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The concept of psychological contract became more popular among researchers starting in the 1990s, [8] but was named decades earlier in 1960 by Chris Argyris.As studies in industrial relations developed and grew more complex, it was revealed that employees are more likely to perform better in certain work environments.
Chris Argyris (July 16, 1923 – November 16, 2013 [1]) was an American business theorist and professor at Yale School of Management and Harvard Business School.Argyris, like Richard Beckhard, Edgar Schein and Warren Bennis, [citation needed] is known as a co-founder of organization development, and known for seminal work on learning organizations.
Perceived psychological contract violation (PPCV) is a construct that regards employees’ feelings of disappointment (ranging from minor frustration to betrayal) arising from their belief that their organization has broken its psychological contract of work-related promises, [1] and is generally thought to be the organization's contribution to a negative reciprocity dynamic, as employees tend ...
Chris Argyris described the distinction between single-loop and double-loop learning using the following analogy: [A] thermostat that automatically turns on the heat whenever the temperature in a room drops below 69°F is a good example of single-loop learning.
The Psychological Contract : The concept of a psychological contract [8] is useful for understanding the expectations that workers and organizations have of each other. Levinson's definition includes conscious and unconscious dimensions of the investment that employees make in their relationships with the organizations that they work for.
The Defense Centers of Excellence for Psychological Health and Traumatic Brain Injury’s 24/7 live chat outreach center (also at 866-966-1020 or email resources@dcoeoutreach.org). The Pentagon website Military OneSource for short-term, non-medical counseling. Veterans can call, text or chat with the Veterans Crisis Line. Dial 800-273-8255.
The NTL Institute produced or influenced other notable and influential contributors to the human relations movement in post-World War II management though, notably Douglas McGregor (who, like Lewin, also died young), Chris Argyris, Edgar H. Schein, and Warren Bennis.
Later, inspired by among others, Professors Chris Argyris and Donald Schon, Eric Rhenman, and other leading researchers and consultants at SIAR, contributed to the development of the theories of organizational learning. Several prominent researchers from the United States visited SIAR, often on year-long guest research assignments.