- Psychological contracts are composed between a patient and therapist to definitively state what steps the patient will take to reach a goal. The steps may be things the patient will do or things the patient will stop doing. Employment contracts function as clear definitions of the work that will be done and the compensation the employee will receive.
- Psychological contracts are considered to be useful tools for therapy because they clearly define what is expected of the patient. Consequences may be listed, particularly in an inpatient clinical setting, such as loss of privileges. Employment contracts spell out what needs to be accomplished by the employee, and therefore not following the stipulations of the contract may result in justified termination.
- Both psychological contracts and employment contracts commonly have specific time frames. Upon the expiration date of the contract the same agreement might be renewed or terminated, or a new contract may be written in order to cater to changing circumstances.
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