Analysis: Getting Employees to Fall in Love With Your Co.

A detailed Summary of Analysis: Getting Employees to Fall in Love With Your Co.

Getting Employees to Fall in Love With Your Company.

From the very outset of the book, Jim Harris tells the reader what his book is not, before he even hints at what it's method will be. First he tells us that this book is not a "cookbook" on how-to, step by step create the perfect working environment that would have your employees putting the company first. The fact is that most likely there does not exist one of these perfect working environments and even if such a thing could be made it is doubtful that any of us would see it in our lifetimes, just because of the environment that exists in today's working world. Second the author tells us that the point of the book is not about how to build an employee "clubhouse" where everyone is equal and is allowed carte blanche control over what they do. The reality of the matter is that, employees aside, companies in a capitalistic society exist for the predominant purposes of continually making profit and continued expansion of the company in size and market share.

The true purpose of the book is in short is to teach managers how to turn their company in to the type of place which will attract and keep all the best skilled hardest working employees that exist in the market. In today

As I started the book, I have to admit that I had already passed judgment and had written it off as another Zapp, How-To Become A Seven Minute Manager or similar type of book. Having read those and still tying to get rid of the bad taste they left in my mouth, I was certainly far from exited about reading this one. To the author's credit, I was surprised as to the way that he was able to give his insights into what makes an employee tick. I was further delighted (ok, maybe not delighted) to see the way that he was making the ideas in the book easy to apply to all different types and sizes of companies. In addition to that, I enjoyed reading about what other companies had done to jump start motivation in their companies and about what they had done to keep it going. For example as we discussed in class North American Tool & Dye already created an atmosphere where their employees felt proud of their work and as if they were a part of something greater. The book shows an example of their, "Sick & Tired Award", which arose when the CEO finally got sick and tired of their customers telling him what a great job the company was doing. As a result he called all their employees in and proceeded to give them an extra weeks pay for their great work. Aside from the content, I was truly surprised that I really did like the overall structure of the book, specifically the way that each chapter seemed to follow a pattern, which makes it easy for the reader to understand and even adapt the ideas to fit their company's environment.

As much as I do think that this book was well written I can say that at times it seemed to drag out simple ideas in an attempt to satisfy the authors need to sound more wordy. For example if the author did not spend so much effort on telling the reader what "Most Companies Today" do he would have much more time to spend on what they could or should do. If not for all the superfluous background, on what we all know exists in the working environment. I have to admit though after all is said and done this book does a good job at presenting a lot of useful tips in a manner, which is easy to understand and even easier to implement.

Jim Harris brings different ideas, which are, or at least should be easy to implement and would make a vast improvements in the motivation of the employees. Probably the easiest to implement, yet arguably one of less effective concepts is part of the "Create Partnerships" category and is that of "Opening the Company's Books" I think that that would most likely be the easiest to implement, because most companies would welcome the opportunity to show their employees how what they do contribute to the whole. Those in the position to implement such a change should welcome the opportunity to allow employees to see the company's financial statements, if for the simple fact that it shows them that they are a trusted part of the big picture. I would not hesitate to implement such a policy, and the only reason why a company does not do so (in my min

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Approximate Word count = 2024
Approximate Pages = 8 (250 words per page double spaced)

Category: English