Overview of the Company (ERICK) Frank Mars founded the third largest private company in the U.S in 1882. Mars incorporated has been voted 76th in top 100 best companies to work for in 2014. With global revenue of 33 billion in 2012 the company has established itself as one of the most successful family owned businesses of history. The previous year they were ranked 95th which indicates a steady climb up the rankings. The company originally specialized in making quality chocolate products; they have steadily evolved into a few specific different avenues. They currently produce 7 out of the top twenty chocolate snacks, their products are sold in more than 180 countries around the world and they make global annual sales of $80 billion. However as the company evolved they expanded their business to start making pet care, chewing gum products, confectionary, and food and drink products. The company says it does 200 million consumer transactions a day despite that extreme reach across the globe it is also one of the most company in the world. The owners are three multibillionaires who are all reportedly in the top 20 of richest of Americans. Mars is one of the premium companies to work for because of a number of factors. Their employee treatment is well known to be one of the most effective on the planet. This along with a multitude of effective leadership creates a wonderful work experience for all employees (Kaplan, 2013). Motivational Tools and Strategies Work Life Balance 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... ... middle of paper ... ...ough the company is not only possible it is actively encouraged by management. The major thing that separates Mars is that every employee is willing to learn and grow. It is not uncommon for younger employees to give advice and lectures to older higher management; this usually involves social media enhancement or other technological advances. Managers believe that if it will help move the company forwards why not enhance their knowledge (Kaplan, 2013). References Kaplan, D. (2013, Jan 17). Mars incorporated: A pretty sweet place to work. Retrieved from http://management.fortune.cnn.com/2013/01/17/best-companies-mars/?iid=bc_lp_toprr Brenner, J. (2000). The emperors of choclat: Inside the secret world of mars. (1 ed.). New York: Broadway Books. Rewards and benefits. (n.d.). Retrieved from http://www.mars.com/canada/en/careers/rewards-and-benefits.aspx
Lowe’s tries to foster collaboration and strength in a variety of methods; many are through leadership training tracks and supporting employees and their families. During times economic uncertainty, it is important that individuals know that they an organization that cares and supports them. In a comprehensive report released by Lowes, the company detailed improvements Lowe’s achieved in important focus areas, including the health, safety and engagement of employees, the company’s advancement towards its 2020 goals and its partnership with suppliers to maintain the highest ethical standards and improve the products it sells (Lowe’s Companies, 2015a). According to Lowe’s Companies (2015a), “For the first time in Lowe’s annual Employee Opinion Survey, all of its U.S. stores, distribution centers and customer support centers all reached the company’s benchmark engagement goal of 65 percent, indicating a highly engaged and satisfied staff” (para 4).. “Career Bliss recognized Lowe’s as one of the 10 happiest retailers to work for in 2014” (Lowe’s Companies, 2015, para 5). To keep an organization running efficiently and effectively, you need a good customer base; you cannot achieve this without helpful, courteous and willing employees. Lowe’s understand that to keep up in the industry, they need to ensure they employees are taken care of
Riordan Manufacturing is going through organizational changes because of fluctuations in profits and declining sales. The customers are now serviced by a sales team instead of a salesperson. The manufacturing plants have been restructured into self-directed work teams and some of the manufacturing work has been moved from the U.S. plants to China. Due to all these changes, the employees are experiencing a high level of dissatisfaction. The wide range of demographics creates a challenge for increasing job satisfaction and improving motivation among all employees.
Fortune 100 is a 2015 list of the 100 of the nation’s most desirable of which companies to work. The list is compiled from the results of an employee survey and a culture audit. From the list I chose Genentech, private, subsidiary owned company and American Express, a public owned company.
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.
Gallagher, Edward J. “The Thematic Structure of ‘The Martian Chronicles.’” DISCovering Authors. Online ed. Detroit: Gale, 2003. Gale Virtual Reference Library. Web. 3 March 2011.
The alliance between Honda and Rover from 1981 to 1994 was thought to be a successful case at that moment. However, four years after the end of the relationship, Rover still just had all those old models in its product portfolio. On the other hand, it was said that because of the end of the relationship, Honda was put back by four years (Button 2005).
