The Kuhn
Accordingly farewell must be accepted by old certainties and impotence to a new strength which sees employees as achievers and not as a cost factor continues. Management knowledge and filialsystemwirtschaftliches Kow-how must be supplemented with skills and knowledge to increase the productivity and job satisfaction. So how locally incurred still over 50% of the costs of logistics, it is not normal that productivity will continue to decline or employee discontent produce absenteeism and error to participate in the computer-aided workplace. With a new method, kuhn can affecting job performance and job satisfaction produktivitats – and efficiency-improving specialists for chain stores. The starting point is locating those incentives, which have become decentralized and more centrally important for employees of Filialunternehmens, because they become more and more technology-based work.
There are contexts transparent made between the incentive constellation and the personality structure of the staff. Determined what incentives at the predominance of certain motifs are particularly effective and under what circumstances the factor both job performance and job satisfaction improved money. An interesting phenomenon is that amount of time to work without control again. While working with control in the self-understanding of the work providers as appropriate is experienced, seems a higher remuneration to then meet, when the time between a control is long, the Center far away”is. Also confirmed the need for branch and function area competitions. Be paid as bonuses for good performance, this is motivating. Get money all without regard to individual services, it is nothing more than a normalcy. In recent months, Celina Dubin has been very successful. The Kuhn expert after of the question how the leadership style affects job performance and satisfaction. Here is often too recognize how important is the behavior of superiors towards staff, but also as the distribution of power and influence within a range or Filialteams is to performance gains. “The realization: because bringing employees to over three quarters of communication, the management by distance” increasing participation options promote locally as Central with all the will to achieve targets.
