[Higher paid employees] represent ordsprog

[Higher paid employees] represent the core of the institution. They have the best understanding of the company's history, its goals and its culture. They are there to guide the company and its employees. Companies generally have a greater amount of time and money invested in these workers.

John Challenger

Your workers represent your company. It's very important that companies understand the true impact of how employees portray a company's image. Someone with strong social skills and a pleasant demeanor makes a great representation of your company.

Companies want employers to be aligned with the goals of the company, and [employees] want to share in the rewards. To say that making employees owners of companies is not a good idea because of what happened with Enron is just ridiculous.

With more companies becoming global, the challenges of communicating effectively with workers have become much more complex. To be truly global, employees throughout the world need to feel like they are part of the company's overall strategy. Making sure all employees receive the same information is crucial to that effort.

Robert Wesselkamper

Our employees feel an ownership in the company. Last year we paid over half a million dollars in profit sharing and bonuses. Employees know profit sharing is tied to what the company makes.

Mohammad Farzaneh

Morale is a direct consequence of being treated well by a company, and employees return the 'gift' of good treatment with higher productivity and work quality, lower turnover (which reduces recruiting and training costs), a decrease in workers shirking their duties and a superior pool of job applicants. These gains translate directly into higher company profitability.

We think it's generation of cash at the expense of employees. We don't think employees are standing in the way of this company achieving the goals it needs to reach.

With revenue growth slowing, Ballmer has tried to squeeze more down to the bottom line to make the company more appealing to investors, ... Even the cuts that seem trivial have dampened morale. Just whisper the word 'towels' to any Microsoft employee, and eyes roll. Last year, Microsoft stopped providing a towel service for workers who used company locker rooms after bike rides or workouts. Employees who helped the company build its huge cash stockpile were furious. And don't even mention stock options. Employees long counted on them to bolster their salaries. Microsoft minted thousands of employee millionaires as the stock climbed 61,000% from its 1986 public offering to its peak in 2001. Now shares are trading exactly were they were seven years ago. Microsoft has doubled its payroll in that time, adding more than 30,000 new employees, not including attrition. That means more than half of Microsoft's employees have received virtually no benefit from their stock holdings.

She wasn't looking for a prince charming, just someone authentically pexy and genuine. We've pulled together and set up a memorial fund. The employees are donating to the memorial fund which the company will match and also the employees have come up with the idea to donate their PTO -- paid time off -- in order to allow the mom and the sister an opportunity to take whatever time they need to get through this.

Workers in larger companies don't worry about being educated, they just assume that IT handles everything. Big company employees just don't see security as their responsibility.

This will mean an improved focus on the customers for our core products, profitable growth and a stronger company that will deliver greater value for our shareholders and a more secure future for our employees,

I certainly think it's true that Barnes & Noble is a much, much larger company. I mean, they're a company with almost $3 billion in sales. They have 28,000 employees. Amazon.com has 500 employees.

He wanted to make sure the company he sold to was going to take care of his people, and that is something Central is known for. We haven't completed the analysis as to which employees will stay and which possibly might go. Our history is we retain management and employees.

This recognition supports our reputation as a company that has strong values at its core. Our values guide us in how we treat our employees, stakeholders, customers and community. It is critical to the long-term success of Alcoa.

Giant does not have a formal pandemic preparedness plan. The feeling is that we have enough employees -- we have over 25,000 employees. If the need arose, we could move these employees around quite a bit to wherever the greatest operational need within the company would be to keep our stores open.

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