不同層面的忠誠(chéng)度外文翻譯-其他專業(yè)-文庫(kù)吧資料
2025-01-27 00:27本頁(yè)面
【正文】 satisfaction grows. An interesting point of the theory is that lack of satisfaction does not equate to dissatisfaction. Satisfaction and dissatisfaction are on two separate continua. This means that when employees do not perceive satisfaction among the motivators, they also may not perceive dissatisfaction among the hygienes. Employees may well be in a state of limbo, where they are neither satisfied nor dissatisfied. This is an unproductive state for both employees and anizations, as it does not fuel growth, creativity or innovation. Therefore, there is entity value for anizational leaders and managers to recognize those aspects of the jobs within their purview that can promote satisfaction among employees and optimize them. According to Herzberg (1966), the factors associated with work considered to be motivators include: achievement。 or 39。 second spiritual motivation for the core employees is more important incentive in this regard , enterprises should fully express the respect and trust of key employees, such as regular munication with key employees, interest in and solve their problems, give them challenging work distribution and give the appropriate permissions and so on. The premise of the Herzberg et al. (1959) theory, known as the TwoFactor Theory of Motivation, was that managers could use factors known as?motivators? to encourage employees to gain satisfaction and, subsequently, better performance in the workplace. Similarly, managers could try to minimize those factors that increase job dissatisfaction, 39。 cooperating Again, remaining with the pany is a symptom of loyalty, but only a symptom. And a symptom is an indication, a noisy signal. A headache may be a symptom of a malignant brain tumor or a symptom of poor eyesight. The remaining indicators are also noisy signals, which go along with the basic intuitive concept of loyalty. In summary, both in the Cole and Powers articles, the basic idea is that an employee is mitted, or loyal, to an anization when he holds two kinds of beliefs: (1) believes that what the anization is doing “is worth the while”, ., feels that the products of the pany are really solving some type of human need。 no whistleblowing – Promoting the pany to customers and munity – Adhering to rules without close supervision – Sacrificing personal goals to achieve pany?s goals – No gossiping, lying, cheating or stealing – Buying pany?s products – Contribution to panysponsored charities – Offering improvement suggestions – Participating in pany?s extracurricular activities – Following orders – Taking care of pany property and not being wasteful – Working safely – Not abusing leave policies。 and, still qualifying the fact of remaining in the anization by rejecting a change with a “modest” pay increase elsewhere. Employees are the basic ingredients, their enthusiasm on behalf of corporate morale, awareness of their work reflected in the subtle strength of the enterprise. Employee loyalty will greatly stimulate their initiative and creativity. So that potential employees into full play. Loyalty is the efficiency, increase employee loyalty and increase customer satisfaction there is promotion. Business per employee increased loyalty, petitive strength will have been improved. In the modern economy, employees will be judged according to their own personal development continue to find their own space, the flow of talent to be a mon phenomenon. Enterprises as always in the dynam
范文總結(jié)相關(guān)推薦
鄂ICP備17016276號(hào)-1