Zarządzanie w zgodzie z człowiekiem. O roli kontraktu psychologicznego w budowaniu nowoczesnych organizacji

Spis treści:

Wstęp

Część teoretyczna. KONTRAKT PSYCHOLOGICZNY W PRACY

1. Kontrakty psychologiczne wczoraj i dziś: teoria i zastosowanie dla współczesnych organizacji

1.1. Konceptualizacja kontraktu psychologicznego
1.2. Definiowanie kontraktu psychologicznego
1.3. Treść i stan kontraktu psychologicznego
1.4. Rodzaje kontraktów psychologicznych
1.5. Umowa o pracę a kontrakt psychologiczny
1.6. Wypełnianie kontraktu psychologicznego
1.7. Naruszenie kontraktu psychologicznego
1.8. Przyczyny i konsekwencje naruszenia kontraktu psychologicznego
1.9. Złamanie kontraktu psychologicznego

2. Prewencyjne zarządzanie kontraktem psychologicznym w nowej rzeczywistości

2.1. Strategie i praktyki HR a kontrakty psychologiczne w organizacji
2.2. Wewnątrzorganizacyjni interesariusze kontraktu psychologicznego
2.3. Wpływ praktyk HR na kontrakty psychologiczne w nowej rzeczywistości
2.3.1. Praktyki HR w obszarze rekrutacji i selekcji
2.3.2. Praktyki HR w obszarze szkolenia i rozwoju
2.3.3. Praktyki HR w obszarze oceny wyników pracy
2.3.4. Praktyki HR w obszarze wynagradzania
2.3.5. Praktyki HR w obszarze zarządzania talentami

3. Przyszłość pracy w kontekście nowej organizacji i kontraktu psychologicznego

3.1. Kontekstowe rozważania o nowych sposobach organizacji pracy
3.2. Kontrakt psychologiczny jako skuteczny mechanizm kierowania ludźmi w nowym środowisku pracy
3.3. Dotychczasowe badania nad kontraktami psychologicznymi w nowej rzeczywistości
3.4. Atrybuty praktyk HR niezbędne w zarządzaniu kontraktem psychologicznym w nowej rzeczywistości
3.5. Wyzwania dla zarządzania kontraktem psychologicznym w perspektywie przyszłości pracy i nowych miejsc pracy
3.5.1. Nowe potrzeby nowoczesnych pracowników
3.5.2. Nowe myślenie nowoczesnych pracowników
3.5.3. Nowe formy i miejsca wykonywania pracy
3.5.4. Nowe sposoby wykonywania pracy
3.5.5. Nowe powody wykonywania pracy
3.5.6. Nowe opisy stanowisk pracy

Część praktyczna. ZARZĄDZANIE ZORIENTOWANE NA RELACJE – ROZWIĄZYWANIE PROBLEMÓW W PRAKTYCE

4. Szkolenia i warsztaty

4.1. Idea kontraktu psychologicznego
4.1.1. Definiowanie kontraktu psychologicznego
4.1.2. Eksploracja kontraktów psychologicznych za pomocą map myśli
4.2. Naruszenie kontraktu psychologicznego
4.2.1. Analiza przypadków naruszenia kontraktu psychologicznego
4.3. Kontrakt psychologiczny w zarządzaniu ludźmi
4.3.1. Zrozumienie roli kontraktu psychologicznego w zarządzaniu
4.4. Kontrakt psychologiczny a procesy rekrutacji i selekcji
4.4.1. Oferta pracy – ogłoszenie w zgodzie z zasadami kontraktu
4.5. Rozwój pracowników a kontrakt psychologiczny
4.5.1. Ogrody rozwoju – twoja umowa z zespołem
4.5.2. Kreatywne połączenia rozwoju
4.6. Ocena pracy a kontrakt psychologiczny
4.6.1. Feedback jako narzędzie wspierające kontrakt psychologiczny
4.7. Nowa rzeczywistość – nowi pracownicy
4.7.1. Mapowanie kontraktu psychologicznego – ćwiczenie dla zespołów HR
4.7.2. Nowi pracownicy w nowej rzeczywistości – przykład firmy TechGlobal Solutions
4.7.3. Interakcja i przyszłość kontraktu psychologicznego w świecie technologii

5. Procesy coachingowe

5.1. Rodzaje zawieranego kontraktu psychologicznego – sesja menedżerska
5.2. Rozumienie kontraktu psychologicznego – sesja menedżerska
5.3. Sesja coachingowa na temat świadomości wpływu menedżera na realizację kontraktu psychologicznego – sesja menedżerska
5.4. Autodiagnoza w kontekście budowania i utrzymania kontraktu psychologicznego – sesja menedżerska
5.5. Twoje talenty a oczekiwania wobec organizacji – sesja menedżerska
5.6. Czy jestem gotowy na nowe pokolenie Z? – sesja menedżerska

Zakończenie
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