Reward

A common and famous example of reward is provided by McDonald, employees good effort is always recognized and rewards consist in incentive bonuses, regional, sectorial and worldwide awards and company car prize; even if other companies often offer richer rewards, McDonald, create in this way a deep sense of belonging and enough competition to motivate its employees to work in order to gain a certain prize. Following rules and guidelines to give awards to its employees, McDonald ensures equal treatments among members respecting value as fairness and equity, in fact every single employee have the same opportunities to get rewarded according to their effort. Employees can not reach awards as soon as they get employed by McDonald, to become eligible to awards, an employee have to pass through a qualifying period of five years and ten years of activity, some awards are accessible after other years of qualifying period; in addition McDonald offer to his worker the possibility of a career progress in the company, in fact it encourage employees to involve themselves in the management of restaurants.

Chief Executives play a considerable role in the management of a company, their large bonuses is motivated by the effort they provide to achieve target set and by the influence they have on other employees; actions and decision established by the C.E. in order to provide benefits to the organization are always chosen to advantage and led towards goals the company, sometimes even if the purpose are good, these decision can led to a lower level of performance of the organization and some targets are not achieved. Large bonuses represent an important and relevant motivational factors for the C.E., and usually these bonuses represent the hard work they made in their career to gain that particular position and role; an other aspect that have to be considered is the effective responsibility of the C.E. concerning the disappointing performance of the company, many functions and levels are involved in the company working processes, and a lower level of performance often is caused by a combination of mistakes made by different sectors and employees; this is why I think that, not providing large bonuses to the C.E., can be big mistake, because it can demotivate them, feel too much responsible about the management of the company and can create conflicts among C.E. and other sectors of the company, in fact other employees will consider them as culprits of the negative performance, and their faith in them will be considerable damaged, and C.E. themselves will feel victim of injustice and blackmailed by managers.

Financial rewards and prizes represent the most simple way to motivate to someone to produce more effort in their work; a teacher at primary school can be motivated by offering an increase of the salary according to the results gained by students, special prizes can be offered to her if the development and improvement of students results concern not just few students but all the class, and the maintenance of a lower level of absence at work can be rewarded by offering additional holiday weeks. A non-financial way to motivate her could be a promotion, allowing her to reach a more important role in the organization, the improvement of students results can be motivated by organizing challenging tournaments between student from different classes or different schools, in order to make the teacher proud of the result gained by her students in these tournaments; other non-financial way to motivate her could also a constant recognition of good effort and the enrichment and enlargement of her role in the school, allowing her to teach to one more class, or adding an other subject to teach to her tasks.

References:

-Mullins, L. (2007) Management and Organisational Behaviour. 8^th ed. Pearson Education Limited: Harlow

-About McDonald (2009) Careers [online] Available from:http://www.aboutmcdonalds.com/mcd/careers/ [Accessed 12 April 2010]

Communication and Involvement

The involvement of employees in the company decision and activities is a direct consequence of the changes and events happened during these last 20 years, from the absence of the influence of employees in the main aspects of an organization, companies developed and evolved to the current situation, nowadays, because of the effort of trade unions, which are organizations that protect workers and employees right, staff contribute in decisions making is more considerable and is seen as a fundamental feature to improve performance in modern organizations. The way that managers nowadays chose for integrate every function of the company in the decisional aspect are mainly two: employee involvement and employee participation; employee involvement is a more a unitarist approach, employees are seen as an unique group that shares the same values and wants to achieve the same targets, the intent is to create a staff strictly related among members in order to create shareable ideals and culture; managers integrate employees in financial, strategical and organizational decision, staff is allowed to provide new ideas, to recommend suggestions and sometimes participate financially in the company. Differently, employee participation, is more a pluralist approach, staff members are seen as members are seen as part of groups which have different values and interests, the involvement of employees is assured by internal legislation and maintained by trade unions establishment, workers have the right to participate in decision which involve employment status, conflicts are seen as part of the working environment and as an opportunity of evolvement, legislation guarantee the participation of staff members in main decisional aspects of the company.

Seven Oaks District Council, is an organization direct involving their employees in decision aspects such as budget savings and communication; adopting an employee involvement way, this company creates a task force of people who share same values and interest, and who feel really proud of the work they are doing. Broadland District Council is also involving his employees, this organization follow an employee participation system, employees have the right to establish a debate where to discuss about some decision that are involving their employment status and members of teams have different interests and targets. Iceland frozen food is an other example of an employee involvement system, managers encourage staff to participate in the decisional aspect of the company by organizing meetings between retail staff representation and regional shop managers in order to discuss and set out decision according to the benefit of the company.

