The Psychological Needs Of An Organization - 976 Words

organizational performance. Contrarily, Alabi (2010) and Akintayo (2012) in different studies suggested that the psychological needs of employees constitute an important cause of conflict. Comparatively, Tseveendorj (2008) indicated that in Malaysia, bank workers rated other sources such as communication, perception, values, and culture as the sources of conflict even though some of the staff differed in their degree of perception. Similarly, Fakirani (2013) did an empirical research and suggested that different ethno-religious and cultural backgrounds have caused and created certain problems in an organization. The author further revealed that â€Å"conflict has emerged from a pervasive ignorance about others who inhabit a shared socio-geographic space, an ignorance that breeds misunderstanding and mistrust† (p. 115). Thus, if conflict is born out of ignorance, it is necessary to make education and training a priority among employees. This can be done by creating awareness. However, Okolo (1977) revealed that the leading sources of organizational conflict in Nigeria are the conditions of service, opportunity, salary and wages and job security. This is in agreement with the study of Okere; - et al. (2015) who emphasized that employer, employee agreement must be fulfilled to avoid crises. Although there are some similarities between the two different studies; in my thought the needs of the people in different regions are a contributing factor in conflicts. In anotherShow MoreRelatedProject Management And The Changing Psychological Contract812 Words   |  4 PagesPROJECT MANAGEMENT AND THE CHANGING PSYCHOLOGICAL CONTRACT Dainty et al. (2004) explored the nature and content of psychological contract amongst key management group in construction industry in the UK. Psychological contract is defined by Rousseau (1995, p.9) as â€Å"individual beliefs, shaped by the organization, regarding terms of an exchange agreement between individual and their organization†. They are informal, unwritten mutual expectation of input and subsequent output in employment relationshipRead MoreFive Models of Organization Behavior729 Words   |  3 PagesMoney | Support | Team work | Caring,Compassion | Employee orientation | Obedience | Securityamp;Benefits | Job performance | Responsiblebehavior | Psychologicalownership | Employee psychological result | Dependenceonboss | Dependenceonorganization | Participation | Self discipline | Self-motivation | Employee needs met | Subsistence | Security | Statusamp;Recognition | Self actualization | Wide range | Performance result | Minimum | Passivecooperation | Awakeneddrives | Moderate enthusiasm |Read MoreInside Terrorism : Psychological And Behavioral Factors1742 Words   |  7 PagesTerrorism: Psychological and Behavioral Factors Terrorism is a difficult issue to understand and grasp for many people. 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SimilaritiesRead MoreThe Benefits of a Psychological Contract in Employee Performance1477 Words   |  6 PagesIntroduction Psychological contract is expectations of an employee or workforce towards employer that somewhat loosely refers to the actual. It represents basic senses that are obligations, rights, and also rewards (www.wikipedia.com.my). An obligation is a duty of employee of their task. The employee must know their task and do it effectively. Everyone have their right, employees also have it. So the employees and employers must know their right. While reward is one of the powerful influencesRead MoreThe Attack Of A National Disaster1498 Words   |  6 Pagesfinancial effects, and psychological effects. In the wake of a national disaster, a psychological support agency would be critical to the recovery of victims of the event. 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