The Nordstrom department store empire has been one of the leading companies in the fashion market. They generated over 2.5 billion dollars in sales last year, yet they are facing several internal problems. While Nordstrom strives to have the best customer service in the industry, living by the “Nordstrom way” has caused some hardships on the companies’ employees. An in-depth analysis of the sales position at Nordstrom using the job characteristic model reveals that the job design may moderately increase employees intrinsic motivation, but it is lacking in several areas.
In essence, employees at Gore & Associates are their own bosses, and each of them have an equal say to what their team will or will not do; this helps give each team member a clear sense of purpose, as well as acts as a driving force for innovation (W.L. Gore & Associates, 2011). W. L. Gore & Associates firmly believe in their unparalleled corporate structure approach, as it has been the contributing factor in their success (W.L. Gore & Associates).
Working in today’s society has changed in the last few decades. The economy and technology are the main reasons for this change. The type of job and environment where one works has also changed. The fact that many people work from home via the internet has drastically changed the workforce and the environment surrounding it. With this change have come new demands, expectations, and opportunities for employers. Everyone deals with these demands differently, affecting the employee’s quality of life and job satisfaction. Though the job and office types and locations have changed over the years the need for job satisfaction has not. In today’s economy the job is not as stable as it used to be. One must be prepared for changes in the future.
Since 1976, when the Viking Landers took off toward the red planet, people have been wondering if there is life on Mars. There have been questions of pictures taken from Mars and skepticism about why some of the recent landings have failed. Scientists, up till now, have been doubtful about life on Mars.
majority of employees need motivation to feel good about their jobs and perform optimally. Some employees are money oriented while others find acknowledgment and accolades personally motivating. Motivation levels within the workplace have a point-blank impact on employee effciency. Workers who are driven and excited about their jobs carry out their obligations/duties to the best of their capacity and generation numbers increment therefore. An impetus is an inspiring impact that is intended to drive
When it is discovered that a worker can fulfill the requirements of their job, but are experiencing shortcomings in doing so, many times it is believed that worker motivation may be the root of the problem (Laird 95). What, though, is work motivation? According to Laird (2006), “motivation is a fundamental component of performance “ and “is the reason that someone chooses to do some things and chooses not to do others”. In other words, work motivation is what energizes workers to the level of output required to fulfill a task, directs their energy towards the objectives that they need to accomplish, and sustains that level of effort over a period of time (Steers et al., 2004). In essence, worker motivation is what gets the job done.
In this regard, Ahmad et al (2013) states that job satisfaction could result in improved productivity, innovation anddedication to maintaining quality of service given to clients. Employees are more likely tooperate most effectively when their needs are satisfied (Bekele and Darshan, 2011). Theproductivity of employees is likely to increase, which in turn result in effective achievement ofgoals of an organization (Stone & Pattern, 2005 in Bekele &Darshan, 2011). Moreover,satisfied employees are more likely to absent less, stay at work longer, and show less job stress.Arzi&Farahbod (2014) added by saying that satisfied employees are more likely to feel senseof accountability, be committed and stay long in an organization. Job satisfaction leads to goalachievement. It also helps employees tackle obstacles that may be faced while working in anorganization(Goffee & Jones, 2007). Organizations want their employees to become satisfied in order for theemployees to become productive (Sattar, Nawaz & Khan, 2012). Furthermore, job satisfactionimposes much impact on general life of an individual employee. As being happy is the right ofhuman being, employees must be happy. Thus, “highly satisfied worker has better physical andmentalwellbeing” (Chahal, Chahal, Chowdhary, &Chahal, 2013; Rajasekar&Bhuvaneswari,2014; Garg & Kaushik, 2013; Latif, Ahmad, Qasim, Mushtaq, Ferdoos&Naeem, 2013; Singh& Jain, 2013; Naseem, Ejaz&
This research is important in finding out key facts in the workplace that can guide the way we establish policies, conduct business, and govern ourselves within organizations. In general, research is about discovery. Throughout this research paper, I will discuss through analytical research methods the effects of cleanliness, happiness, and satisfaction on productivity in the workplace.
One of the most common reasons for high levels of stress in families today, is caused by dissatisfaction and/or tension in the workplace. People have often heard the addage “Leave your Job at the Office”, but how many are capable of just turning things off, when they leave for the day? Not many, and becau...