Visit to Madaha

10.10.07

Gour Express started at 10:15 P.M. from Sealdaha station. On the next day, I reached at Maldaha town station at 6 A.M. Mr. Sinha (DI ) picked me from SBI ATM counter and arranged one accomodation at Maldaha Lodge. At 8 A.M. I started for Chanchol by jeep. The contract was that I would pay the full fuel charge for the tour. Around 10 A.M. I reached at Chanchol -2 and contacted SI from the bus stand. I met SI at 10:30 A.M. and he accompanied me to visit Siddheswari school. The school is situated within the complex of Rajbari of the king Sharat Chandra Roy Choudhury. I  divided students into two groups - good and poor students based on teacher's opinion keeping the students' unaware of such classifications. I administered full questionnarires to good and partial questionnaire to poor students. Next, I went to Dakshayani school and collected data from only good students. I used this classification as poor students fail to comprehend the questions. Amrita by analysing SSA report, identified these two schools as good and poor infrastructure facilities.

 

At 6-30, I returned to  school council office at Atul market. There I met DPSC chairman, Dr. Uttam Sarkar. He arranged my next visit at Mothabari block of Kaliachak -2.

    Next day, I went to Mothabari block. There I met SI who accompanied me to visit two schools all the time. At night, I returned from Maldah town by Gour express at 9-35 P.M.

 

 

Psychological contract theory

http://wfnetwork.bc.edu/encyclopedia_entry.php?id=250

 

History and Definitions of the Concept: The notion of the "psychological contract" was first coined by Argyris (1960) to refer to employer and employee expectations of the employment relationship, i.e. mutual obligations, values, expectations and aspirations that operate over and above the formal contract of employment. Since then there have been many attempts to develop and refine this concept. Historically, the concept can be viewed as an extension of philosophical concepts of social contract theory (Schein, 1980; Roehling, 1997). The social contract, which deals with the origins of the state, supposes that individuals voluntarily consent to belonging to an organised society, with attendant constraints and rights. Argyris (1960) used the concept to describe an implicit agreement between a group of employees and their supervisor. Other influential early writers such as Levinson, Price, Munden, and Solley (1962), used the concept to describe the set of expectations and obligations that individual employees spoke of when talking about their work experience. They identified a number of different types of employee expectations, held both consciously (for example expectations about job performance, security, and financial rewards) and unconsciously (for example being looked after by the employer). Roehling (1997) credits Levinson et al (1962) with explicitly recognising the dynamic relationship of the psychological contract: contracts evolve or change over time as a result of changing needs and relationships on both the employee's and the employer's side. Schein (1965) emphasised the importance of the psychological contract concept in understanding and managing behaviour in organisations. He argued that expectations may not be written into any formal agreement but operate powerfully as determinants of behaviour. For example, an employer may expect a worker not to harm the company's public image, and an employee may expect not to be made redundant after many years' service. Like Levinson et al (1962), Schein emphasised that the psychological contract will change over time.

 

Recent developments in psychological contract theory are largely dominated by Rousseau (e.g. 1989; 1995; 2001). Rousseau argues the psychological contract is promise-based and, over time, takes the form of a mental model or schema which is relatively stable and durable. Rousseau (1989) explicitly distinguished between conceptualisations at the level of the individual and at the level of the relationship, focusing in her theory on individual employees' subjective beliefs about their employment relationship. Crucially, the employer and employee may not agree about what the contract actually involves, which can lead to feelings that promises have been broken, or, as it is generally termed, the psychological contract has been violated.

 

Rousseau's conceptualisation of the psychological contract focuses on the employee's side of the contract, so can be termed a "one-way contract". Much recent work has focused on the employee's understanding of the explicit and implicit promises regarding the exchange of employee contributions (e.g. effort, loyalty, ability) for organisational inducements (e.g. pay, promotion, security) (Rousseau, 1995, Conway & Briner, 2002). The employer's perspective has received less attention.

