加拿大商业论文代写-传统的理论分析

加拿大商业论文代写-传统的理论分析。传统的理论在现实中行不通。在这些传统理论中，有许多无形的东西被忽视了。然而，一些关键的指标，如工资的重要性是在这个过程中确定的。这些方面是基本的，但不是员工应该重视的唯一因素。现代理论认为，员工的绩效随着真实的情感联系而提高。应该更加重视员工的情绪，提高生产力，促进增长。公司可以通过多种方式获得员工的忠诚度和凝聚力。获得员工忠诚和情感的主要原因是真诚地关心员工。综上所述，公司需要考虑像情感和工资这样的无形资产来激励员工。这一分析得出的结论是，基于行为的动机主要来自于情感的无形方面。

Traditional theories about management discusses about importance of money and salary. They base employee productivity to increase based in higher pay and remuneration. These theories are disregarded and considered to be obsolete because of there generalization that all employee work only for money. There is no discussion of personalization with the employees. The employees are considered to be automated machines (Riordan, Gatewood, & Bill, 1997). Taylor scientific management theory discusses the impersonal nature of work done by employees. Human behavior theorists and anthropologist have critiqued this notion. There are a number of factors that are considered in fostering productivity. These are based on emotions. This was proposed in Theory of X and Y and Elton Mayo theory. These theories stress the importance of emotions of the employees for performance. Modern day success companies have been probed to understand which facet is important to enhance productivity. From the case study analysis of various companies it has been found that money is an important factor. Nevertheless is not the only factor there are a number of other factors that has been associated for increasing in productivity. Mundane jobs like work in steel factory productivity were increased owing to the factors of aiding in employee autonomy (Kelliher, Hailey & Farndale, 2013). It was also found that the employees are generally more attuned to the needs of the organization when their individual needs were met. In the case of SAS Company it was found that the company offered incentives that was based on individual personal objectives it was found from this that the remuneration should be in tangent with the policy of individual objectives. From case study analysis of each of the company it was found that they tried to care genuinely for the employee needs and the need to meet personal objectives. This has lead to the employees to care for the organization.
Recommendations that can be proposed for the other organizations based on these aspects are as follows.
Paying employee wages according to the industry standards.
Apart from salary, companies should offer employees a number of fringe benefits
Listening to needs of the employees and trying to change organizational system based on these needs (Kelliher, Hailey & Farndale, 2013).
There is a need to understand employee objectives
Recognizing and rewarding the employee on significant achievement
Finding ways to boost morale of the employees. This can be done conducting regular surveys, feedbacks from employees (Kelliher, Hailey & Farndale, 2013).
Developing effective teams that are formed from real emotional connection.
There should be some level of collectivistic practices and also individual remuneration.
Culture of the organization should be determined from employee needs and objectives. (Kelliher, Hailey & Farndale, 2013).
Expecting to change the policy and adapt to the newer events of the society
Determining best practice approaches that are suitable for each company’s objective.
Flexibility and capacity to adapt according to the reasonable demands of the employees would result in all round organizational progress (Kelliher, Hailey & Farndale, 2013).

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