Workers Compensation - All Posts - Ze'ev Ronen - Business Excellence

Do you remember the days when we worked six days a week? Has moving to five days had a bad effect on employers or employees? Has efficiency decreased? Have we been achieving less?

wonder of wonders, CEOs who aren’t machine-maintenance people, are sure they "know enough", or "know best", how to maintain the "human machines" in their company. And if not the CEO, then one of the executives will be able to do it, in addition to their regular job.

Everyone can contribute something to someone else. For an employee, knowing this and feeling they can do something meaningful for someone else, brings great satisfaction. When your employees renovate a youth club in the nearest city, or help kids with homework at the community center – they feel incredibly meaningful.

We often used the term motivation, but do we always mean the same thing? Last week I gave a talk in two classes in the School of Economics & Business Administration at the Ruppin Academic Center, as part of Dr. Adi Loria ("Select Issues in Management MBA"). The topic was "The Relationship between Management Methods and Employee Motivation".

One of the most popular articles from my blog is one I published last year on coping with employee absenteeism. In the article, I discuss how, 15 years ago, the significantly high rate of employee absenteeism was handled through positive rewards for employees who were never absent, along with interest and concern for the health of anyone at home sick.

Last spring, we found a tiny, abandoned kitten and named him Richard. Our dog adopted him as her own and the children plied him with milk from a small bottle. Richard the kitten grew quickly and ate whatever he wanted, and to this day, he's the only cat who comes into the house to find food always at hand.

Once I came to a small company whose employee turnover was extremely high. Few employees would stay for more than a few weeks before leaving. The CEO would shout at his employees for any minor transgression. I asked him why, and he said they needed to learn (usually they learned that it would be best for them to leave).

In a discussion that I held with 30 managers at one of the companies, the subject of motivation arose, as always. I asked the participants what affects motivation. At this stage, people usually say "money, salary".
This time, perhaps because of the group's heterogeneity, or the participation of the CEO, all was quiet. After a few moments, Ortal quietly said, "Appreciation."

I will now dare to make an unpopular statement, and move some of the responsibility for low salaries onto the shoulders of women themselves. The reason for this is that it takes two to tango. It isn't enough that the systems that are mostly controlled by men will offer less, but you also need someone who is willing to accept this lesser sum and make do.