John additionally guaranteed his wo

John additionally guaranteed his workers cleanliness element in the Herzberg's double structure hypothesis. Other than sensible compensation and others treatment that he officially gave; he additionally gave his workers 20 days for crisis day away from work every year. Besides, he permitted his representatives 2 weeks of for paternity and 24 weeks off for maternity. Moreover, John likewise offering for his representatives a few advantages, for example, rec center, day-care treatment and markdown motivating forces… Also, Citicorp's workers additionally have the thirteenth months prize in light of organization's benefit of that year and reward prize in light of their in-year execution judgment. This fiscal remunerate by one means or another spurred his specialists to work adequately for their year-end reward money.

John additionally connected the anticipation hypothesis on his workers while he spurred them to enhance their callings for the occupations. Representatives with higher degree or more elevated amount in the organization will get the higher compensation and more extensive advancement opportunities. He likewise allowed his workers to develope their aptitudes and callings by offer for them a few projects and educational costs in the managing an account & financing division. Besides, John and his official board set an efficiency scale all through firms by giving focuses in every organization's segment consistently. Every segment which cross that objectives will got a 10% fundamental compensation reward for its representatives and 15% for its administrator; additionally freely remunerates before the month to month Citicorp's meeting. This will urge them to work harder next time and feel that their exertion was perceived.

When all is said in done, John had given a work environment motivational speculations which satisfied their cleanliness of necessities and meets some of their inspiration need

Kết quả (Việt) 1:

John ngoài ra bảo đảm công nhân của mình sạch sẽ yếu tố trong của Herzberg đôi cấu trúc giả thuyết. Khác hơn là hợp lý bồi thường và những người khác điều trị mà ông đã chính thức; ông thêm vào đó đã cho công nhân của mình 20 ngày cho cuộc khủng hoảng ngày ra khỏi công việc hàng năm. Bên cạnh đó, ông cho phép đại diện của mình 2 tuần cho quan hệ cha con và 24 tuần ra cho thai sản. Hơn nữa, John cũng cung cấp cho các đại diện của mình một số lợi thế, ví dụ, rec Trung tâm, chăm sóc điều trị và markdown động cơ thúc đẩy lực lượng... Ngoài ra, người lao động của Citicorp ngoài ra có giải tháng 13 trong ánh sáng của lợi ích của tổ chức đó giải năm và phần thưởng trong ánh sáng của bản án của họ thực hiện trong năm. Tài chính này remunerate bởi một phương tiện hoặc một thúc đẩy của mình chuyên gia để làm việc đầy đủ cho tiền thưởng cuối năm của họ. John additionally connected the anticipation hypothesis on his workers while he spurred them to enhance their callings for the occupations. Representatives with higher degree or more elevated amount in the organization will get the higher compensation and more extensive advancement opportunities. He likewise allowed his workers to develope their aptitudes and callings by offer for them a few projects and educational costs in the managing an account & financing division. Besides, John and his official board set an efficiency scale all through firms by giving focuses in every organization's segment consistently. Every segment which cross that objectives will got a 10% fundamental compensation reward for its representatives and 15% for its administrator; additionally freely remunerates before the month to month Citicorp's meeting. This will urge them to work harder next time and feel that their exertion was perceived. When all is said in done, John had given a work environment motivational speculations which satisfied their cleanliness of necessities and meets some of their inspiration need