代寫-員工道德和滿意度的研究分析。員工的道德和他們對工作的看法取決於消費者的互動。研究發現，在美國運通公司人壽保險部門的案例中，員工面臨著真實的生活壓力，他們要處理那些最近在家庭中死亡或因其他醫療原因試圖領取保險的人(Sirota， & Klein, 2013.)。在這種情況下，我們發現員工會因為生活壓力而被顧客變得不道德。這造成了敵對的環境。這導致消費者對公司敬而遠之。生產效率在公司中基本放緩(Paloian, 2010)。為了解決這個問題，公司制定了情感培訓計劃作為員工互動計劃的一部分。這有助於為員工創造新的視角(Sirota， & Klein, 2013.)。他們真誠地關心消費者，這使得消費者關心產品。這在本質上創造了一個友好的環境，從而促進了銷售。
In this institute there is a lot of importance given by the company towards employee satisfaction. They regularly conducted employee feedbacks and devised means to satisfy the employee needs (Virtanen et al., 2003). The perks and remuneration offered by the employee are highly individualized and based on performance of the personnel. There are number of innovate ideas of management that has been fostered by this company. It essentially pays the employees well and the fringe benefits offered to the employees are considered to be truly unique and innovative (Creative commons 2012). Employee attitude towards organization has also paved way for the organizational growth. This company is considered to be a paradigm model for a number of other companies that wants to increase employee productivity (Creative commons 2012). This company is considered to have the idealized management of employees.
This UK chain of super market has a number of employees. They had introduced profit sharing model in this model employees are based on the profits generated by the company (Creative commons 2012). This company also ensures that the employees are essentially cared for by the organizations. There are a number of unique innovative offers made by the company.
Starbucks has also developed an effective model to manage the employee. Apart from traditional pay to employee, Starbucks offers the employees a number of other factors that had aided in productivity and growth of the company. It provides scholarship to the students (Marques, 2008).. It also aids in debt financing of the employees. Has an effective system in place to listen to employee grievances. Employees are made to feel as a part of the Starbucks chain (Kelliher, Hailey & Farndale, 2013). The employees are found to be calm, work with maximum productivity and also give a lot of focus to customer service. Number of initiatives is made by the company to connect and relate with employees. The company encourages teamwork and collaboration (Marques, 2008). This has lead to all round progress of company (Marques, 2008). Effective employee management and innovative schemes in employee management has aided in brand management of the company and this has resulted in the company to expand internationally.
From these case study analysis and review of classical models following insighst can be gained. Many of the traditionalist theories consider remuneration as the most important factor for growth and productivity of a company. They generalize employee emotions and sentiments. They do not factor in emotional theories. Theories like X and Y theory, Elton Mayo theory stresses on emotional connection. These theories suggest that emotion of the employee is important for productivity. Case study analysis of Tesco, Starbucks, SAS, Nucor steel and Trader Joe reveal that apart from salary there are a number of intangible factors that create emotional connect with the company. Hence traditional theoretical models can be used to understand some aspects of human behavior and rational. But modern case study analysis proves that there is a need to address the intangible to make employees feel connected with the organization.
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