Needing help answering 2 questions from the reading: (questions are at the bottom of the reading)

(Textbook page 382) Many, if not all, portions of the contract or bond between employer and employee are unwritten, and many are probably never explicitly discussed. Rather, employees work hard for an employer because they perceive that they will be rewarded. This is a psychological contract; the perceptions are shaped through personal experience and longstanding practices. In the postwar period the dominant psychological contract in the U.S. employment relationship has consisted of employees' expectations that their hard work, loyalty, and investments in firm-specific skills will be rewarded with increased compensation, promotions, and job stability. By many accounts this psychological contract has now been unilaterally broken by private- and public-sector employers in pursuit of flexibility. Employers no longer expect that they will provide stable, near-lifetime employment security to loyal workers. Compensation, promotions, and job secur iction of short-term market or budgetary pressures, not longer-term psychological commitments. Individual employees, not organizations, are responsible for career management and skill acquisition. QUESTIONS 1. Is this breaking of the psychological contract ethically acceptable? Hint: Use the ethical analysis template from chapter 5 . If not, what would you have management do to remedy the situation? 2. An employee who is frustrated with a broken psychological contract might react by directing negative behaviors toward the organization, toward coworkers, and/or toward customers. Evaluate whether each of these possible reactions is ethical. Instructions: Answer BOTH questions...support you answers