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Swot Essay

659 words - 3 pages

hirlpool Corporation, for example, emphasizes pride, passion, and performance in their mission statement. Thomas Filstrup, an executive at Whirlpool Corporation, explained that the performance is related to the stockholders, and passion relates to the consumers. Pride relates directly to the employees. He said that without pride, the employees can not make the corporation successful. Whirlpool goes to great lengths to guarantee that their employees have pride with their corporation. They do this through training and incentives. The training is intense enough that the employee feels that they are knowledgeable and an asset to the company. The incentive side of achieving pride usually comes in the form of profit sharing. When the corporation does well, Thomas Filstrup explained, it is because the employees were successful. The corporation realizes this and pays the employees more than their share. Thomas Filstrup also added that the incentives and intense training lead to their successful and positive corporate culture.Since incentive programs have become an enormous part of corporations and compensation, many companies have started and are profiting off of this practice.Their services are usually based in major cities. They are also available over the internet. Examples and their links are: ? Mike Higgins and Associates, Consulting Group ? Compensation and Performance Management, Inc.? Safety Pays As a Business Management major, I created the following survey. During the month of November, 1999, I gave it to 50 people, at Emporia State University.Although this was not 100 percent random, and it does not qualify as a scientific study, I found the results to be most of what I expected. Results follow the survey.SURVEY/RESULTS ? Do you know what an incentive pay program is? All 50 people could adequately explain what an incentive pay program is.? Have you ever had a job that involved an incentive pay program? Half of the people surveyed have had a job that utilized any incentive pay...

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