When you are asked to name a successful company, what names come to mind? Google, Apple, Toyota? What about the companies that are incredibly successful and yet fly mostly under the average person’s radar? The company called Deloitte is one such company. It is well known among individuals that need its services or study in the field of auditing and consulting, this company grossed well over 32 billion USD in the fiscal year of 2012 to 2013. (Deloitte website) It can trace its history back to the late 1800’s, when William Welch Deloitte was named the first private individual to audit a public company, the Great Western Railway.
From those humble beginnings, his company has grown to offices in 150 different countries and employs well over 200,000 professionals. Deloitte is one of the ‘Big 4’ audit firms in the world, sharing that title with companies such as Ernst & Young. This company did not get there over night, nor did it throw a few ideas together and hope it worked. In this paper we will be taking a look at three of the points that this company focuses on.
First this paper will focus on motivation. what is it, how does Deloitte implement motivation theory in its work place? Second we will look at diversity in the Deloitte work place. What are their policies on diversity, and how well do they work? Finally, we’ll take a look at the overall employee attitude and satisfaction. How do current and previous employees look at the company, what do they like, what do they hate, and Would they go back?
Motivation
First lets start with motivation, what is motivation? It is a process that drives people towards a goal. In the business industry, motivation is the driving force for employees to accomplish the organization’s goals. I...
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A fourteen year veteran of Edward Jones counted one of the perks of her job as reading client "thank you" notes penned when children went to college, or when retirements were launched a little bit early (Wolfe, 22 Feb 2002). This veteran could have counted many other types of perks such as salary, career advancement, etc., but she did not. She stated the intangible, intrinsic benefits like “thank you” notes and personal greetings. Many other employees stated similar things like “all we do is help people obtain goals”, clients are just as likely to come in to tell of good news or show off their new car as they are to sign business paperwork, and “everyone is focused around a single mission” (Wolfe, 22 Feb 2002). Without a doubt, these are the exact reasons why Edward Jones was named first in Fortune Magazine's 2002 rankings for Best Company in America. This essay analyzes the reasons why these employees made Edward Jones the number one company in 2002. It will also discuss exactly how Edward Jones motivated its workers through its strict key values and organizational goals.
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Motivation is the reason or purpose behind action, or what causes one to act in a particular manner. Motivation can either be intrinsic or extrinsic in nature, yet it rests solely within the power of the individual actor to be motivated (or not) by intrinsic and extrinsic motivators. Motivation is an extremely important topic of discussion in the larger discourse on leadership. It is important because it provides the basis for human action, or inaction. Leaders must be able to understand what motivates their followers in a hope to use that knowledge to guide them to behave in a certain way that is beneficial for the organization. To do so, it behooves leaders to understand the basic concepts and theories of motivation that abound.
Motivation is the force that transforms and uplifts people to be productive and perform in their jobs. Maximizing employee’s motivation is a necessary and vital to successfully accomplish the organization’s targets and objectives. However, this is a considerable challenge to any organizations managers, due to the complexity of motivation and the fact that, there is no ready made solution or an answer to what motivates people to work well (Mullins,2002).