Igizmos before they leave the store or employees bag

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iGizmos before they leave the store” or “employee’s bag search policy, no break time and treating employee like a crime”. As an legitimate employee, anyone who is employed and work in an organization is always expected to be dedicated to the community, being respected and feel like they are useful. Therefore, all of those listed policy of Apple cause a very bad environment for the employee to work and to dedicate 100% for the company. Those policy make their employee feel likes “the policy of personal pockets and personal items that Apple applies is "humiliation and dignity”, "these procedures imply that Apple does not trust or respect its employees, and managers who treat employees as criminals", "Apple treats employees badly as an animal." IV/ Recommendations on how managers can better handle the identified causes of low job satisfaction : Provide a positive working environment Reward and recognition Involve and increase employee engagement Develop the skills and potential of your workforce Evaluate and measure job satisfaction
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STEP 1: PROVIDE A POSITIVE WORKING ENVIRONMENT Creating job satisfaction begins by first providing a positive work environment. Fran Tarkenton says, to find what motivates people, “you have to find what turns people on.” This is the most important factor in the process. A motivating working environment requires going over and beyond the call of duty and providing for the needs of the worker. Walt Disney World Company provides an excellent work environment for their employees or “cast members.” Employee assistance centers are spread strategically across the theme park. Some of the services included employee discount programs, childcare information, money orders, postage stamps, check cashing, and bus passes. The Walt Disney Company realizes that taking care of their employee’s needs keep them motivated, on the job and loyal to the company. STEP 2: REWARD AND RECOGNITION Mark Twain once said, “I can live for two months on a good compliment.” Personal recognition is a powerful tool in building morale and motivation. A pat on the back, a personal note from a peer or a supervisor does wonders. Small, informal celebrations are many times more effective than a once a quarter or once a year formal event. Graham Weston, co-founder and CEO of Rackspace Managed Hosting, gives the keys to his BMW M3 convertible for a week to his top performing employees. This creative way to reward employees has a bigger impact than cash. He says, “If you gave somebody a $200 bonus, it wouldn’t mean very much. When someone gets to drive my car for a week, they never forget it.” The important point is pay and money does not necessarily create job satisfaction. There has to be something more.
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  • Winter '15
  • m
  • Apple Company, Apple Computer Inc.

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