to benefit. One exampl of this is at United Airlines. The People Division and Ownership Services Team: Like many ESOP companies, the Human Resources Department will play an active role in the transformation. Human Resources is now called the People Division at United, and within this division, the Ownership Services Team has spearheaded the education program. Its work on this front includes: Two publications, entitled "Destinations" and the "ESOP Owner' Guide," which provide an overview and explanation of the ESOP and the deal that created it. These were distributed to all employees at the beginning of the "new" United. Publishing a newsletter called "ESOP News," which discusses new developments related to the ESOP and participation efforts. Using United's daily newspaper, "Newsreal," to discuss ownership issues. Conducting presentations at different United locations to explain how the ESOP works and what it all means. These presentations not only cover the ESOP and participation efforts, but also provide a forum for employees to ask questions related to any aspect of the company. Setting up a toll free phone-in service that employees can call with questions about the ESOP or other benefits. Copyright 1995, 1999 by The National Center for Employee Ownership (NCEO) (phone 510/272-9461; e-mail nceo@nceo.org; WWW http://www.nceo.org/). All rights reserved.Both these are "wrong" because man needs more than financial rewards at work, he also needs some deeper higher order motivation - the opportunity to fulfill himself. Theory X managers do not give their staff this opportunity so that the employees behave in the expected fashion. Theory Y Assumptions The expenditure of physical and mental effort in work is as natural as play or rest. Control and punishment are not the only ways to make people work, ...
