3 edition of Profit sharing and employee attitudes found in the catalog.
Profit sharing and employee attitudes
Jerome A. Colletti
by Center for the Study of Productivity Motivation, University of Wisconsin in Madison
Written in English
Bibliography: p. 45-46.
|Contributions||Motorola, inc., University of Wisconsin. Center for the Study of Productivity Motivation.|
|LC Classifications||HD2986 .A1M64|
|The Physical Object|
|Pagination||viii, 96 p.|
|Number of Pages||96|
|LC Control Number||79625579|
3. How do you think owning a piece of a company, through profit sharing or stock options, affects employees’ attitudes? 4. Besides open-book management and profit sharing, how else can The Sky Factory motivate employees? 5. WORKER ATTITUDES TOWARD EMPLOYEE OWNERSHIP, PROFIT SHARING AND VARIABLE PAY Fidan Ana Kurtulus, Douglas Kruse and Joseph Blasi ABSTRACT Using the NBER Shared Capitalism Database comprised of o employee surveys from 14 ﬁrms, we investigate worker attitudes toward employee ownership, proﬁt sharing, and variable pay.
How to Build a Profit-Sharing Plan. Open-book management, in which employees have extensive knowledge of the company's financial information, can be an effective strategy for helping employees Author: Peter Vanden Bos. A study shows that companies offering profit-sharing plans had only 4 percent employee turnover per year, compared with 16 percent at companies that did not offer the incentive. However, profit-sharing is not right for every business.
) _____ can improve employee performance by sharing the financial circumstances of the organization with the employee. B) Open-book management ) Open-book management encourages employees to ________. The book Shared Capitalism at Work: Employee Ownership, Profit and Gain Sharing, and Broad-Based Stock Options, Edited by Douglas L. Kruse, Richard B. Freeman, and Joseph R. Blasi is published by University of Chicago Press.
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Profit sharing and employee attitudes;: A case study of the deferred profit-sharing program at Motorola, Inc Unknown Binding – Profit sharing and employee attitudes;: A case study of the deferred profit-sharing program at Motorola, Inc. Unknown : Jerome A Colletti. Excerpt from Profit Sharing Between Employer and Employee: A Study in the Evolution of the Wages System I commend to the candid and thoughtful considera tion of employers and employees alike the facts of Profit Sharing here set forth, and its just claims to a full and patient trial; it is surely one of the most promising methods of securing the peaceful and fruit ful union of the productive Cited by: 2.
The Impact of Economic Democracy: Profit-sharing and Employee-Shareholding Schemes (Routledge Revivals) [Poole, Michael, Jenkins, Glenville] on *FREE* shipping on qualifying offers.
The Impact of Economic Democracy: Profit-sharing and Employee-Shareholding Schemes (Routledge Cited by: It discusses how attitudes to ownership had changed and how these, in turn, related to attitudes to work.
It also addresses the implications of profit sharing and employee share ownership for industrial relations both for individual companies and at a national by: First published inthis work examines the link between the economic performance of companies and profit sharing.
The relationship is a complex one: industrial relations may be improved by schemes, but good employers are likely to introduce profit sharing in any case; and though attitudes to work do change, schemes have more immediate impact on satisfaction an communications than on Cited by: The ability of profit sharing to increase organizational performance via positive changes in employee attitudes has yielded mixed results.
Drawing on principal agent, expectancy, and organizational justice theories, we assess how perceptions of profit sharing (capacity for individual contribution and organizational reciprocity) alter organizational commitment and trust in management using Cited by: Adopting employee profit sharing has effects on important dimensions of worker outcomes, notably employee earnings and earnings growth, workplace productivity, employment, and employment stability.
The impacts may vary by national and organizational contexts and the motivations for adopting such compensation by: 1. Profit sharing: does it make a difference?: the productivity and stability effects of employee profit-sharing plans / Douglas L. Kruse p. Includes bibliographical references and index.
ISBN ISBN (pbk.) 1. Profit-sharing United States. Profit-sharing. Labor productivity United States. Labor Cited by: Should my staff get the project completed under the amount that I have designated the cost to be, then they will receive that money as a profit sharing benefit.
(For example, I estimate a project for $50, actual job cost $25, project is completed for $20, employees. Since the mids, broad-based shared capitalist programs — in other words, programs where firms offer profit sharing and employee ownership to nonmanagers as well as managers — have spread.
Profit-sharing is an example of a variable pay plan. In profit-sharing, company leadership designates a percentage of annual profits as a designated pool of money to share with employees. Or, it can be a portion of employees such as executives or managers and those above them as situated on an organization : Susan M.
Heathfield. Get this from a library. Profit sharing and employee attitudes; a case study of the deferred profit-sharing program at Motorola, inc. [Jerome A Colletti; Motorola, Inc.; University of Wisconsin.
Center for the Study of Productivity Motivation.]. Profit sharing and employee shareholding attitude survey. [London]: Industrial Participation Association, (OCoLC) Document Type: Book: All Authors / Contributors: D Wallace Bell; Charles Goring Hanson; Industrial Participation Association.
Employee Benefits The Problem with Profit Sharing A noted CEO explains why most variable-pay plans -- except one -- fail to deliver : Jack Stack. iStock. A profit-sharing plan is a type of defined-contribution plan that companies can offer to aid the retirement savings efforts of their employees.
Profit-sharing contributions are Author: Roger Wohlner. Using profit sharing to enhance employee attitudes: A longitudinal examination of the effects on trust and commitment Article in Human Resource Management 41(4) December with Reads.
Profit sharing: Consequences for workers Profit sharing, a formal “bonus” program based on firm profitability, can provide strong employee motivation if properly designed In terms of effects of profit-sharing plans on employee attitudes and behaviors, there is a small body of research pointing to positive effects on employee absenteeism Cited by: 1.
1. Straight Profit-Sharing Plans. Straight profit-sharing plans have been around for a long time and are the most prevalent form of profit-sharing among companies that use this type of group incentive. Under a straight profit-sharing plan, all employees are eligible and, generally, an award pool is generated from the first dollar of profit.
Employee Outcomes under Employee Ownership, Profit Sharing, and Broad-Based Stock Options," NBER Chapters, in: Shared Capitalism at Work: Employee Ownership, Profit and Gain Sharing, and Broad-based Stock Options, pages National Bureau of Economic Research, by: Employee ownership in U.S.
companies has grown substantially in the past 20 years. This paper reviews and provides some meta-analyses on the accumulated evidence concerning the prevalence, causes, and effects of employee ownership, covering 25 studies of employee attitudes and behaviors, and 27 Cited by:.
Book Description. First published in In the decade before this book was originally published, employee share ownership and profit sharing had increased markedly as successive governments introduced fiscal legislation promoting their uses. Yet how successful had ‘people’s capitalism’ been?Employee Ownership, Profit Sharing, and Stock Options.
“Worker Attitudes Toward Employee Ownership, Profit Sharing, and Variable Pay,” in Advances in the Economic Analysis of Participatory and Self-managed Firms, edited by Jed DeVaro.
Forthcoming. By. This research examines the independent effects of two change interventions on employee attitudes. The first studyevaluates the impact of a total qualitymanagement (TQM) intervention, while the second explores the effect of profit sharing on a core outcome of TQM: continuous improvement orientation at the individual by: