Database Research Essay

I would have the fields set up as first name (EMP_FIRST), middle initital, (EMP_INITIAL), last name (EMP_LAST), area code (EMP_AREACODE), phone (EMP_PHONE).

Databases have been around long before the computer first utilized them, but they became a necessity as the industry has been using them now for over 40 years. Everything is a database now, your inventory, your class schedule, your closet, it is all a possible database. Arora and Gupta state, “Stand alone applications have been replaced with web-based applications, dedicated servers with multiple servers dedicated storage with network storage” (Arora and Gupta 2012). There have been several movements to try and change the database environment, however attempts to replace the relational database with the object-oriented database never came to popularity and relational databases popularity remains high today. However, a new movement called

A negative psychological contract can lead to feelings of negativity and disengagement. If employee expectations are managed and their views and contributions actively encouraged and acted upon, engagement levels should improve.

Lester (2002) submitted that employees are likely to experience a diminished level of commitment, a decreased level of work performance, and they are likely to witness to the fact that their psychological contract had being breached. In addition, Conway & Briner (2002) stated that the psychological wellbeing of employees is likely to reduce when there is a breach in the psychological contract and as result, talent retention in an organisation will diminish (Tekleab & Taylor, 2003).

Industrial psychologists devote much time to job satisfaction. They investigate factors that have been found to relate to satisfaction, including employee turnover, absenteeism, age, pay, and attitudes toward unions. Industrial psychologists also study motivation because evidence suggests that both motivation and ability are necessary for employees to succeed in their jobs. Thus, psychologists develop systems for rewarding good performance, and they redesign jobs for greater interest and challenge.

Critically evaluate the utility of the psychological contract for understanding the contemporary employment relationship. (2500 Words)

The article “Note on Managing the Psychological Contract” describes the expectations of a person and the company as portrayed by the management. Each party has its own set of

Psychological contract plays a vital role in an organisations working culture, and it is an applicable aspect of people 's behaviour and attitude. In other words, a psychological contract is defined as the expectation that employers and employees have about each other (De Cieri et al. 2009). It is an intangible, informal contract that the employee perceives about their employment relationship. This includes factors such as, workplace condition, work place environment and what is expected to be completed on a daily basis.

The characteristics of a psychological contract are the mutual beliefs, informal obligations, perceptions of the employee and employer towards each other; the expectations an employee has of the organisation and the expectations the organisation has of the employee and the reciprocal promises in that relationship. This helps to set out the aims and objectives in the company for the work to be done professionally. The employee has different contents and outputs for the business as to the employer. The employee seeks for fairness followed by an output of behaviour, whilst the employer seeks for trust and performance _(Annette Sharpe, 2004)._ There can be informal and imprecise

The purpose of Queries is to let the user to find for a specific data or end results such as Total sales price of properties for each location which is shown in Fig. 10

As a new business it is essential for us to make an identity in the market and since there already are a few competitors using clone scripts on their websites, which is a generic web platform. Our focus is to invest in a customized web-ordering platform, which will help us build a unique identity and give us originality. It will be a good start to kick off with a unique, secure and a feature rich website that gets people to trust you.

Management of people is based on scientific research and countless theories that focus on individual motivation and behaviour, culminating into a relationship between the manager and the employee. Part of the relationship is a direct outcome of the written contract between the organisation and the individual. However, a significant part of it is an understanding or an unwritten promise by the organisation to fulfil its obligations to the individual. The promise could range from dignity, fairness and respect in interaction to career advancement and confidentiality. This promise, across academic literature, has been termed as the ‘psychological contract’.

Job satisfaction is the very important factor in general quality of life because it is closely connected with working life (e.g. Argyle, 1989; Bang & Lee, 2006), with family life, everyday life, and mental health (Orpen, 1978; Schmitt and Bedeian, 1982; Faragher, Cass & Cooper, 2005). Level of job satisfaction is also highly related to turnover, absenteeism rate, work productivity or accomplishment (Muchinsky, 1977; Organ, 1977). Many researchers (e.g. Cherrington, 1994; Acorn, Ratner & Crawford, 1997; Ostroff, 1992; Spector, 1997) state that employees who experience high job satisfaction contribute to organisational commitment, job involvement, their physical, mental health and overall well-being are improved. Job dissatisfaction on the

The psychological contract is the exchange relationship between firm and employee ranges the entire contract spectrum from strictly legal to entirely psychological (Spindler 1994). In Schein’s view is can also be defined as set of unwritten reciprocal expectations between an individual employee and the organization (Schein 1977). The function of the psychological contract can be described in a number of ways. Robinson, Kraatz and Rousseau 1994 characterize is as ‘psychological contracts represent an essential feature of organizational life, serving to bind individuals and organizations together and regulate their behavior’ whereas another view from Sparrow and Hiltrop 1997 suggest that psychological contracts aid to achieve two objectives; to help predict the types of production employers will get from employees and also to help foresee what kind of reward the employee will get from investing time and effort in the

A Psychological Contract is a construct that describes the mutual respect and understanding between an employer and the employees. Most times, the employees support their employer’s casual culture norms which they were accustomed to before they were hired by the employer to be their employees. In Psychological Contract relationship, the employees perceive overt and covert expectations from their employer. Although both parties may not be aware or confess their relationship to each other, they continue to govern their relationship to each other (Hughes, L. W., &