Question 1 Read Article Consider Govermance Pra Driven Stowardship Drive Employee Freedom Q29626495

Question 1. Read the article below. Do you consider the govermance pra driven or stowardship drive How employee freedom delivers better business enr Explain and mark 3 words in the text that support your practice of Google and SAS to be age Theyve got it all: Free food, fitness doctors. Are they Hollywood celebrities? answer eb taeclities, massage rooms, hair dressers, laundry rooms and No, theyre Google employees in Mountain View, south of San Frandisco, and f youreurprise Google here youre encouraged to spend 20% ofyour t me on a project of your choosing places fourth on the U.S. Fortune 100 Best Companies to Work For list. Its no surprise Googhe First place belongs to SAS, the worlds largest privately held medical care for employees and their families, low-cost high quality and summer camp for children of employees company which offers free on-site cild care, a tness software How could this possibly pay off? It pays off spectacularly, says Miton author of the Fortune 100 Best Companies to Work For list since its beginningoty outperforming of stock market performances of companies on this list, and they are consis companies, he adds. Moskowitz, journalist and co- in 1998. We keep track The payoff shows up in increased innovation employee satisfaction. In a world warring for increasingly sparse talent, a strong employe not to be underestimated. It means you can attract and attain some amazing people, says Lasz senior vice president of people operations at Google. People who are exceptional and m who are driven beyond a good job and a paycheck. and productivity, low turnover, low sickness rates, and high and Employees matter, and the thought that they just turn off their lights when they come oring to ridiculous. says Jennifer Mann, vice president of human resources for SAS. You are succeed unless you have a stable workforce our voluntary turnover is 4% or less in an av of 22%, and we estimate it is saving the company hundreds of millions in company erage industry turnover The approach is a far cry from the 1900s sweatshops of the u.s. So, whats changed? Perhaps not as much as you might like to think. The companies on this list are exceptional,says Moskowitz. They are not the norm. We still have a lot of ground to cover, but 25 years ago it was such a hierarchical business structure and thats changed The realization that there is a relationship between employee welfare and productivity is actually not new, says Daniel A. Wren, author of Evolution of Management Thought. Henry Ford tried a workers welfare program to deal with high turnover, even paying people $5 a day at a time when that was unheard of. Others have tried similar programs. But, weve come a long way since the backbreak work of the 1920s. Workers today are smarter, more skiled, more demanding. They want different things ing the Great Place to Work Institute, co-publisher of the Fortune annual list, shows us that ally do want different things- and it is not in their paychecks. Their work with more moeorldwide reveals that what people want is: Trust in leadership and each their work, enjoyment of the people they work with, and fairness and transparency; all seem to do well. The key to making this approach todays than ten mil other things that companies like Google and SAS successful, they say, is a sincere focus on employee wellbeing in s think, they can fix just one thing, says Mann, who through SAS also works with er work environments, They think that if they add a A lot of companies companies globally to help them create bett healthcare centre then that will do. But its a much bigger picture. The important thing to note is that you dont need a lot of money to do what Google has Bock agrees done. If you give people freedom, they will amaze you. (CNN, 21 September 20111Question 1. Read the article below. Do you consider the govermance pra driven or stowardship drive How employee freedom delivers better business enr Explain and mark 3 words in the text that support your practice of Google and SAS to be age They’ve got it all: Free food, fitness doctors. Are they Hollywood celebrities? answer eb taeclities, massage rooms, hair dressers, laundry rooms and No, theyre Google employees in Mountain View, south of San Frandisco, and f youreurprise Google here you’re encouraged to spend 20% ofyour t me on a project of your choosing places fourth on the U.S. Fortune 100 Best Companies to Work For list. It’s no surprise Googhe First place belongs to SAS, the world’s largest privately held medical care for employees and their families, low-cost high quality and summer camp for children of employees company which offers free on-site cild care, a tness software How could this possibly pay off? “It pays off spectacularly,” says Miton author of the Fortune 100 Best Companies to Work For list since its beginningoty outperforming of stock market performances of companies on this list, and they are consis companies,” he adds. Moskowitz, journalist and co- in 1998. “We keep track The payoff shows up in increased innovation employee satisfaction. In a world warring for increasingly sparse talent, a strong employe not to be underestimated. “It means you can attract and attain some amazing people”, says Lasz senior vice president of people operations at Google. “People who are exceptional and m who are driven beyond a good job and a paycheck. and productivity, low turnover, low sickness rates, and high and Employees matter, and the thought that they just ‘turn off their lights’ when they come oring to ridiculous”. says Jennifer Mann, vice president of human resources for SAS. You are succeed unless you have a stable workforce our voluntary turnover is 4% or less in an av of 22%, and we estimate it is saving the company hundreds of millions in company erage industry turnover The approach is a far cry from the 1900s sweatshops of the u.s. So, what’s changed? Perhaps not as much as you might like to think. The companies on this list are “exceptional,”says Moskowitz. “They are not the norm. We still have a lot of ground to cover, but 25 years ago it was such a hierarchical business structure and that’s changed The realization that there is a relationship between employee welfare and productivity is actually not new,” says Daniel A. Wren, author of Evolution of Management Thought. “Henry Ford tried a workers welfare program to deal with high turnover, even paying people $5 a day at a time when that was unheard of. Others have tried similar programs. But, we’ve come a long way since the backbreak work of the 1920s. Workers today are smarter, more skiled, more demanding. They want different things ing the Great Place to Work Institute, co-publisher of the Fortune annual list, shows us that ally do want different things- and it is not in their paychecks. Their work with more moeorldwide reveals that what people want is: Trust in leadership and each their work, enjoyment of the people they work with, and fairness and transparency; all seem to do well. The key to making this approach today’s than ten mil other things that companies like Google and SAS successful, they say, is a sincere focus on employee wellbeing in s think, they can fix just one thing, says Mann, who through SAS also works with er work environments, “They think that if they add a A lot of companies companies globally to help them create bett healthcare centre then that will do. But it’s a much bigger picture.” The important thing to note is that you don’t need a lot of money to do what Google has Bock agrees done. If you give people freedom, they will amaze you.” (CNN, 21 September 20111 Show transcribed image text

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