Path: utzoo!utgpu!watmath!clyde!att!osu-cis!tut.cis.ohio-state.edu!mailrus!ncar!tank!mimsy!tove.umd.edu!folta From: folta@tove.umd.edu (Wayne Folta) Newsgroups: comp.org.ieee Subject: Re: employee loyalty...my examples Message-ID: <15210@mimsy.UUCP> Date: 30 Dec 88 22:28:50 GMT References: <6123@ecsvax.uncecs.edu> <1974@sigma.UUCP> <2268@spdcc.SPDCC.COM> <6129@ecsvax.uncecs.edu> <4475@sfsup.UUCP> <5271@bsu-cs.UUCP> <273@gloom.UUCP> <83314@sun.uucp> Sender: nobody@mimsy.UUCP Reply-To: folta@tove.umd.edu.UUCP Organization: U of Maryland, Dept. of Computer Science,gs Lines: 22 My first thought of a loyal employee doesn't involve any short-term attributes: it implies an unwritten committment to stay with a company though he or she may not have the perfect job at all times. You know, sort-of like marriage? This definition of commitment is most readily illustrated in Japan, where employees commit to a company for life, and the company, in turn, is willing to invest years of training in them. This means that a loyal employee doesn't quit because he or she doesn't get promoted for a month or two after they expected it. It means they put up with a "bread-and-butter" project that his or her division needs to do, but which isn't as "sexy" as his or her last project. It means that he or she doesn't take company money to get a Master's degree, then run off for a higher salary, taking advantage of an obscure loophole that absolves them of financial repayment. A loyal employee, however, DOES NOT sacrifice church, family, or friends for the company. That is a short-sighted solution that hurts both employee and company in the long-run. Wayne Folta (folta@tove.umd.edu 128.8.128.42)