Page 183 - Anne Bruce - Building A HIgh Morale Workplace (2002)

Index 163

respect and dignity, 39, 72 Get “Up and Go” Model for
turnover costs, 45 Feedback, 128
virtual teams, 28–30, 31 Giuliani, Rudolph, 138
Employee satisfaction commit- Globalism, 21
tees, 69–70 Globalization
Empowerment Americanization of, 32–33
increasing, 56 business size and, 21–22
as key requirement, 5 change and, 33–35
trust and, 153–154 contact with remote workers,
in uncertain times, 99 31–32
Enthusiasm, 8, 23–26 defined, 21
Environment. See Work environ- virtual teams, 28–30
ment Global rejuvenation, 23–24
Environmental psychology, 52 Goal setting, 76–78
Esprit de corps, 3 Goldman Sachs, 58
Exit interviews, 43–44 Good news hours, 3
Expectations Gratitude, 7–8, 112
communicating, 42–43, 90, 94 Grievances, 5
Pygmalion Effect, 99, 100 Gun Stoppers, 110
Extrinsic motivation, 83–84
H
F Hamden, Monica, 105, 106
Faith, 154–55 Hanson, Dan, 14–16
Fanaticism, 22–24 Happiness, reclaiming, 140
Fast feedback, 125 Harley-Davidson, 158
Fear, 71–73. See also Crises Heathman Hotel, 54–55
Feedback, 16, 29–30, 124–128 Helpful feedback, 125–126
FIDO, 81
Higher purpose, 12–13
Fighting back during crises, High-morale workplace. See also
139–40 Moral
First, Break All the Rules, 115–116 basic requirements, 3–4
Flattery, 122–123
case studies, 13–18
Flexibility, 61
creating community, 10–13
Forums, 16–18 international efforts, 27–28
Four Seasons Hotel, 103–105
key requirements, 4–6
Free-agent workers, 37
overview, 1–2
Frequent feedback, 124–125
steps toward, 6–9
Fun, promoting, 41–42, 43 Hinds, Pam, 145
Furst, Gary, 13–14
Hiring, 11, 46–50
G Hiring Great People, 47
Gallup Organization, 115 Hiring numbers, 11
Gates, Bill, 150 H. J. Heinz, 130