Social networks such as Facebook and Twitter are becoming more and more important in order to guarantee enough staff involvement in the decision-making aspect of a company, a lot of organization already have their own group on these social networks, this because it represent an useful way to directly interact with every aspect of a company and staff members are motivated to provide their suggestions, recommendations and opinion joining groups on these websites. The profile of a company contemplate a discussion section where employees can express their opinion about a theme that concern a decisional aspect of the organization, and the profile itself is managed by members of the company, normally members of the HR sector. Every theme is discussed in these social networks, work conditions, salary, financial choices and organizational aspects; in this way managers are able to control and receive feedback by employees and they can increase the sense of belonging to the company of the staff, even more important is the communicational factor, interacting by these tools, new relationship are continually builded among staff members, this represent an useful to create a group that shares same ideals and interests.

References

-Mullins, L. (2007) Management and Organisational Behaviour. 8^th ed. Pearson Education Limited: Harlow

-Thetimes100 (2009) case studies [online]. Available from: http://www.thetimes100.co.uk/ [Accessed 23 April 2010].

-CIPD (2009) Employee Communication [online]. Available from:http://www.cipd.co.uk/subjects/empreltns/comconslt/empcomm.htm [Accessed 23 April 2010].

Selection

There are different methods of selection, each one is different by some features and managers chose a particular method according to the situation and the individual involved in the selection; for different and variable reason each method can be appropriate or not to the selection process, usually it depends by the situation, the location and the individual, that is why choosing the type of selection, managers have to analyze every single aspect of the recruitment process. Main methods are interviews and tests, references is one of the most used and common in the working environment.

These method are usually used by an italian company based in Milan that is recruiting people to work as drivers for models during fashion events and fashion week.

Interview is the most usual and adopted method by managers, its used frequently when selection processes involve just one person, it contemplate a direct dialogue between the manager and the possible employee, the reason why is so common among managers is that it is simple, fast, and does not need an hard effort by managers to be set up; because of its rapidity, allowed interviewers to manage to face more than one interview in one day and represent a good opportunity to test the reaction of the candidate. It have also some disadvantages, is a unrealistic and artificial representation of a real situation, so information gained during an interview have to been managed carefully; it is really subjective and dependent by the emotional status of the candidate and sometimes even of the interviewer; it can not cover all the aspect which compose the profile of the candidate, an other method have to or should be added; finally it has a poor predictive validity, not all the qualities seen during the interview will be respected and the emotional status of the candidate can also influence his performance providing the wrong perception to the interviewer.

Tests are an other example of common used methods, differently from interviews, these do not contemplate a direct contact between the part, in fact candidates are involved in a questionnaire or a test, previously prepared by managers or HR sector , which can change according to the situation, the individual, the job and the information needed; is usually adopted to accelerate selection processes in case of numerous candidates and can be followed by an other method, is simple, does not involve managers and HR in a direct way and normally provide information needed and useful data. It have also some disadvantages, it provide only certain and established informations, so represent an incomplete method of selection; is usually hard and complex to prepare, every single error in a test preparation can prejudice the validity of results; is strength and limited for candidates, they can provide just some information and can not show all their range of abilities.

References represent a little but important method of selection, these contemplate that the opinion, expressed by a past employer, a professor or any other influent individual on the candidate, have a considerable role in the final decision of the employer; is usually used as a final step of a selection process, but sometimes can be the only aspect considered by a manager, there is no contact and direct participation of the candidate in the process, the only people involved are the manager and the referent; is simple and fast and there is no need of effort by the manager; its disadvantages are: the absence of the candidate in the process, because his contribute is not requested, he can not influence the final decision, it means that employer has to have an high consideration of the referent and the referent has to have a good reputation in the work environment, reputation is provided normally be the role played in the work-place; finally this system can be easily invalidated by corruption, damaging considerably the company but also prejudicing other candidates career.

The only interview have been take part into, was for an offer of two-months stage in a marketing consulting company, because the company operate in Italy, and i was in UK, i had to participate to it by phone; Previously was established the time of the conference call, therefore the date and finally they illustrated me who was going to participate in the interview, all these information were given by email; At the time established my phone ringed and the interview started, after 15 minutes we concluded the call and they advise me that i will be contacted in the next days. The interview was effective, I carefully answer to each question, trying to provide enough information without expose too much myself, I sounded interested in what they said and I trying to explain what kind of experience I would like to be involved in, and which was my study "curriculum", the course I was attending and exams prepared and faced, finally I provide them briefly summary of my profile, concerning abilities, qualities and features.

