Competency

Evaluate leadership practices that support organizational effectiveness.

Scenario

You are the Manager of the Learning & Development Unit in the Human Resources Department of a package shipping company. You just finished setting your professional goals for the upcoming fiscal year with the VP of Human Resources. He expects a greater focus on management training, and you are required to create at least three new training courses. One of these courses must cover the concept of psychological contracts. You are expected, as the Manager of the Learning & Development Unit, to design a training session outline for line managers explaining the concept of a psychological contract, to include the incorporation of an exercise in which line managers would be instructed to rate their needs and expectations as well as those of the organization to gauge the strength of the psychological contract.

Instructions

Prepare a training session outline. Content should be listed in bulleted form. Include the time needed to cover each topic and provide an agenda for the training session. The content should cover the following points:

• Defines the concept of the psychological contract.
• Contrasts an employment contract with a psychological contract.
• Explains the importance of trust to the psychological contract and how it supports organizational effectiveness.
• Details where differences can occur between employer and employee expectations.
• Suggests strategies to minimize psychological contract violation.
• Provides attribution for credible sources used in the outline.

Resources

Article Databases:

• Business Source Complete via EBSCO
• Business via ProQuest
• ASP: Human Resource Management Online

Guides & FAQs:

• APA Guide
• Rasmussen’s Answers/FAQs

Grading Rubric

F

F

C

B

A

0

1

2

3

4

Did not Submit

No Pass

Competence

Proficiency

Mastery

Not Submitted

Used unclear verbiage about the concept of the psychological contract.

Defined the concept of the psychological contract, no examples provided.

Defined the concept of the psychological contract using some clear examples.

Clearly and strongly defined the concept of the psychological contract using clear examples in a well-crafted training session outline.

Not Submitted

Used unclear verbiage about an employment contract with a psychological contract.

Contrasted an employment contract with a psychological contract, no examples provided.

Contrasted an employment contract with a psychological contract using some clear examples.

Clearly and strongly contrasted an employment contract with a psychological contract using clear examples in a well- crafted training session outline.

Not Submitted

Used unclear verbiage about the importance of trust to the psychological contract and how it supports organizational effectiveness.

Explained the importance of trust to the psychological contract and how it supports organizational effectiveness, no examples provided.

Explained the importance of trust to the psychological contract and how it supports organizational effectiveness using some clear examples.

Clearly and strongly explained the importance of trust to the psychological contract and how it supports organizational effectiveness using clear examples in a well- crafted training session outline.

Not Submitted

Used unclear verbiage about where differences can occur between employer and employee expectations.

Detailed where differences can occur between employer and employee expectations, no examples provided.

Detailed where differences can occur between employer and employee expectations using some clear examples.

Clearly and strongly detailed where differences can occur between employer and employee expectations using clear examples in a well- crafted training session outline.

Not Submitted

Used unclear verbiage about strategies to minimize psychological contract violation.

Suggested strategies to minimize psychological contract violation, no examples provided.

Suggested strategies to minimize psychological contract violation using some clear examples.

Clearly and strongly suggested strategies to minimize psychological contract violation using clear examples in a well- crafted training session outline.

Not Submitted

Failed to use or identify credible sources in the training session outline.

Used and identified some credible sources in the training session outline.

Used and relied on mostly credible sources in the training session outline.

Used and relied on all credible sources in a well- crafted training session outline.