Introduction
Many American companies embrace the best qualities in order to succeed. Some of these qualities include “extra training, teamwork, diversity, equality, and motivation” (Lumley, Coetzee, Tladinyane, & Ferreira, 2011, p. 103). Managers should use the best behaviors in order to support their employees. The level of motivation is proportional to the success of the targeted company. This paper describes the major elements that promote employee motivation and cohesion. The targeted companies include Google Incorporation, the Boston Consulting Group (BCG), and Starbucks.
Best Workplace
The above companies promote various elements in order to emerge successful. The first powerful element is effective communication. These companies have created powerful mission statements. The managers encourage their employees to focus on the best goals.
The employees in these companies participate in every decision-making process. Starbucks Corporation has succeeded because of its organizational practices. For instance, the company embraces the best strategies in order to empower its workers. Every employee should be part of the problem-solving process (Lumley et al., 2011). The managers borrow numerous ideas from different employees.
The above firms motivate their employees using different resources. Such resources empower and mentor the targeted employees. Google uses its resources to ensure its employees improve their skills. The employees are also free to apply new ideas. The practice encourages them to produce new concepts that can support the company’s future goals (Parzefall, Seeck, & Leppanen, 2008).
Many successful companies offer appropriate feedbacks to their workers in order to support their expectations. This practice builds confidence and improves the level of performance. These companies offer timely feedbacks in order to promote the best organizational behaviors. The Boston Consulting Group encourages its employees to interact with one another. The practice has created a powerful environment that promotes the best flow of concepts. The company embraces the best behaviors in order to sustain the targeted performance (Lumley et al., 2011).
The managers at Google Incorporation and Starbucks support their employees using different strategies. For instance, the companies reexamine the effectiveness of different programs and schedules. The managers also encourage different supervisors to promote the best working environments. This practice encourages more employees to focus on the targeted outcomes.
These three firms have also been rewarding their workers using different strategies. To begin with, these companies offer good remunerations to their employees. The workers also get the best bonuses and allowances. The companies also offer gift certificates to their workers. The companies also “provide adequate workplace safety precautions, health insurances, and resources to their workers” (Lumley et al., 2011, p. 109).
Companies should use the best approaches to promote group cohesion. Many companies use “adequate salary scales to support their employees” (Parzefall et al., 2008, p. 168). The above companies offer impressive payment rates in order to mentor their employees. For example, the Boston Consulting Group “pays an annual salary of $140,000 to its workers” (Weng, Su, & Lai, 2011, p. 182).
This practice encourages the targeted employees to work as teams. They also replicate the best practices and ideas in order to improve the level of performance. According to Homan’s theory, psychological manipulation makes it easier for more individuals to work as teams. The theory also explains why Google Incorporation offers the best remunerations. This approach enhances the power of cohesion. This practice explains why such companies have been able to achieve their potentials.
Google Incorporation uses minimum supervision techniques in order to support every employee. The company also offers the best working conditions and resources to its workers. This fact explains why the employees have been able to improve their skills. This practice has also improved the level of cohesion. The above firms use different events in order to promote the concept of teamwork. Some of these events include birthday cerebrations and sporting activities (Parzefall et al., 2008). These approaches promote powerful practices such as unity, harmony, and cohesion.
Starbucks Company motivates its workers using the best working conditions. The managers expect their employees to produce the best outcomes. The level of surveillance is minimal thus fostering teamwork and confidence. According to Weng et al. (2011, p. 184), “entertainment is a powerful practice that encourages different employees to form cohesive teams”. Such entertainment sessions and events encourage more workers to exchange their views. This strategy promotes the concept of work-life balance. A proper leadership approach also encourages more employees to interact with one another.
George Homan’s theory of exchange encourages managers to use proper entertainments, remunerations, and incentives to empower their employees. They should also support their stakeholders using different resources and ideas. Managers should always encourage their employees to achieve the best goals. Companies should use various activities to improve the level of interaction (100 Best Companies to Work For, 2011). This practice will eventually make many companies successful. This fact explains why the above companies have remained successful.
Conclusion
Homan’s theory supports the use of bonding strategies in order to motivate different employees. The theory also encourages every manager “to use different events and activities to promote group cohesion” (Weng et al., 2011, p. 185). Companies should consider the above ideas in order to motivate and empower their employees. Managers should also mentor their employees using appropriate leadership practices. Companies should use different sporting events and entertainments to improve the level of cohesion.
Reference List
100 Best Companies to Work For. (2011). Web.
Lumley, E., Coetzee, M., Tladinyane, R., & Ferreira, N. (2011). Exploring the job satisfaction and organisational commitment of employees in the information technology environment. South African Business Review, 15(1), 100-118.
Parzefall, M., Seeck, H., & Leppanen, A. (2008). Employee Innovativeness in Organizations: A Review. LTA, 1(1), 165-182.
Weng, L., Su, C., & Lai, Y. (2011). Superior Service Performance through Transformational Leadership: A Cross-level Study of a Large Taiwanese Commercial Bank. Asia Pacific Management Review, 16(2), 181-195.