In this case the SASS Institute is ranked number one in the Fortune Magazine’s list of best companies to work for. The privately owned software company provides its employees with benefits unheard of in today’s business world. The benefits include onsite childcare, in house medical staff, a fitness center and many additional incentives thanks to CEO Jim Goodnight. Goodnight uses these incentives to improve employee productivity and to maintain SASS employees. The turnover rate of 2% is proof employee satisfaction is high. Even with providing employees with these benefits, SASS remains a highly profitable company. (Word count 95)
According to Herzberg’s two factor motivation theory, there are two types of motivating factors the first being hygiene factors. It is undeniable to say that CEO Jim Goodnight provides his staff with adequate accommodations at the work place. With the presence of benefits such as top of the line health care, flexible schedules, onsite childcare and much more, the level of dissatisfaction amongst SASS employees is limited. The ability to make your own schedu...
Verizon Wireless may be losing at least one competitive advantage as a result of lack of knowledge about how employee benefits packages in the wireless industry compare. Studies have shown that valuable employees and top talent candidates are highly influenced by employee benefits packages considered to be good (Paterson, 2013). The leadership team’s determination and call for organizational growth, translates to both retaining current employees and enticing new candidates to join, an area in which a top employee benefits package is a major contributor. With this consideration, and factoring in the problem of a lack of updated information, it was determined that there was a critical need for a current benefits package comparison. The investigative steps necessary for this analysis for this Capstone Project were found in Section III, and this subsequent chapter, Section IV, submits those findings.
Although Susan’s plan to “just do what her competitors are doing” (Nelson Education, 2013) may have not been the best approach to follow, it is in The Fit Stop’s best interest to match their compensation policy to those business’s similar to them. There is no need for The Fit Stop to lead with the best compensation options around, but lagging with the compensation could repel employees and could push them towards working for a competitor.
The company provides great benefits intended to contribute to keep employees motivated to succeed. Through random surveys and employee satisfaction questionnaires, the company is better able to effectively concentrate on employee satisfaction. The company’s website provides proof of employee satisfaction. AT & T has been identified:
Employment relationships may have economic and social exchange. When it is an economic exchange, employees receive only contractual inducements and they are likely to confine their contributions to those prescribed by the contract. When the employment relationship is a social exchange, employees receive positive, beneficial treatments from the organization. This in turn creates obligations on the part of employees to reciprocate in positive beneficial ways (Settoon et al., 1996). Since OCB is generally discretionary, it is a social resource that can be exchanged by individuals, who have been the recipients of social rewards (Foa & Foa, 1980; Moorman, 1991). Therefore when the employment relationship is a social exchange, employees are more likely to engage in OCB (Organ, 1988).
Many employees when looking for a job or deciding whether to stay with their current employment often considers the employee benefits the company offers.
As one of the leading brands on a global scale the company aims to create a very distinct balance between work and life at home. The company knows that happy employees are more likely to be more enthused to create great products effectively if they have a grea...
As with any theory, the motivator-hygiene theory has its share of criticisms. Among them is the lack of consideration for individual differences. Herzberg’s theory only takes into account internal organizational factors and does not consider personal attitudes and beliefs of one’s work. Moreover, the two-factor theory assumes that high job satisfaction equates to performance at work. This, however, does not hold true in many situations.(insert example) A highly satisfied, content, and happy worker is not necessarily the hardest worker in an organization.
The company’s approach to motivate employees has been working in a positive way. The employees are satisfied with the family style community, and the productivity has increased as well. The company’s style of treating employees as important partners has been successful in other manufacturing companies too. For example, when Honda opened its first factory in the U.S., the CEO and employees shared the same cafeteria, just like Lincoln.
... firm can attract qualified management without causing an influx in operational costs (wages), if portions of employee compensation were to be replaced with stock options; adjusting options with company performance. If accomplished in this manner, every employee would be concerned with how well the company was doing financially. I also recommend that Chuck Lacy find non-financial arguments and data which justify the recruitment of top managers in the marketing and production departments. In addition, Ben & Jerry's could counter employee turnover by establishing new techniques in the recruitment and interview processes to detect candidates who do not share values consistent with those of Ben & Jerry's.
Many of Harrah’s employees deemed the goals set by Winn’s current incentive program to be unrealistic; on the other hand, others felt a sense of entitlement for bonuses. Therefore, Winn’s job is to provide a recommendation to Gary Loveman, on how to motivate and get employees energized. In order to motivate the employees, Winn had implemented an incentive pay plan to rewards Harrah’s employees in all of its properties for improving customer service. The company’s purpose for incentive program was to implant a competitive mindset in its employees as well as to show the employees that they are core of the...
Of the numerous speculations of work motivation, Herzberg's (1998) motivator hygiene theory has been a standout amongst the most persuasive in late decades. Essentially, the hypothesis isolates propelling variables into two classifications: Motivator factors, which have a remark with the work itself, and Hygiene factors, which have a remark with the encompassing
The organization is able to manage a high coverage of risks at relative low costs owing to the availability of highly skilled personnel in the company’s team of employees. This benefit also brings about another advantage of easing the financial burden of the organization (Johnson, 2016). Besides, effective employee benefit system offered by the organization could improve the general productivity. This benefit is attributed to the fact that employees tent to be more effective when they are given assurance of job security. In addition, workers become more productive when they and their families are given the desired security by the employer. The other benefit to the organization if it employs an effective compensation and benefits system entail benefits from premiums (Wayne, Shore, M., Bommer, & Tetrick, 2002). These premiums are typically tax deductibles as corporate expense. As such, a company that has an effective compensation and benefits system is likely save extra money for other
Devaro J., & Brookshire D. (April 2007) Promotions and incentives in nonprofit and for- profit organizations. Industrial and Labor Relations Review, 60 (3), 311-339
Kovach KA (1987). What motivates employees? Workers and supervisors give different answers. Business Horizons, 30. 58-65. Print. 8 Feb. 2014.
Motivation is an important function in organizations to motivate their employees for their ability to perform well, improving their skills, increasing productivity, job satisfaction and employee extension. Employees also are not a machines that we could just program their task in their brain and they will do it automatically, they require motivation to actually do their job properly. And so, after discussing the process models of the Maslow’s “Hierarchy of needs”, Douglas McGregor theory X and Y, and also the Herzberg’s “two factor motivation hygiene theory.” understanding the ways of motivating people, the human nature, and the substance of nature. I believe that the true motivation can only come from within and also managers can actually motivate all of their employees.