{"id":90870,"date":"2017-04-11T18:47:38","date_gmt":"2017-04-11T16:47:38","guid":{"rendered":"http:\/\/www.myza.co.za\/work-contracts-are-a-complex-web-of-social-and-cultural-dynamics-the-conversation\/"},"modified":"2017-04-11T18:47:38","modified_gmt":"2017-04-11T16:47:38","slug":"work-contracts-are-a-complex-web-of-social-and-cultural-dynamics-the-conversation","status":"publish","type":"post","link":"https:\/\/www.myza.co.za\/press\/work-contracts-are-a-complex-web-of-social-and-cultural-dynamics-the-conversation\/","title":{"rendered":"Work contracts are a complex web of social and cultural dynamics | The Conversation"},"content":{"rendered":"

Work contracts are a complex web of social and cultural dynamics<\/a>: <\/p>\n

<\/span> Shutterstock<\/span><\/span><\/figcaption><\/figure>\n

-Psychological contracts in the workplace are fragile bonds. This is true all over the world. In South Africa they come with their own set of unique challenges largely due to the country\u2019s history of racial discrimination. <\/p>\n

A psychological contract is the unwritten set of expectations between employer and employee \u2013 as well as between workers. Along with the formal employment contract, it underpins all workplace relationships. <\/p>\n

Breaching the contract can damage relationships irreparably and lead to a number of undesirable outcomes. For example, it can have a negative impact on employee loyalty. Without loyalty, employees don\u2019t go the extra mile that\u2019s needed to make a business competitive. <\/p>\n

But when properly nurtured, psychological contracts can unlock productivity and boost growth. Organisational behaviour researcher Margarita Mayo argues that employees only go beyond what\u2019s expected in the labour contract when there\u2019s an emotional relationship based on employee loyalty and the identification of the employee with the company and its mission. <\/p>\n

For loyalty and identification to flourish, employees \u2013 particularly the younger generation \u2013 are increasingly needing recognition and a voice when it comes to their employment conditions and workplace relationships. This is particularly important in South Africa. The country\u2019s apartheid history deliberately deprived people of their voice. Employers who don\u2019t acknowledge this are treading on dangerous ground.<\/p>\n

Communication is key<\/h2>\n

World-renowned expert and scholar Denise Rousseau has described psychological contracts as motivating workers to fulfil commitments made to employers. But they only work when workers are confident that employers will deliver something in return. <\/p>\n

Psychological contracts include an intricate and complex web of social and cultural dynamics. These go beyond simply setting workplace expectations or maintaining strong team bonds between peers. <\/p>\n

But the difficulty with these contracts is that very often key aspects aren\u2019t clearly communicated. And in South Africa diverse cultural and personal needs must be taken into account. For example, people from different social backgrounds might have different communication styles which can be influenced by language. Organisations that don\u2019t deal with these complexities face a greater risk of causing misunderstandings in the work place.<\/p>\n

Generational differences<\/h2>\n

On top of this South Africa is recovering from a unique set of historical circumstances and inequalities. Change is often perceived differently by different generations. <\/p>\n

Beyond the usual differences between Baby Boomers \u2013 those born during the post\u2013World War II years \u2013 and Millennials, South Africa\u2019s inter-generational differences carry their own unique stamp. This is because of the country\u2019s history. For example those born after 1994, or the \u201cborn frees\u201d, have a vastly different experience to their parents of their place in the country \u2013 what is known as inter-generational disjuncture. <\/p>\n

In South Africa generational differences play out in a number of areas. They can affect, for example:<\/p>\n