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D'Alessandro, D., & Owens M. (2003).  Career Warfare: 10 Rules for Building a Successful Personal Brand and Fighting to Keep It.
"Organizations that value you only for your business skills—a lot of Wall Street firms fall into this category—are very antiseptic. They tend to be built on addictions, but not loyalties: addictions to the money, addictions to the process. They are a bit like galley ships. The overseers don't care about the relationship. They just want you to keep rowing.

This is fine when times are good, but if you should ever fail to handle your oar well, you are overboard. Such firms will have no compunction about firing you and even ruining your reputation, if it serves their purpose." (p. 54)

Kao, J. J. (1996).  Jamming: The Art and Discipline of Business Creativity.
"To provide the 'glue' that encourages loyalty, Bain makes its proprietary computer database available to its alumni and alumnae, who are free to roam the company's virtual spaces in search of information on companies, contacts, business intelligence, and new methodologies. It underscores the belief that once employed by the firm, you are always considered part of the family, and that its responsibility to you extends beyond the term of employment." (p. 127)
Reichheld, F. F., & Teal T. (1996).  The Loyalty Effect : The Hidden Force Behind Growth, Profits, & Lasting Value.
"Loyalty is indeed a two-way street, and companies that dump people when earnings are down (much less when earnings are up) are sowing the seeds of their own failure. Every company falls on hard times now and then, and it's the loyal dedication of key employees that pulls most of them through. By showing people that the company won't stick by them in adversity, a firm can almost guarantee that the next time it's in trouble, its most talented employees will jump ship just when they're needed most." (p. 96)
Ouchi, W. G. (1981).  Theory Z: How American Business Can Meet the Japanese Challenge.
"A Japanese company committed to lifetime employment will go to great lengths to build loyalty among its employees by ensuring fair and humane treatment. In the United States, by comparison, an alienated, disgruntled employee can be laid off during the next downsizing in the business cycle and thus represents only a short-term burden to the employer. The problem is purely one of incentives. People committed to long-term relationships with one another have strong commitments to behave responsibly and equitably towards one another." (p. 34)

See also: career, group, addictive organization, disposability, betrayal

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SKOS Concept Scheme

SKOS concepts and relations

Concept Scheme: business culture/management vocabulary

URI: business culture/management vocabulary


  • Concept: loyalty
    • preferred: loyalty
    • alternate: loyal
    • definition: the quality of being loyal
    • related: career
    • broader: group
    • closeMatch:
    • keyword-164
    • antonym: addictive_organization
    • antonym: disposability
    • antonym: betrayal
    • linked content:
      • sense: loyalty
      • sense: trueness
      • loyalty
      • in scheme:
      • gloss: the quality of being loyal
      • hyponym of:
      • synset id: 104877530
  • W3C SKOS spec
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