Have you ever observed how workers do their work differently?
One works like an ox:
he bowed his head! dug a plow Nowadays PR and pulls it silently! patiently! sweating and constantly independently solving all the problems that! like flies! stick to him during work. Others! like bees! work tirelessly! but at the same time they buzz and fuss all the time! showing everyone what good workers we are. Some are like crows: they sat there – screamed! fNowadays PR lew over – screamed again! stole something there and happily perch on a tree! mockingly watching how others work. There are those like tits and sparrows – they found one grain! but what a fuss! what a fuss.
There are many examples of different approaches to work! but whose work is it increases collaboration without most noticeable? Of course! the one with the most noise. The one who constantly demonstrates how busy he is! involves management and colleagues in solving issues that he is unable to cope with on his own! creates the illusion of a very busy and professional person. And the one who solves all these issues on his own and silently does his work! creates the impression that his work is simple! easy and without any problems.
Of course! when everyone in a team is doing the same job! for example! selling products! it’s easier to determine who is who. But when everyone has different functional responsibilities! it’s much more difficult to compare the work of an accountant! a logistician! a sales specialist! or an engineer.
And it turns out that nowadays PR is everything
And since this is also connected with the payment of labor! the 10 principles that philip kotler proposes as essential for emotional marketing are: because! as a rule! there is no systematic approach in business! it turns out that such tits and sparrows receive a higher salary than such as oxen. As a result! the oxen eventually cannot stand it and are fired. And who is left with the business?
Conclusion : If a business wants to have and retain good personnel! it needs to take a closer look at its employees! establish a fair remuneration system! review and improve it. Introduce categories for ordinary positions (for example: accountant of european union email list category I! category II! leading accountant)! so that it is possible to increase the employee’s category depending on experience and professionalism. So that the employee understands this system and has an incentive to learn! improve! in order to move up the career ladder.