Priscilla Queirolo, the friend I involved in my interview, explain me her thoughts about the advantage of using personality tests as methods of selections, in her opinion these can represent an double edged weapon as for managers than for candidates; she said that personally she does not like personality test but, in her opinion, this does not mean they are not advantageous; obviously, she said, candidates can consider these test limited, and the fact that they not involve other specific aspects of the candidate profile, can provide a misdescription of the candidate to employers, but on the other hand they represent also a valid method to cover the psychological profile of an individual, profile that is rarely analyzed by other methods. In her opinion, personality tests have to be followed by other tests or methods such as interview and assessment to provide a complete and deep vision of the candidates qualities; finally she said that this kind of tests are advantageous only if well prepared and if the people, that have to prepare these questionnaire, cover every single aspect in order to provide a fair and correct analysis of the psychological profile of an individual, following those theories related to the theme.

As said before, in the italian company that provide driver services for fashion events, only three method are used, these methods are not enough and inadequate in order to provide to the company a prepared and efficient staff; adding other selection method such as work simulation, they can cover and analyze more qualities of their candidates, and they can also select only good and efficient drivers in order to provide an improvement of the service they give to costumers, even because the company operate in a keen competitive market.

Selection represent the first step from where a company can be improved, according to the level of performance requested, is important that candidates possess good qualities and correct abilities to be able to work for the company; selection is also really relevant for candidates, in fact it can represent the first experience in the new job environment, and is fundamental that their approach is conscious and direct in order to show and illustrate why the company they are applying for may needs their contribute.

References

--Mullins, L. (2007) Management and Organisational Behaviour. 8^th ed. Pearson Education Limited: Harlow

Recruitment

Prospects is a website offering services of recruitment online, job collocation and work opportunities. Accessing www.prospects.ac.uk, the public is directly introduced in a summary page, containing helpful links according to the user desires, the design and layout are very elemental and simply to understand, costumers can choose different options according to their needs. This website offer the opportunity of registering personal account in order to personalize own desires, target and features, being a member of the website in fact, permit to users to receive on personal email and mobile phone, news, offers and new opportunities, in this way costumers are constantly updated. Prospects is really accessible, and provide every kind of tools that user may need for their research, costumers can explore job offers choosing by section, zone and abilities requested, and even more important, provide useful instruments to solve any sort of problem that a user can have, is possible to talk with specialist about the way to behave when applying to a job or when facing an interview, in other words, Prospects try to cover all those aspects which are really important for user needs. This website represent a complete and helpful guide for recruitment, is also an important instrument to simplify user research and is a powerful method to link together job appliers to job offerers.

Recruitment online provide markable advantages but also some disadvantages;

on the one hand is fast and simple, costumers just access the website and they are directly introduced in a job opportunities-provider, there is no waste of time; is impersonal and private, in fact users apply by themselves and they receive private feedback and answer, no other people is involved except the user and the company; provide a vast point of view, costumers, differently than an agency, have the opportunity to consider and know more options just clicking and choosing different sectors; websites offer the opportunities to directly interact with a company, eliminating those barriers that an agency can create; finally offer simultaneous help and guidelines to users, assisting them it they have facing any kind of problem or just if they need to clearance about an aspect or a theme.

On the other hand does not allow company to directly know who are they may going to interview, or even more worse, who they are going to employ, they just have some details written on a website's profile; exposes an organization to possibles tricks and is unsafe, everyone can apply for a job, there is no selection by the agency; does not allow to experience all the aspects of working life, people may will be unprepared to real work conditions and may do not know enough to solve problematic situation such as career opportunities or loss of the job; is too vast, users may be able to explore just a part of the many work opportunities, and they make loose an opportunities or do not take advantage of a offer just because do not know about it; finally seriously debilitates communication, people do not have anymore a direct contact, they use chats, email and mobile phones to interact, a lack of communication and direct interaction is usually one of the main causes of negative performance in an organization.

