includes an unwritten psychological contract agreement, consisting of unwritten promises and obligations between both parties. Stages in career development The employment relationship emerges through the interpersonal relationships formed in the workplace. How employers, supervisors and managers behave on a day-to-day basis is not determined by the legal contract. Employees slowly negotiate what they must do to satisfy their side of the bargain, and what they can expect in return. This negotiation is sometimes explicit, e.g. in appraisal or performance review sessions, but it more often takes the form of behavioral action and reaction through which parties explore and draw the boundaries of mutual expectation. Hence, the psychological contract determines what the parties will, or will not do and how it will be done. When the parties' expectations match each other, performance is likely to be good and satisfaction levels will be high. So long as the values and loyalty persist, trust and commitment will be maintained. The map followed by the parties is the development of an individualized career path that makes only reasonable demands on the employee, with adequate support from managers and co-workers, for a level of remuneration that is demonstrably fair for a person of that age, educational background, and experience. Motivation and commitment will be enhanced if transfers and promotions follow the agreed path in a timely fashion. The psychological contract changes over time. Since an employee's level of work changes as they advance in their career, the psychological contract that was established when they first began their career changes, too. As an employee is promoted throughout their career they expect more from their psychological contract because they are putting more of themselves into their work. Each stage of a career creates another editing process to the contract. The stages include apprentice, colleague, mentor, sponsor, exploration, establishment, maintenance, and disengagement. The details of each step are as follows: Apprentice Stage- Employees are new to the company and are expected to learn what they are supposed to do in this stage under the supervision of people in higher stages. Employees do their best to meet the expectations of the employer. Colleague Stage- Employees in this stage work more independently and handle tasks without supervision. They work harder to prove to the employer they are capable of completing assignments alone. Mentor Stage- Employees in this stage have the ability to oversee apprentices and guide them while also completing