PCV, or Psychological Contract Violation, refers to the perceived breach of the implicit agreement between an employee and employer. This concept primarily revolves around the unmet expectations and obligations that are not part of the formal, written contract of employment.
Understanding PCV involves:
1. Identifying the Elements: The psychological contract encompasses all unwritten expectations and promises between employees and employers. It includes aspects like job security, career progression opportunities, work-life balance, and mutual respect.
2. Recognizing Violations: PCV occurs when there's a perception that the employer has failed to fulfill the psychological contract. For instance, if an employee was promised a promotion after a certain period, but it didn't happen, the employee might perceive it as a PCV.
3. Consequences of PCV: Violations can lead to negative outcomes like reduced job satisfaction, decreased employee engagement, and increased turnover intent. Therefore, it's crucial to manage expectations appropriately to prevent PCV.
In the context of Bangladesh, you should be aware of the local culture, values, and employment practices as these can significantly influence the formation and interpretation of psychological contracts. For instance, a collectivistic culture might place a higher emphasis on reciprocal obligations and relationships.
To effectively manage PCV:
1. Maintain Open Communication: Regularly discuss expectations and provide feedback. This can help in aligning the perceptions between employers and employees.
2. Manage Promises: Be careful about making promises, especially those related to job security and career progression. If promises cannot be met, explain the reasons to the affected employees.
3. Foster Trust: Building a trustworthy environment can mitigate the negative impact of PCV.
Remember, while there are no specific laws regulating psychological contracts in Bangladesh, it's important from an ethical and best practices perspective to honor the psychological contract as much as the legal employment contract.