The italian Civil Protection (Protezione Civile), which is a volunteering organization, in 2002 organized a strong and vast campaign of recruitment, by television and radio commercial, newspaper advise and agency announcement, differently than before, its campaign was focused of the many opportunities that this particular job offered to student and postgraduates to enrich their experiences and their career. It was the first time that an organization of volunteers did not explain the importance of our contribute to provide help and effort to people victims of natural disasters, fortune-less or necessitous; choosing this strategy they attract a slice of population really interested in opportunities such this one, especially those people that did not have more opportunities to improve their career.

The Psychological Contract, defined as "…the perceptions of the two parties, employee and employer, of what their mutual obligations are towards each other" (Guest, D.E.; Condway, N.; 2002), contain some guidelines and behavior to respect in order to preserve a faithful relationship between employees and employers. Differently by the Legal Contact of Employment, the Psychological Contract, is more imprecise but not less important, seen as a relation of "promises" and "expectations", it guides managers and employees to behave in the correct way to preserve a sane work environment; if managers or employees broke promises or do not maintain promises, the mutual respect between the parts can be seriously damaged creating a negative and problematic situation in the relations between employers and employees. Managers, in order to maintain a balanced harmony among the staff and encourage and motivate his employees have to respect staff attendances, offering opportunities of promotion, provide a salary commensurate to the performance of the employee, opportunities of training and development, recognition for innovation or new ideas, feedback on performance, respectful treatment, reasonable job security, etc. ; employees instead have to respect managers expectation on: hard work, uphold company reputation, maintain high level of attendance and punctuality, honesty, extra hours working if requested, etc. Following these instruction managers and employees can simplify their relationship for the benefit of themselves and of the company. The Psychological Contract represent a considerable aspect of the working environment and is as much relevant for individuals needs than for company exigences, it cover every single aspect of human relationship and human behavior which involved employees and employers and, finally play a relevant role in motivate staff performance.

References

-Guest, D.E.; Condway, N. (2002) Pressure at work and the psychological contract. London: CIPD.

-Mullins, L. (2007) Management and Organisational Behaviour. 8^th ed. Pearson Education Limited: Harlow

-CIPD(2009) the psychological contract: [online] Available from: http://www.cipd.co.uk/subjects/empreltns/psycntrct/psycontr.htm[Accessed 12 April 2010]

-Prospects(2009) online job offers [online] Available from:http://www.prospects.ac.uk/cms/ShowPage/Home_page/p!eLaXi[Accessed 12 April 2010]

Organization and Management Theories

Call centers represent a perfect example of the adoption of organizational and management theories, in particular, these two case study, P&O Ferries and Specsavers, reveal the considerable usefulness of approaching organizational problems using these theories.

P&O Ferries joined "TOP 50", a program for call centers, in 2009, they were facing some problems in their call center, and they needed to improve the efficiency of their employees, in order to guarantee a useful service for their costumers. Solutions concerned the training system and motivation to agents which were working in the call center; usually call center are better identifiable as "machines", they work and produce following procedures really similar to Taylor's Scientific Management, not enough work conditions, wage as motivational factor, and absence of communication in the team and between the positions in the call center. Even if the tasks of this particular type of organization do not expect an elaborate managerial system, sometimes it is really relevant how the team perform and how the general harmony is balanced in it, in fact, particular situations in an organization are able to produce unexpected events in other parts of the organization itself.

Following theories established by the Human Relations theory, they tried to create a more affable environment in order to improve agents efficiency, provide new motivational factors such as career opportunities, in other words they want agents to be proud of their belonging and adding their company to "TOP 50", agents felt more responsible and interested in their work.

Even Specsavers joined "TOP 50" program, trying to enrich the position of its call center in the market; providing motivational factors such as prize and rewards, creating team work, enlarging and changing the role of each member of the team, Specsavers achieved considerable results, these initiatives, can been compared to the Behaviourist Approach, which are theories developed by Herzberg, McGregor and Maslow. In order to gain established goals, the managerial activities have to be focused on the organizational and motivational factors, in fact they believed that make employees participate in decision making and in other aspects of the company they can create satisfaction at work, base from where build an organization where every part, function and member are related together providing more communication and efficiency to the team work. A job providing more opportunities, an affable environment and career possibilities, is easily more attractable for possible employees, and represent a considerable motivational factor for staff itself. Specsavers enlarged and enriched the role of each member, created functional task forces and involved staff in critical decision, therefore reward agents effort, in order to create new motivational factors.

