it is significant for expatriates to have basic
understanding about the culture norms of particular country before their arrival. In
addition to this, at the time of transitions to new organization, they can communicate
with theirs manager about any kind of query that they needs to prepare for their new job
role. It will be effective and easier to set and operate their activities into a new job
responsibility. Furthermore, it is also crucial for expats to connect with their manager and
co-workers as they can be a great sources of information (King, 2017). They also support
them in navigate the landscape and at the same time also provide them culture insight.
This can be beneficial in making them comfort within the new culture or nation as well.
Conclusion
As per preceding report it has been evaluated that U-Curve Framework is consider as an
important theory that support people who are moving new countries. In this it help them in

adjusting into new cross cultural organizational activities. With the help of this, expatriates can
manage their activities into a new country along with higher productivity. At the time of moving
into foreign, various challenges faced by expatriates as they get also affected. This can be reduce
their overall performance of people at working area. In addition to this, culture and language
barrier is major issue that they faced at the time of moving into new country as they fail in
understanding and maintaining relationship with other people. For this, they are responsible for
research and understand the all the aspect of new nation before moving. It can be beneficial in
making them able to manage their activities and also execute their new job role in new country
along with higher productivity.
3 Difference between the psychological contract and the contract of
employment. Identify why the psychological contract is so important in
organizations today?
Introduction
Psychological contract is referring to the concept that determine the overall perception of
the business relationship among two parties. As it become a point of interest in the HR
department. This type of contract usually occurs between employer and employee that define the
mutual expectations both parties have with another. Along with this, it also determines the
expectation impact and change their behaviour. As per current scenario, it is one of the important
aspects for business that may assist in understanding the factors that directly impact over the
behaviour of workers at working area (Johnson, Huang and Doyle, 2019). In addition to this,
psychological contract can be analysed as a deal among employee and employer that focus in the
perception of two different parties i.e. worker and manager in order to handle the obligation with
mutual understanding. As it is set of promises or expectation that exchange among parties within
the employment relationship. Mainly, parties include manager, employer, workers individual
employees and so on. As it is important for company in handling the issues that can be arise
among two different parties on the basis of their mutual understanding. With the help of this,
both parties can be easily developed better employment relationship at working area.
Main Body
In business organization psychological contract play a significant role in develop an
employment relationship between employee and employer. In this context, it is also referring to

the unwritten set of expectation as it is distinct for the formal and codified employment contract.
As both contract of employment and psychological contract define the relationship between
employer and employee at working area. As psychological contract is based on better
communication between manager and employee on the basis of promises of salary increment,
promotion and so on (Huselid, 2018). Furthermore, it also contributes in managing expectation
that is refers to the key behaviour for employees so that they can reduce the possibilities of
arising any kind of issues and misunderstanding. Apart from this, psychological contract also
includes some drawbacks as it damage, the relationship between employee and employer that
lead to disengagement, reduce productivity level at workplace. This is the reason that proper
fairness is one of the significant parts of psychological contract as it may assist in bound up
positive relation in which both parties being treated fairly that directly contributes to sustain a
healthy and effective psychological contract within the company.
In addition to this, contract of employment is oral and implied agreement that specify
terms and conditions in which an individual perform their duties. In this, people are controlled by
an employer in return for agreed wages. As both employee and employer are developing an
effective bound in which they own their duties as per mutual confidence. Every worker is under
the obligation in order to execute their allotted task and employer also give proper instruction to
their best performance. The main focus of employer of the company to protect their employee
from any kind of harm as they also protect their rights at working area. For increasing their
performance, employer also make fair compensation for any kind of loss and damage. This can
be beneficial in retaining workers for long period of time within the company and also maintain
positive relation with them.
Apart from this, it is also considered as a written legal agreement between employee and
an employee within the company that includes the proper detail about workers’ pay, working
hour, job profile and so on. This can be effective in developing a trust among two parties and at
the same time also improve their relation at working area. Basically, it is an agreement that
signed between two parties i.e. individual employee and employer on the basis of labour union. It
also established rights and responsibility between two parties that support in developing a fair
relation among employee (Hosen and et. al., 2018). It allows both parties that clearly understand
obligations and also maintain all the significant terms of employment. It includes salary or

wages, schedule, duration of employment, general responsibilities, confidentiality,
communications, other benefits, future competition and etc.
Importance of psychological contract for today business organization
Psychological contracts are quite useful for companies, that also play an essential part in
developing the management of human capital at the working environment. It could also improve
performance by focusing more on the quality and experience of the employees in order to obtain
the comparative edge, initiative and accomplishment of the employees (Glaister and et. al.,
2018). The Behavioural Contract was established and formulated on the basis of cooperation
between both the parties. Effective communication should help both parties recognize one
another, as well as goals, responsibilities and commitments, that the company will effectively
control people by making an opportunity to build the knowledge and skills of employees at
workplace, which could boost productivity, efficiency and profitability. In addition to this,
Psychological contracts will allow companies "to involve people at work," "to recognize and
anticipate how people are behaving" and "to better align people with consumers and strategic
objectives." This is really vital for a company to involve people at work by informing people
what they anticipate and understand what these people want, so that the company and employees
can make decisions and know what they're doing with one another.
In fact, the psychological contract influences and defines the degree of individuals to
want them to use and improve their strengths and abilities to benefit and accomplish the goals of
the company which is a crucial achievement for every entity. In addition, psychological contracts
will make it possible for enterprises to recognize and anticipate how humans’ function at
workplace, so that people can easily align them with consumers and attain all the strategic goals
and objectives in an effective manner. In context to this there are some importance of
psychological contract for business organization:
Communication is a key element: As the agreement itself is not structured and
formalized. It is continuously changing on the basis of coordination between the employer and
the employee. Although clear communication has a positive effect on the psychological contract,
it is worth noting that a breakdown in communication will adversely affect the agreement. A fair
contract shows workers their manager values and supports them and makes their position in the
business important to their performance (Gateau and Simon, 2017). It results in higher
profitability and a beneficial impact on the organization themselves. Accurate contact among