satisfaction aspect, inequity makes temporary employees disappointed. Although regular and temporary employees perform same work in same level, temporary employees have to receive less pay. Inequity causes anger of temporary employees, and forces them to work worse to meet the degree of the salary.
Sure, managers try to make norms to control performance of temporary employees, for example, monit
Contingency
Force Majeure
Performance Measures
Anticipate Change
Xerox “Satisfaction at the Low End and Dropping”
2000 Employees Transferred to EDS / 700 Remain
After 2.5 Years 15% of Proprietary System Replaced (Global View)
600 Novell LANs installed
1000’s Desktops and Printers Replaced
12 Person Xerox Team Established to Manage
Contract Amended in Sept 1996
“Team work”
Vertical structure
Task-oriented
Traditional work unit
“Motivation”
Using a negative reinforcement
Encourage them to feel the sense of accomplishment and satisfaction
Using profit sharing system
기업선정 이유
보상과 규제와 같이 전형적인 기업 운영원리가 아닌 개인적 동기나 만족, 즉 구성원의 내면적 동기 부여 요소가 중요시되는 조직을 찾아보고자 선정함
아름다운 가게는 기업의 형태를 가지고 사회적 목적을 위해 직접 고용이 아닌 자원봉사를 인적 자원 확보의 방법으로 채택함
기
Yuhan-Kimberly Company
Yuhan Kimberly company, manufacturing business which established in March,3th, 1970, mainly engaged in Consumer goods, industrial goods, healthcare products, digital textile printing (DTP). Their Target Market are Individuals, corporations, research centers, public buildings, restaurants, hospitals, textile manufac¬turers, schools, etc. And the Main Products are Diaper