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    ‚ & Cardy‚ R. L. (2007). Managing Human Resources (5th ed.) Lawler III‚ E. E. (2000). Pay strategy: New thinking for the new millennium. Compensation and Benefits Review‚ 32(1) Mathis‚ R. L.‚ & Jackson‚ J. H. (2000). Human Resource Management (9th ed.). Cincinnati‚ OH: South-Western College Publishing. Mission of Southwest Airlines (2007). Retrieved online‚ February 25‚ 2007‚ from: http://www.southwest.com/about_swa/mission.html. Porter‚ M. E. (1996). What is strategy? Harvard Business Review 74(6)

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    successful business. Keeping your workforce engaged is one a vital aspect of modern management. Two companies that have done this remarkably well are Whole Foods and W.L. Gore. The best way to describe the motivation at Whole Foods is by using the Porter-Lawler model of motivation. This model argues that performance drives satisfaction through the use of both intrinsic and extrinsic rewards (OB pg# 101). The intrinsic rewards at Whole Foods include ownership over department inventory‚ and the ability

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    Money Is Not Everything

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    p. F11. Kohn‚ A. (1993c)‚ “Rethinking rewards”‚ Harvard Business Review‚ November-December‚ pp. 37-49. Kovach‚ K.A. (1987)‚ “What motivates employees? Workers and supervisors give different answers”‚ Business Horizons‚ SeptemberOctober‚ pp. 58-65. Lawler‚ E.E. (1973)‚ Motivation in Work Organizations‚ Brooks/Cole‚ Monterey‚ CA. Locke‚ E. A. et al. (1980)‚ “The relative effectiveness of four methods of motivating employee performance”‚ in Duncan‚ K.D.‚ Gruneberg‚ M.M. and Wallis‚ D. (Eds)‚ Changes

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    Summary This case study is about B.R.Richardson Timber Products Corporation a lamination plant located in Papoose‚ Oregon. Part of the management team determined that there was a need for change in the organization and decided to reach out to Jack Lawler a management trainer and consultant for help. The issues which needed to be addressed were the low morale in the plant‚ the authoritative plant manager‚ and the fact that there was a resent fatality in the plant. Bowman was in charge of industrial

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    MOTIVATION IN ORGANIZATIONS INTRODUCTION. Knowing how and why to motivate employees is an important managerial skill. THE NATURE OF MOTIVATION IN ORGANISATIONS. Motivation is the set of forces that cause people to choose certain behaviors from among the many alternatives open to them. Motivation And Performance In Organizations. An employee’s performance typically is influenced by motivation‚ ability‚ and the work environment. Some deficiencies can be addressed by providing training

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    HUMAN RESOURCE MANAGEMENT AND ITS ENVIRONMENT WORDS: 2090 ANDREW CRAVEN STUDENT ID: 10177765 MODULE TUTOR: R. CUNNICLIFFE Contents Brief 3 Introduction 4 Introduction to HRM 5 Introduction to JLR 6 Core Values 8 Recruitment 10 Retention 13 Conclusion 15 Appendices 16 References 19 Brief To what extent would you argue that business performance can be maintained or even improved at Jaguar Land Rover (JLR) based

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    Job Satisfiction

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    psychology (2nd ed.). New York: John Wiley & Sons. * Kam‚ L.F * McCloskey‚ J.C. and McCain‚ B. (1987)‚ “Satisfaction‚ commitment‚ and professionalism of newly employed nurses”‚ Journal of Nursing Scholarship 19 (10): page no 20-24. * Porter‚ L.W. and Lawler‚ E.E. (1968)‚ Managerial Attitudes and Performance‚ Homewood‚ IL: Irwin. * Chen‚ L.H. (2008)‚ “Job satisfaction among information system (IS) personnel” Computers in Human Behavior‚ 24: page No. 105-118. * Flynn‚ G. (1998). Is your recognition

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    Classical Brainstorming

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    Fifth Edition‚ Pearson/Prentice Hall‚ New Yersey‚ p. 78 Hoppock‚ R. (1935). Job Satisfaction‚ Harper and Brothers‚ New York‚ p. 47 Kaliski‚ B.S. (2007). Encyclopedia of Business and Finance‚ Second edition‚ Thompson Gale‚ Detroit‚ p. 446 Lawler‚ E.E. III and Porter‚ L.W. (1967). The Effect of Performance on Job Satisfaction‚ Industrial Relations‚ pp. 20-28 Locke‚ E.A. and Latham‚ G.P. (1990). A theory of goal setting and task performance‚ Prentice Hall‚ p.4 Luthans‚ F. (1998). Organizational Behavior

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    B.R. Richardson Timber Products Corporation Case 1. Comments and Observations | | | | | | | | | | | | Employee | Employee Observations | Consultant Observations | Ben Richardson | Authoritarian |   |   |   | Lack of investment (reinvestment) in |   | |   | Perfectionist | | | | company | | |   |   | |   | Not quite a workaholic | | | Not safety minded | |   |   | |   | Fully supports local causes | | | Prone to angry outbursts |   |   | |   | Long term

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    JOB SATISFACTION AND DISSATISFACTION By Bambang Fahruddin‚ S.Pd Posted: May 29th‚ 2008 INTRODUCTION The discussion of job satisfaction and dissatisfaction is largely generated from the theories proposed by Maslow which is known with the so call “the needs theory” and Herzberg’s theory that is called “two-factor theory” or “hygiene theory”. Both job satisfaction and dissatisfaction are assumed critical for the organizations to manage since they absolutely affect the productivity as well as the

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