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Organizations motivation and outputs.

According to Eugene (2008), organizations efficiency and ability to make large profits is determined by the ability to ensure and maintain high level motivation for the employees and staff. Unions in US are linked with different organizations to establish the best possible modes of ensuring high motivation for their staff. As indicated earlier, building confidence and being staff oriented ensures high level satisfaction and cultivates the best culture for organization operations. With companies like Toyota Motors Company and JP Morgan & Chase company investing strongly in the staff, their returns have been very high (Banning & Chiles, 2007).

Besides, there have been reduced disturbances in their management and operations at all times. With major recommendations on customer focus in the Toyota Motors company from the trade unions, it was became one of the best rated companies in the year 2007 and managed to capture 75% of the market share for its cars in the US market. As established at the beginning of this review, unions serve to advocate for better and harmonized staff pay in their operation. After commencing in 1980s, Dell Company’s main mission was to ensure that it observed all the required statutes regarding its employees.

Therefore, it readily allowed

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them to be members of different unions relating to Information Technology (Charles, 2008). With strong guidance and staff consideration the company had grown and overtaken other giants like Compaq by the year 2000. After changes in management when CEO Michael Dell stepped down as the company’s CEO, a strong shift of focus from the staff concern led to the great losses during the year 2006. Organization human resources managers who cooperate with the unions easily make their staff to adopt the correct attitude and culture which results to higher output and profits of their organizations (Berman et al, 2006).

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