Motivations of employees

Requirement for a process for motivation of employees to achieve quality objectives... 

People provide most services thus the selection, training, and motivation of employees are critical tasks for service firms. Interactions with employees can have a significant impact on perceptions of service quality. Pharmacy managers need to pay special attention to all members of the pharmacy staff, not just pharmacists and technicians. Clerks, maintenance staff, volunteers, students, and anyone else who has contact with customers need sufficient training. In addition, other patrons may form part of the service experience, and... 

The third component of the quality system is culture. Given capable processes and skilled employees, management needs to create a culture that fosters the desired behavior and that supports the natural motivation of employees to take pride in a job well done. Some aspects of the quality culture are ... 

For most safety and loss prevention professionals, there is a significant difference between the background and motivations of employees in the past and today s employees. So, why are safety and loss prevention professionals still using the same old methods of attempting to motivate employees to work safely The carrot and the stick worked in the past, but is it going to work in the future Is the carrot different today Is the stick different ... 

A safety examination tool that measures the attitudes, perceptions, and motivation of employees towards safety that influence its safety culture and safety behaviors. It typically consists of a specifically constructed set of questions that are answered with a ranking scale, that are submitted to a sample of the workforce, the results of which are analyzed for possible safety improvements. 

In this chapter, we have considered the dimensions on which mentoring outperforms other methods of employee training and development. These include being an integrated approach, fostering motivated continuous learners, and effecting very rapid as well as customized development. 

The motivation for conducting toxicological tests for pharmaceutical, chemical intermediates and impurities arises from the need to ensure the health of employees by preventing adverse reactions from occupational exposure. Employers thus secondarily minimize the associated potential for work interruption. Programs in place at many larger companies routinely test new drug candidates and/or isolated synthetic intermediates for the purpose of occupational health hazard evaluation. 

The leeway and motivations for substituting hazardous substances may indeed differ between small and medium-sized enterprises (SMEs) and large-scale enterprises. However, neither of the two types of enterprises appears to be more iimo-vative than the other per se. For example, the qualification of employees, the capital intensity of production, the availability of capital for research and development, the type of production and the competition strategy (mass or quality), the position on the supply chain as well as the corporate culture are at least just as decisive. 

Recognizing the value of pollution prevention to the business and the customer, progressive companies are developing corporate goals to motivate their employees to reduce the amount of waste being produced. Examples include the 3M Corporate Environmental Conservation Policy and the DuPont Company s Safety, Health and the Environment Commitment of zero waste generation and emissions, which is shown in Fig. 9. 

Innovation is extremely important to any company, as it is the key to growth. Internally it can invigorate the whole structure of the company and is a strong motivator to employees. Externally, without innovation a company s product line stagnates, its customers become dissatisfied and eventually the business dies. 

The new company s future platform has to be announced as soon as possible for two reasons first, a clear vision prevents uncertainty in the organization and secures the motivation of the employees. This is especially important in toda/s War for Talent (see Chapter 10). Second, it serves as a proactive demonstration to the financial markets that the management has the firm intention of reorienting the new company, so that shareholders respond to the company s targets rather than setting their own goals. 

Mistrusting employees range from those who are mildly suspicious of the motives of others to those who display paranoid personality traits (Reich... 

Another motivational aspect associated with transformationed leadership is the emphasis on employees extra effort. Bass (1985) originally posited extra effort as a manifestation of employee motivation. He claimed that employees extra efforts show how highly a leader motivates them to perform beyond expectations. TTius, it can be concluded that the emphasis on satisfying self-... 

This program will provide continuous monitoring of safety hazards using employee input. This participation should stimulate employee awareness of safety and motivate the employees to work more safely. The continued use of the program should encourage the employees to have a vested interest in their safety and that of their fellow employees. This sense of involvement can carry over into improvement in individual work habits. 

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