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Essay / Research Paper Abstract
12 pages in length. The extent to which positive motivation is critical to employee performance and loyalty in the fitness industry is both grand and far-reaching; that this particular type of business is not necessarily viewed as requiring the benefits of intrinsic and/or extrinsic motivation in order to retain qualified, enthused staff speaks to the flawed impression some have about the value of inspired performance. Bibliography lists 13 sources.
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12 pages (~225 words per page)
File: LM1_TLCFitMgr.rtf
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not necessarily viewed as requiring the benefits of intrinsic and/or extrinsic motivation in order to retain qualified, enthused staff speaks to the flawed impression some have about the value of
inspired performance. As noted by the interviewees, rewards represent a significant component of how they motivate their staff. From free use of the gym to discounted meals to free
drinks, these perks can be looked upon as an addition to their regular wage. However, enticing the employee before he or she is ever hired to work at the
fitness center is just as critical to the overall motivational atmosphere as after obtaining a solid worker. Schwenk (1998) notes how employee compensation
is a significant determinant when people decide where they are going to work. In 1996 alone, the percentage of total employee compensation was at twenty-eight point one, one and
a half percent higher than in 1986 (Schwenk, 1998). Without the perks offered by virtually every fitness organization, employers would find it difficult to effectively compete for the skilled
workforce. Holding a job in todays work environment does not merely mean collecting a paycheck; rather, the overall appeal of any position in the contemporary fitness workplace must also
include an attractive compensation arrangement as added incentive. Levin (1994) points out how there was a time when employee compensation was nothing more
than a "minor addition" to ones standard wage. Today, however, perks and rewards are as important - and sometimes even more so - than basic earnings. Motivational tactics
that include tangible compensation help employees stay afloat in an often slow or burned out economy, affording them such luxuries as discounted meals, free use of the gym and free
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