 

References

 

Ang, S., Tan, M. L. & Ng, K.Y. (2000). Psychological contracts in Singapore. In D. Rousseau and R. Schalk (Eds.), Psychological contracts in employment: Cross-national perspectives. Newbury Park, CA: Sage.

 

Argyris, C. (1960). Understanding organisational behaviour. Homewood, Illinois: Dorsey Press.

 

Brannen, J., Lewis, S., Nilsen, A., & Smithson, J. (Eds.) (2002). Young Europeans, work and family: Futures in transition. London: Routledge.

 

Conway, N., & Briner, R. B. (2002). Full-time versus part-time employees: Understanding the links between work status, the psychological contract, and attitudes. Journal of Vocational Behaviour, 61, 279-301.

 

Coussey, M. (2000). Getting the right work-life balance. London: Chartered Institute of Personnel Directors.

 

Guest, D. E. (1998). Is the psychological contract worth taking seriously? Journal of Organizational Behaviour, 19 (special issue), 649-664.

 

Guest, D., & Conaway, N. (1998). Fairness at work and the psychological contract. London: Institute of Personnel and Development.

 

Harwood, R. (2003). The psychological contract and remote working. An interview with Denise Rousseau. Ahoy Magazine, January 2003. www.odysseyzone.com/news/hot/rousseau.htm.

 

Herriot, P. (1992). The career management challenge. London: Sage Publications.

 

Herriot, P., Manning, W. E. G., & Kidd, J. M. (1997). The content of the psychological contract. British Journal of Management, 8, 151-162.

 

Hudson, M., Reed, H., & Wilkinson, F. (1998). Defining job insecurity: Towards an inter-disciplinary approach. Paper presented at 12th Annual Employment Research Unit Conference, Cardiff.

 

Kickul, J. (2001). When organizations break their promises: Employee reactions to unfair processes and treatment. Journal of Business Ethics, 29(4), 289-307.

 

Kickul, J. R., Neuman, G., Parker, C., & Finkl, J. (2001). Settling the score: The role of organizational justice in the relationship between psychological contract breach and anticitizenship behavior. Employee Responsibilities and Rights Journal, 13(2), 77-93.

 

Larwood, L., Wright, T. A., Desrochers, S., & Dahir, V. (1998). Extending latent role and psychological contract theories to predict intent to turnover and politics in business organizations. Group and Organization Management, 23(2), 100-123.

 

Levinson, H., Price, C. R., Munden, K. J., & Solley, C. M. (1962). Men, management and mental health. Cambridge, MA: Harvard University Press.

 

Lewis, S., & Smithson, J. (2001). Sense of entitlement to support for the reconciliation of employment and family life. Human Relations, 54(11), 1455-1481.

 

Lewis, S., Smithson, J. & Das Dores Guerreiro, M. (2002). Into work: Job insecurity and psychological contracts. In J. Brannen, S. Lewis, A. Nilesen, & J. Smithson (Eds.), Young European work and family. London: Sage.

 

MacNeil, I. R. (1985). Relational contract: What we do and do not know. Wisconsin Law Review, 483-525.

 

Management Today (September, 2003, forthcoming).

 

Martin, G., Staines, H., & Pate, J. (1998). Linking job security and career development in a new psychological contract. Human Resource Management Journal, 8(3), 20-40.

 

McFarlane Shore, L., & Tetrick, L. P. (1994). The psychological contract as an explanatory framework in the employment relationship. Trends in Organizational Behaviour, 1, 91-109.

 

McLean Parks, J., & Kidder, D. A. (1994). Till death us do part ...: Changing work relationships in the 1990s. Trends in Organizational Behaviour, 1, 111-136.

 

Morrison E. W., & Robinson, S. L. (1997). When employees feel betrayed: A model of how psychological contract violation develops. Academy of Management Review, 22, 26-256.

 

Noer, D. (2000). Leading organizations through survivor sickness: A framework for the new millennium. In R. Burke & C.L. Cooper (Eds.), The organisation in crisis. Oxford: Blackwell.

 

Nicholson, N., & Johns, G. (1985). The absence culture and the psychological contract. Academy of Management Review, 10, 397-407.

