Motivating Employees

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McGraw Hill Professional, 1999 - Business & Economics - 176 pages
2 Reviews

Become a motivating manager...and see bottom-line results!

In a fast-paced, engaging style, Motivating Employees reveals how Southwest Airlines (with its unprecedented 25 straight years of profitability), Disney, Ben & Jerry's, and other legendary companies have turned themselves into "motivating organizations"­­workplaces that inspire employees to do excellent work because they want to! Entertaining case histories and examples show how you can create an environment in which employees feel passionate about their jobs and put the best of themselves into everything they do.

Easy to understand and applicable to numerous industries and environments, Motivating Employees will reveal:

  • How to motivate people with responsibility and authority­­without losing your own influence and respect
  • Tried-and-true tips for winning employee cooperation in virtually any situation
  • 10 tips for promoting workteam synergy­­and preparing your teams for success

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Keep employee spirits and morale alive with a makeover of employee loyalty. Business and the public sector are into a phase of creative disassembly where reinvention and adjustments are constant. Hundreds of thousands of jobs are being shed by United Technologies, GE, Chevron, Sam’s Club, Wells Fargo Bank, HP, Starbucks etc. and the state, counties and cities. Even solid world class institutions like the University of California Berkeley under the leadership of Chancellor Birgeneau & Provost Breslauer are firing staff, faculty and part-time lecturers through “Operational Excellence”. Yet many employees, professionals and faculty cling to old assumptions about one of the most critical relationship of all: the implied, unwritten contract between employer and employee.
Until recently, loyalty was the cornerstone of that relationship. Employers promised job security and a steady progress up the hierarchy in return for employees fitting in, performing in prescribed ways and sticking around. Longevity was a sign of employer-employee relations; turnover was a sign of dysfunction. None of these assumptions apply today. Organizations can no longer guarantee employment and lifetime careers, even if they want to.
Organizations that paralyzed themselves with an attachment to “success brings success’ rather than “success brings failure’ are now forced to break the implied contract with employees – a contract nurtured by management that the future can be controlled.
Jettisoned employees are finding that the hard won knowledge, skills and capabilities earned while being loyal are no longer valuable in the employment market place.
What kind of a contract can employers and employees make with each other? The central idea is both simple and powerful: the job or position is a shared situation. Employers and employees face market and financial conditions together, and the longevity of the partnership depends on how well the for-profit or not-for-profit continues to meet the needs of customers and constituencies. Neither employer nor employee has a future obligation to the other. Organizations train people. Employees develop the kind of security they really need – skills, knowledge and capabilities that enhance future employability.
The partnership can be dissolved without either party considering the other a traitor

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good for recomendations

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