See also
http://www.bestplacestowork.org/
or
http://www.bestplacestowork.org/pdfs/Agency%20Rankings.pdf

for last year's rankings from the Partnership for Public Service.  An alternate source for the listing is
http://www.usnews.com/usnews/biztech/best-places-to-work/home.htm 

Maarja

>>> Michael McColgin <[log in to unmask]> 7/11/2006 1:22:35 PM >>>
I find it interesting to see what Fortune's 100 Best Companies to Work
For offer their employees.  This year's diverse list ranges  from
Genentech at #1, Whole Foods Market, Sherwin-Williams and Nike at #100. 

 

Check it out at
http://money.cnn.com/magazines/fortune/bestcompanies/full_list/ 

 

Michael McColgin

Conservation Officer

Arizona State Archives

 

________________________________

From: Archives & Archivists [mailto:[log in to unmask]] On
Behalf Of [log in to unmask]
Sent: Sunday, July 09, 2006 7:12 AM
To: [log in to unmask] 
Subject: Re: Improving staff morale

 

Regarding psychic benefits, employee morale, and motivation, here's a
link to a useful HR site with links to MANY different articles about
managing people:

http://humanresources.about.com/od/motivationrewardretention/ .  Some
good stuff there.

 

And here are a few more links which discuss group dynamics which can
affect morale positively or negatively within the workplace:

 

1.  I mentioned in my first posting the challenges of managing people in
different functions.  From an article posted on the website of a CPA
firm, interesting observations on two managers trying to sort out
differences between their respective functions:

 

http://www.bpcpa.com/openness01.html 

 

2.  A dissertation focused on educators includes some interesting
statistics and observations:

 

http://thomdramer.com/dramer/p3.html 

 

And finally, a few more thoughts from Maarja off the top of her head:  I
keep emphasizing the importance of recognizing differences and figuring
out what makes employees tick.  Some people are introverts, others are
extroverts.  Myers Briggs testing is useful in sorting out some of this.
Some people are comfortable with top down management and a sense of
order and control where everyone knows his or her place.  Others thrive
in situations which may seem chaotic to those who like order.  And do
best in an environment with a flat structure and few boundaries and lots
of opportunities for creative brainstorming.  

 

There are no one size fits all solutions to offering psychic benefits.
Figure out who likes what and offer opportunities for as many types of
people as you can.  Try to avoid force fits.  For example, a chance to
write an article for an internal organizational newsletter about one's
function might help an introvert shine.  A chance to talk about one's
function before a large group would better suit an extrovert.  This can
get tricky, BTW.  Keep in mind that some people work in functions for
which they have less natural aptitude than their peers.  They may have
to wear masks and to adopt conventions and rituals that are not natural
to them.  Look for ways to give them a break from that, to let them be
themselves just a little bit from time to time but still succeed
professionally!

 

And finally, there is the challenge of motivating people of different
generations.  A great book for this is WHEN GENERATIONS COLLIDE.  See

http://www.amazon.com/gp/product/0066621062/103-0456666-3480645?v=glance 
&n=283155

or

http://shrinkster.com/gh8  

 

Maarja

 

 

 

 

 

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