Psychological contract

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  • This book is about the hidden, elusive motivations that cause capable employees to start questioning their decision to join your company, start thinking of leaving, eventually disengage, and finally, leave. The true root causes of voluntary employee turnover are hiding in plain sight. If we really think about it, we already know what they are: lack of recognition (including low pay), unfulfilling jobs, limited career advancement, poor management practices, untrustworthy leadership, and dysfunctional work cultures....

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  • The Psychologist’s Companion is intended for students as well as young professionals and writers at all stages of their careers seeking inspiration and guidelines for better scientific writing. This book is also a resource for researchers in related fields.

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  • All professional psychological work should be accurate and ethical. Errors of omission or commission are likely to have serious repercussions in forensic psychological practice. In this setting, even small mistakes can lead to embarrassment, criticism, licensing board sanctions, and possible criminal charges as well as civil lawsuits. The devil is in the details. The Forensic Documentation Sourcebook, 2nd ed.

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  • The financial assets or financial liabilities arising from the deposit component are accounted for under IAS 39. The classification of the deposit component depends on the intention of the insurer or reinsurer, the definitions of the various IAS 39 categories and the underlying contractual requirements of the insurance contract. (Refer to chapter 14 for further discussion of the accounting treatment in terms of IAS 39.

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  • Mediation and negotiation require similar skills and approaches:– a win-win outcome and removal of psychological blocks. Mediation involves two parties who jointly invite a third party to facilitate reaching an agreement. In some cases the mediator might need to understand contract law or to have access to comparative data. However, the principles of mediation require only that the facilitator is able to understand the objectives, beliefs and perceptions of the parties – and then facilitate mutual changes of position until the two parties can agree....

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  • As is the case with all of the volumes in this series, this book seeks to serve as a bridge between the vastly different worlds of psychology and psychiatry, and the law, and specifically to guide those boundary spanners — forensic mental health experts — who regularly set foot in both worlds at once. In this case, we turn to the civil law, which establishes a set of rights and duties that govern the daily business of life, and the manner in which citizens interact with one another.

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  • Chapter 18 - Employment relationship and career dynamics. In this chapter you will learn: discuss the different types of psychological contract, identify three types of trust in organisational settings, discuss the employment trends of employability and casual work, discuss the two primary functions of organisational socialisation, describe the stages of organisational socialisation, explain how realistic job previews and socialisation agents assist the socialisation process, describe the main features of holland’s theory of occupational choice,...

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