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New Social Contract Paper

New Social Contract Paper

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Published by Jakita L. Jones

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Categories:Topics, Art & Design
Published by: Jakita L. Jones on Sep 28, 2012
Copyright:Attribution Non-commercial


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Running Head: CONVENIENCE WITHOUT COMMITMENT 1Convenience without CommitmentJakita L. JonesQueens University of Charlotte
CONVENIENCE WITHOUT COMMITMENT 2Within today’s workplace, the organizational marriage between employer and employeehas become a strained relationship filled with disloyalty, egocentricity, and ambiguity. Accordingto a 2011 CareerBuilder report, 76 percent of full-time workers indicated they would leave their current employer if the right opportunity was presented. Other studies show that the averagecompany loses 20 to 50 percent of its employee base each year, which signifies that someemployees are clearly feeling detached from their profession (Cobb, 2012). The current economicdownturn has led companies to lay off employees with little regard for loyalty or length of service,and no training or promotion for those who remain. Regardless of the explanation, one of thecasualties is a declining sense of dedication and mutual trust between the employee and employer.This paper will explore the relational shift between organizations and its members and investigatewhat contract has replaced the days of job stability, upward mobility, and reciprocal loyalty. Thechallenges and benefits of working in the 21
century for both the employee and employer andhow each party’s identity is affected will also be examined. In addition, there will be a discussionabout the challenges of creating and maintaining my own coherent identity while participating inthe current workforce.
The Employee-Employer Relational Shift
For most of the last century, the model of the “Organization Man” drove the United Stateseconomy. Employers made longer term commitments to employees and workers responded withloyalty of their own in terms of performance. Employers invested in development to fill job positions internally. Skill shortages were unheard of and employees were engaged with the needsof their employer and vice versa; however, this former employee-employer social contract has been replaced with individualism. Both parties have become more
CONVENIENCE WITHOUT COMMITMENT 3self-reliant and independent, without reciprocal commitment.Today, the employee-employer relationship is emblematic of what the ChristianPentecostal Church would call “shacking”. This term is used when referring to two individualswho are dating, living together, and enjoying the benefits of marriage without being legallymarried or committed in holy matrimony. Figuratively speaking, “shacking” is the type agreementmost employers and employees of today have entered into. The employee gets the benefit oreceiving a paycheck, health benefits, and other perks from the employer, while the employer receives labor and performance provided by the employee. Both parties reap the benefits of marriage without dedication or obligation. Therefore, once the employee or employer finds a more beneficial union to better meet their needs, the old relationship is quickly discarded with ease because there was never a mutual allegiance, or loyalty cultivated between the two parties. Thisnew social contract is simply “convenience without covenant”. While employers are making business decisions based on what is needed to survive, whether that is to cut costs, revamp productlines, or start fresh with new talent for their own sake, today’s professionals have to be prepared todo the same. As a 21
century “employee”, one must be highly perceptive in order to discern the potentiality of future relational break up from the employer to prevent unpreparedness. In addition,one must be adaptable to change, flexible, cross-trainable, innovative and critical thinkers, and professional, personable, result-oriented, and emotional intelligent, coupled with a personality thatcompliments the organizational culture, not threaten it.
21st Century Employee-Employer Challenges and Benefits

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