Running header: Riordan benchmarking
Summary :
Table of Contents
- Introduction
- General Motors (GM)
- Wal-Mart
- Royal Bank of Scotland (RBS)
- Goodyear Tire & Rubber Co. (Akron, Ohio)
- Home Depot
- K. B. Toys
- Hudson Highland Group (Hudson Employee Index)
- BearingPoint, Inc.
- American Express
- AT and T
- Analysis of findings
- Employee motivation
- Interpersonal intelligence
- Reward systems and pay levels
- Benefit system
- The key concepts of the ten companies
- Conclusion
- References
Abstract
riordan Manufacturing faced several issues but none that are uncommon in any growing organization going through a transitional period. By simply looking at companies such these General Motors and Wal-mart, Royal Bank of Scotland and Goodyear, Hudson Highland Group (Hudson Employee Index) and BearingPoint, Inc., American Express and AT&T, and lastly Home Depot and K.B. Toys; it is apparent that employee motivation can cause a sleuth of issues. Any organization hosting employees with decreased satisfaction will likely express no interest in their position with an organization. Therefore, it is really essential for organizations to provide quality benefits, reward systems and interpersonal intelligence. This paper will explore how a lack of employee motivation and inadequate benefits, reward systems and interpersonal intelligence can hinder the progression of an organization.
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