Here is the synopsis of our sample research paper on Employee Motivation Under the Ernst & Young Umbrella. Have the paper e-mailed to you 24/7/365.
Essay / Research Paper Abstract
This 8 page paper utilizes Maslow's theories to evaluate the programs and policies of Ernst & Young. Motivation is discussed along with the corporate culture. Specific programs as they exist within the company are duly noted. Bibliography lists 7 sources.
Page Count:
8 pages (~225 words per page)
File: RT13_SA302EaY.rtf
Buy This Term Paper »
Unformatted sample text from the term paper:
familiar, as many people have heard of the company or use their self-help books to fill out their tax returns, what is perhaps not known is that the company has
had some problems. At some point, the firm decided to focus on employees and had been successful in changing the corporate culture. This is perhaps an unusual move for a
company that is entrenched in a business that is fundamentally about numbers and not people. The firm also has a firm image, somewhat like Prudentials "rock" . In fact, Ernst
& Young is one of the oldest companies in the accounting industry ("Ernst," 2002). The New York-based company is one of the worlds largest accounting businesses, and boasts approximately 670
offices in about 130 countries (2002). The companys audit and accounting portion of the business provides internal audit, accounting advisory, and risk management services (2002). The company also has one
of the globes largest tax practices and is able to serve the needs of multinational clients that must comply with multiple local tax laws (2002). Although it is a large
business, it is one that has had to address issues of corporate culture. While large, financial companies have resisted change in respect to its structure and culture, the mood in
the late twentieth and early twenty-first century is conducive to change. David Rogers says: "Ernst & Youngs focus on service, growth and innovation has helped establish the firms leadership position"
("Ernst," 2003, p.PG). Wiscombe (2002) reports that the companys People First project was a significant step in the firms major push to attract and retain the best and brightest. A
portion of the plan included the admonition to invite 25,000 employees to evaluate the partners, principals, and directors (2002). They did this anonymously and Freer calls the move a
...