In some situations, conviction can yield mutually positive results – especially if convinced people are comfortable and open to approach – but the persuasive force, which is equivalent to “selling” changes, is often not helpful or constructive for those who are convinced, nor can it work well for those who are persuasive. In his book on TA, I`m OK – You`re OK, published in 1967, Thomas Harris says about the “contract” in the transaction analysis: “… We use the word “contract” as a statement of mutual expectations… Position agreements are a valuable way to hold the employee to account. But the biggest advantage is to clarify things so that employees and managers can relax to know that they know what is expected and what they can count on. The size of the company does not matter here. Large and small businesses need people on the same side who contribute to something the company can count on. If you rely solely on OKRs, you may never know what happened to the 35% who didn`t — was the strategy over or didn`t people just contribute to what they needed? I would prefer to have a team with clear basic expectations, let me and them know when they have been filled, and then leave room to go beyond and dream. It recognizes that the clarity of mutual expectations is essential for a good working relationship. The psychological contract focuses on the relationship between an employer and its employees, including mutual expectations of contributions and results. A psychological contract, a concept developed in contemporary research by the organizational researcher Denise Rousseau[1], represents mutual convictions, perceptions and informal obligations between the employer and the employee. It defines the dynamics of the relationship and defines the detailed practicality of the work to be done. It differs from the written formal employment contract, which for the most part defines only reciprocal obligations and responsibilities in a general form.

What is fascinating is that several factors of the psychological contract – for example employee satisfaction, tolerance, flexibility and well-being – are also causes and effects. Staff feelings and attitudes are expectations (or results or rewards) and potential investments (or inputs or victims). If the relationship is managed effectively, it will foster mutual trust between the parties and align the Organization`s objectives and commitments with those of its staff. But a negative psychological contract can demystify, demotivate and be angry at authoritarianism within the organization. The result will be an increasingly inefficient staff whose objectives no longer correspond to the organization for which they work. The main cause of disappointment is generally that middle managers protect their status and security in the eyes of their superiors, which can create conflicts of interest if they are required to fulfill their obligations to their subordinates. Step 4, let your reciprocal expectations be printed on the station as a stratum poster, on your specified design with your specified content. Please hang it in a large public space where it can be read by patients and staff. Some municipalities like more than one copy. Smaller copies can also be provided in patient rooms and/or in welcome packages. Empathy is essential to trust, cooperation and openness, and it is also essential to mutual understanding.

All these elements are important in the psychological contract, so empathy is also.