Developed by F.W. Taylor, Scientific Management, represented for a long period, between 1850 and 1950, the main approach used by managers to control and organize their company. Based on a focused and deep analysis, Scientific Management objective was to create a system able to provide established level of production, just finding the best scientific method to improve the performance of each function of the company. Motivation was considered differently than nowadays, in fact the only encouragement factor was represented by wages, in fact employees which were working a scientific management-company usually did earn more money according to their improvement and contribute, This system even if was useful to provide a certain amount of profits, was clearly damaging the internal organization, and especially represented a de-motivational factor for employees which were seen as machine, and were continually under pressure, a lack of contribution in fact, could cause the loss of the job or the reduction of the wage.

For these reasons the Scientific Management was criticized for some disadvantages: Lack of relationship between members of the company, in fact, because of the straight division operated from a function to an other, there were no communication from a sector to an other, this influenced also the internal harmony of the group; old and young workers were too distant, this influenced in a negative way the maintenance of a culture in a company, and increase the amount of money that managers had to spend to teach and train new employees, in fact an organization having a solid and strong relationship between members permit to allow old workers to become trainers to new employees; workers were seen as machines, as said before, because the only target was to gain as much production as possible, people represented the way to reach this goal, and no motivational factors were considered except the increasing or decreasing of wages; lack of sense of belonging of staff, they were some times hostiles to the company and to the managers because they knew that every single mistake may cause to them the loss of their role, the loss of the job or the reduction of the salary, the direct consequence of managers behavior were numerous strikes and protests against managers and the creation of group of workers, (Trade Unions) which were involved in a dramatic fight to obtain for workers better work conditions and to established rights for employees and staff members; the quantity preferred instead of quality, managers were focused on production, trying to achieve set targets, and increase profits, this way to behave obviously damage the quality of the production, in fact companies were not able to provide always a medium-high standard of quality in their products.

Scientific Management was preferred for a long period because it was able to provide to managers and to their company some advantages: represented an efficient way to increase production, workers had the only task of achieving a target and produce as they were asked for; training was simple and shorter, each employee had to follow managers instructions and complete their tasks; according to the wage motivational factor, a good effort represented to employees a good increase of the salary, usually tasks were just repetitive and boring but not hard to complete; roles were clearly defined and the lack of a particular sector did not influence the rest of the organization; managers were able to make decision independent in order to the exclusive benefit of the company.

Many different theories and approaches have been developed period after period, each one showed an improvement from the previous one, but still today, modern organizations maintain the same approaches used in the past, this because sometimes there are no better solutions, sometimes just because these have some relevant aspects still useful for a particular type of company. Every author developed different theories following the period possibilities and thought, at the beginning managerial activities were more orientated to the increment of production and profit, evolving, due to experiments, and new theories, approaches changed, trying to understand the complex aspect of motivation and staff morale, individuals and groups become basis where to build a strong and efficient organization.

References

-Mullins, L. (2007) Management and Organisational Behaviour. 8^th ed. Pearson Education Limited: Harlow

-TOP50 (2009) Case Studies: Specsaves [online] Available from: http://www.top50callcentres.co.uk/www.top50callcentres.co.uk/specsavers[Accessed 10 April 2010]

-TOP50 (2009) Case Studies: P&O Ferries [online] Available from: http://www.top50callcentres.co.uk/www.top50callcentres.co.uk/specsavers[Accessed 10 April 2010]

Enterprise Week

During Enterprise week I attended some event and the one that influenced me more was "Telling it like it is"; the event consist is some speeches of ex-student of BCUC, that nowadays are involved in real working life.

The reason why this event meant so much for me, is that these people showed me how life is changing when, graduating at university, student start to be involved in first work experiences, they suggested how we should act and behave in this new condition, how we should use all we learn during our time at university and which experiences are more relevant to face real life. They said that we have to show proudly what we learn, show that we come from university, and, especially, show through interview, speeches, work and projects our own knowledge reached from the institution we came from; even methods that we will use, they said had to be simple and directly linked to what we gain during time spent at university. The aspect they underline more was that, after the recent recession, people changed his priorities, earn more money became more important than have a good job, and for people is not anymore necessary to do what they like. Concerning some aspects of work, they said that usually people do not have a markable knowledge about marketing, finance or business, that means that is really important that we explain what we studied and what we are well prepared into, therefore they explain an extremely important point about job, they said that what is really relevant for our work, is the audience, so we should, when employed, deeply know our public and who are we going to talk with. Finally, speaking about time spent at university, they explained that things such as, socializing, time for exploring, time for learning and training, are almost absent when employed, so its really important to do not waste time while we are at university.