 

Porter, L. W., Pearce, J. L., Tripoli, A. M., & Lewis, K. M. (1998). Differential perceptions of employers' inducements: Implications for psychological contracts. Journal of Organizational Behavior, 19, 769-782.

 

Robinson, S., & Rousseau, D. (1994). Violating the psychological contract: Not the exception but the norm. Journal of Organizational Behaviour, 16, 289-298

 

Robinson, S., & Wolfe-Morrison, E. (1995). Psychological contracts and organizational citizenship behaviour: The effect of unfulfilled obligations on civic virtue behaviour. Journal of Organizational Behaviour, 16, 289-298.

 

Roehling, M. V. (1997). The origins and early development of the psychological contract construct. Journal of Management History, 3(2), 204-217.

 

Roehling, P. V., Roehling, M. V., & Moen, P. (2001). The relationship between work-life policies and practices and employee loyalty: A life course perspective. Journal of Family and Economic Issues, 21(22), 141-171.

 

Rousseau, D. M. (1989). Psychological and implicit contracts in organizations. Employee Responsibilities and Rights Journal, 2, 121-139.

 

Rousseau, D. M. (1995). Promises in action: Psychological contracts in organizations. Newbury Park, CA: Sage.

 

Rousseau, D. M. (2001a). Schema, promise and mutuality: The building blocks of the psychological contract. Journal of Occupational and Organizational Psychology, 74(4), 511-542.

 

Rousseau, D. M. (2001b). The idiosyncratic deal: Flexibility versus fairness. Organizational Dynamics, 29(4), 260-273.

 

Rousseau, D. M., & Aquino, K. (1993). Fairness and implied contract obligations in job termination: The role of remedies, social accounts and procedural justice. Human Performance, 6, 135-149.

 

Rousseau, D. M., & Wade-Benzoni, K. A. (1995). Changing individual-organizational attachments: A two-way street. In A. Howard (Ed.), The changing nature of work. Jossey Bass.

 

Smithson, J., & Lewis, S. (2000). Is job insecurity changing the psychological contract? Young people's expectations of work. Personnel Review, 29(6), 680-702.

 

Schein, E. H. (1965, Reprinted 1980). Organizational psychology. New Jersey: Englewood Cliffs.

 

Sparrow, P. (2000). The new employment contract: Psychological implications of future work. In R. Burke & C. L. Cooper (Eds.). The organisation in crisis. Oxford: Blackwell.

 

Sparrow, P., & Marchington, M. (1998). Human resource management: The new agenda. London: Pitman.

 

Tulgan, B. (2000). Managing generation X: How to bring out the best in young talent. New York: WW Norton and Company.

 

Turnley, W. H., & Feldman, D. C. (1999a). A discrepancy model of psychological contract violations. Human Resource Management Review, 9(3), 367-386.

 

Turnley, W. H., & Feldman, D. C. (1999b). The impact of psychological contract violations on exit, voice, loyalty and neglect. Human Relations, 52(7), 895-922.

 

Westwood, R., Sparrow, P., & Leung, A. (2001). Challenges to the psychological contract in Hong Kong. International Journal of Human Resource Management, 12(4), 621-651.

 

 

 

 

Visit to Bankura District

4.10.07

Ardhendu came to my house in the early morning. He kept his cycle at my house. From here, we started for Howrah Station. Rupasi Bangla started at 6-10 a.m. At 8 a.m. it reached at Kharagpur station. We finished our breakfast with Idli and Vara bought from Comsup company at howrah station. At 10 am. we reached at Bishnupur, the temple town.



