Here is the synopsis of our sample research paper on The Growth Of Lotus Development Corporation. Have the paper e-mailed to you 24/7/365.
Essay / Research Paper Abstract
5 pages in length. Of the early days of Lotus Development Corporation, Janet Axelrod says that she and Mitchell Kapor, Lotus' founder, had come to an understanding early on: Kapor would deal with the business end of things; Axelrod would ensure that Lotus employees enjoyed some of the most liberal benefits in the industry and that Lotus would be recognized as a leading innovator in corporate responsibility. That agreement was struck in 1981, and it still holds today. Though IBM broke its own precedence and acquired Lotus by means of a hostile takeover in 1995, Lotus remains a leader in its field and is increasingly global in its focus. Bibliography lists 2 sources.
Page Count:
5 pages (~225 words per page)
File: D0_Lotus2.doc
Buy This Term Paper »
Unformatted sample text from the term paper:
create a comfortable working environment that meets our personal needs. Both of us are ethical people, and we clearly believe that what goes around, comes around"(Kao 113). Founded in
1981, Lotus Development Corporation could claim two employees by May, 1981, if counting the founder as well. Janet Axelrod was the other. By 1986, the companys number of
employees had grown to 1,160. The first trickle of royalties from VisiTrend/Plot, a PC-based graphics program, began in July of 1981. By 1985, Lotus reported earnings of $38
million based on revenues of $225 million, and the companys market value was generally undervalued at $400 million. Also by 1986, Mitch Kapor (the founder) was the chairman and
CEO; Janet Axelrod was Vice President of Human Resources Management. Lotus Development took pride in truly "caring" about their employees welfare, and provided benefits designed to communicate to their employees
the extent of that concern for their well-being in as many areas of their lives outside the company as possible. The company offered a strong medical insurance plan.
Unlike nearly every other company around, the company paid the full premium for the coverage. In keeping with their overall philosophy as applied to employees, their tuition reimbursement program
would cover two courses per term, rather than the one course reimbursement that was standard among the employers that offered any tuition assistance at all. Additionally, Lotus employees were
fully vested in the companys retirement program at four years, rather than the seven and ten year time requirements that were standard at the time. Lotus offered generous amounts of
vacation, holiday, personal and sick time off. The company offered child care assistance in the form of selecting a qualified care giver. Lotus Development even administered its own
...