All the themes developed by these past student, helped me a lot to configure the future where I am going to live and work, which action I should undertake now and when I will be employed, and which experiences will be useful for me. Even more important, I understand, that, time spent at university as a considerable role for my future work possibilities, I have to gain as much information and knowledge as I can, to be prepared to face and solve any kind of problem my work will provide me, I have to achieve established targets and get a good grade, to enlarge my options of choices. Life is not hard if I help my self from the beginning.

Team Working

Since i started to be part of the human society, i had many opportunities to work in a group, in fact in school, in university and in sports activities, team work has always played a fundamental role in my teachers, mentors and coaches opinion. Especially in sport, team working has a significant meaning in fact it helps to fortify and improve performances of each member of the group; this is why my best team working experience take place in a football team while i was attending the secondary school. In that period, as every child, sport and especially football, had a considerable role in my life, and, somehow, represented an occasion to demonstrate my own abilities in a group and compare them.

The experience was successful because, even if we were a recently formed team, we demonstrate to everybody how strong and solid we were and facing with out fear and apprehension every match we achieved the first position in the league. The main reasons of this success were three, the passion and the love we felt at that time for the game, the strong relationship between each member of the team and the organization of our group. In fact our team was well organized by our coach he established previously the function that each one had to have in the team and obviously the role we had to play, finally he assigned to each member a particular task for the game. Following Belbin's theories of team-role, the way chosen by our coach was correct and useful, in fact giving small and clear task to 12-years boys, which normally may have some problems to act in a good way while member of a group, he provide a simple but efficiency organization to the group, and match after match we start to gain more and more faith in the team, in ourselves and in the coach. Belbin said that in each role, a particular weakness is associated to the role contribution, in our team we did know perfectly each one weakness and contribution,

allowing us to understand which system was perfect to fit everyone features. In order to Belbin's nine team-roles theory, i was identifiable as "Plant" because, as my coach said to me, i was able to create something, invent a trick or a solution to solve some difficult situations, but on the other and i was to imaginative and inconstant during the match, so my role in the team was the "jolly", able to provide more ideas during a period that the match was stocked.

Considering Tuckman model, our group passed through some levels to become a real team-work, and before getting into the real task, we did face some problems and solve some incomprehension; firstly we tried to establish guidelines and rules, which were considerably important as we were for the first time together in the same team, therefore we decided how our report should been like and which results we wanted to achieve. Storming our ideas was really helpful to understand if there were any kind of conflict and hostility in the group, and it provides also the clear point of view of each member, that is an essential aspect, in fact, knowing all the point of view of group’s members its easily to find out the way to work and produce certain results. I did try to understand other member’s point of view and illustrate mine, as, in this way, i had the possibility of find by myself the correct way to work on the assignment without acting against the will of the group, and, even more important, i provided to my group mates some suggestion which were more compatible to my idea of the report.

During these last years, Microsoft in UK, deeply focused on managing its staff, trying to create a workforce more efficient and collaborative; starting from the enrichment of the organization culture, managers offered to their employees more opportunities to spend some time with their colleagues not at work, supporting the access to some events outside the office and encouraging staff participation in group activities. This first step provided to managers, workforce and team work made of employees confident in themselves and in other staff members. The second step concerned insisting on the theme of training, managers wanted employees to gain the maximum experience from their work, not just by them self, but even by their colleagues and other employees, in this way managers create an independent training system, meaning of a reinforcement of the organization’s culture and of relations that link each member of the team work. Finally managers provided to its staff flexible working options, to stimulate them and to make them more confident with their job, and they improved the efficiency of the workforce providing to employees technologies requested.

What makes Kellog’s employees so linked to the company they work for is made 50% by the culture of the organization and 50% by the working conditions provided by the managers of the company. Employees are really linked to each other, relations between members are encouraged by the company by group events, and team activities are considered the basis of a strong workforce in the company. To make their employees more confident and more faithful to the company, managers provide them a well paid salary and different bonuses, which employees can gain by improving their performances in the company, in addition the organization cares every single aspect of staff members life, such as insurances and pension, and allows every single employee to set up according to managers his own developing plan, which concern future plans of the member in the company, future plans that normally concern the career and work opportunities. Choosing this way to act, Kellog's is able to make his employees more confident in each other and in the company, creating a strong sense of belonging of members to the organizations and providing enormous improvements to the aspect of motivation.

References

-Mullins, L. (2007) Management and Organisational Behaviour. 8^th ed. Pearson Education Limited: Harlow