In a paper consisting of five pages changes that have taken place in the past 20 years regarding employers and employees are discussed and include such issues ad contingent work, career, and psychological contracts. Seven sources are cited in the bibliography.
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hours a day (typically from 9 to 5), and for that 8 hour work day, the employee would be paid. In addition, the employee could count on staying with his
or her employer for a long time, and then retiring with a gold watch and a healthy pension plan (especially if the employee was a middle manager or in a
higher position). Things began to change, however, beginning in the 1980s. For one thing, eight hours a day was no longer enough.
More and more women were entering the workforce and demanding more rights. And by the time the 1980s was over, the United States had ended up in a recession, meaning
that employees - many of whom had worked for a particular company for years - had been laid off. The following decade saw a further erosion of employment relations. Because
the economy was moving toward a high tech frontier, it was suddenly unfashionable to have had just one or two jobs on a resume - the more desirable employee was
able to show versatility and adaptability by having had several jobs. In addition, while company loyalty to the employee had eroded, so did employee loyalty to a company. Instead of
putting years of service toward one firm, the employees began using firms were as stepping stones to better career possibilities (Hal Salzman Center for Industrial Competitiveness, 2002). Factors that have
come out of employment relationship during the past two decades have included the psychological contract, contingent work and careers. In its
simplest term, the psychological contract indicates that the employee will work hard to meet goals and expectations, so long as the employer pays a decent wage and provides some benefits