Siddheswarbabu waited for us with car. From the station, we went to Bishnupur circle office. There, I met Mr. Ajit Hazra, the AI who assisted me in my earlier visit at Gangajal Ghati. I took him along with other AIs. Due to calvert damage, we avoided high way. Almost in the forest, we lost the direction of our canal road. We asked here and there but did not get adequate reply.Finally, we found one creek, full of water. Our driver got down and examined water level. Considering his assurance, we crossed the creek and finally reached at the canal road. This canal was from the Kansabati river. On the way, we found one bullock cart. Our driver stopped sound of the car and the cart slowly passed away. At that time, we all got down from the car.
This road is toward Joypur forest. Driver was asked to increase speed so that we could not face such trouble. There was high possibility for attack by elephants on the way to Joypur circle office. At the circle office, we were treated well. We took tea and some foods there. From here, we took one Shiksha bondhu to reach at Maynapur panchayet.
First we selected one school, away from the main road. Ardhendu was assigned to collect data from this school. Next I went to one school near by panchayet office but I did not find adequate school climate and size of students. Therefore, we went to 20 km away from this school and found one good school.
I personally collected data from the school. During returning the answer sheet, I asked them the reasons for education. They told me two reasons loudly:
1. Nobody could cheat them
2. They could understand the nature of chemicals used in agriculture
School Head master told me that villagers offered them one pond nearby the school. I was shocked hearing that the pond will be used for cooking mid day meals.
I adviced teachers to use natural resources fully for preparing teaching learning material.
Next, I came to earlier school and collected data from Ardhendu. I adviced there to introduce wall magazine. Shiksha bondhu Ms. Soma Roy got down from the car on the way. At Joypur bus stand , Mr. Hazra got down. Finally AI bade good bye at the Bishnupur station. At station, I got mail from Susmita about overwhelming response to her counselling class at Jorhat.
At 11 p.m. we reached at our house.

28.9.07
Bankura is located in the western part of the State of West Bengal. It is a part of Bardhaman Division of the State and included in the area known as "Rarh" in Bengal. It ranks 4th according to Population and literacy rate of 2001 Census in the State. The District Bankura is bounded by latitude 22038’ N and longitude 86036’ E to 87047’ E. River Demodar flows along the northern boundary of the district. The adjacent districts are Bardhaman in the north, Purulia in the west and Paschim Medinapure in the south. On 27th September, I told about my journey to the DPSC chairman. From him, I understood that Gangajalghati is least literate and Joypur is the most literate rural block of Bankura. He requested me to contact DI for the arrangement. Amrita assisted me in arranging all the documents and files for collection of data.



I early morning started for Howrah Station by taxi. Rupasi Bangla started at 6-18 a.m. I reached at Bankura station at 10-30. Next, by auto I went to Bidyabhawan and to Shikshabhaban. I requested DI to select one school wherein I got more number of students. He suggested me Amarkanan school at GangajalGhati. One Assistant Inspector was with me during my journey to GangajalGhati by hired car. The school is just at the main road. There I found 16 students (7 students in class V and 9 students in class IV). I collected data from them through questionnaires. Questionnaires included three modules - socio economic condition, attitude towards infrastructure and school attendance motivation. Academic achievement test was administered to them. Data related to attendance were collected from Head Mistress. Data were also collected from the teachers.

School has historical signifcance. Freedom fighters were trained in this school. One Ramakrishna Mission is nearby the school. It took more time (2-30 pm.) to finsh the data collection. My schedule train is from Durgapore which is 35 Km away from Gangajal Ghati. Again the road is not very safe and full of high and low lands. I can not arrange another visit as school is closed at 3-30 p.m. At 5-30 pm., I reached at Durgapur station. I felt absence of Amrita during my whole journey. If she would be with me, I could collect the data from another school and it would not take much time for collection of data. Due to health hazard, it was not possible for her to be with me. During my return journey, I felt horrible experience. Road condition is very poor and it appears to me that all my bones are breaking. Due to sponge iron mill, I felt very high suffocation. I can not understand why do we pollute our environment in this way ? Many people are supposed to have respiratory problem. I felt vomiting sensation on the way to Durgapore.

At the station, car driver told me that he could not give me printed bill. He charged Rs. 750 but finally he found that he could not claim more than Rs.600 (120km X Rs.5.00).

Finally, I came to my residence at 11-30 PM and was understood that Amrita was seriously ill. She inspired me throughout my journey but never told her problem. I should not forget her contribution in background.