PAGE 8,WIBY EAW NUY1,9p BALLE PACKAGING Canada LUI. plantmage Weldon Camnon contributes almont $10,000 to Walter Beath, fumdraising chafrman of the United Way for Oshawa-Wbitby-Newcaste. Also on band were mana- ger of human resources Dave Giliard, Sulsan James of the Ihulman resources departmnent, lmni a Feather, tool and die maker Roger Strong and mechanic trainee Claud Lavergne. Contributions by more than two-thirds of the plant's 195 employees weremthe by the company. Peter TooehIn.Fr.e P1. photo HUGH T. NICHOL, Q.C.* BARRISTER & SOLICITOR wishes to inform his clients that his office has been relocated to: 101 DUNDAS ST. WEST, SUITE 206 WHITBY, ONTARIO LiN 2MV2 Effective January 2, 1990 668-5061 SOILED DIRTY CARPETS RESTORING THEIR ORIGINAL BEAUTY Nothing detracts from the beauty of your home more than soiied carpets caused from ground in dirt, animai stains or food spiIlis. If i's time to dlean your carnets you are faced with 3 options. You can hire a professionai, pick up a machine at the local supermaiket, or corne to SMsh, the carnet cieaning experts, and rent the samne equipment the professionais use. Carnet cleanl s easy and economical -- you can probably dlean your whoie house, for Iess t han $50.00. We'I give you ail the advice and expertise you need -- freel We'Il even show you how to Scotchguard your carnets thus making your rugs virtualiy impervious to future staining. A word of caution -- If a weekend rentaI is desirable, reserve ahead. The urits are extremeiy popular. Spectacular resuts are guaranteed. If you don't get the resuits that you're expecting, we'il give you ou r money backi MAINTENANCE LTD. 500 HO PKI NS ST.,*9W HIT BY. 666'~122,4~ IThe War IAmputations of Canada... Safety Is CHAMP PLAYSAFE No Accident Program "Financial Statements Your 1990 instailment payments are due on March 15, Jane 15, &eptember 15 &December 15. 965 Dundas St.W. Suite 205 West Lynde Plaza (Dundas &Jeffery Sts.) 430-1166 5.1. "As you know, Watson, we nave a profit sharlng plan, based on performance. The way 1 see It you owe the company about tive thousand bucks!" IC*1SJ BS INESS~T Motivatin gand rewarding your employees "This business excels because base salaries" says Grahamr of the people." Sound familiar? Cunningham of G. G. Nearly every employer dlaimns Cunningham &. Associates -of bir or ber workers are a cut above- Toronto, a consulting firm that the rest. Too often, though, works primarily with small- and owner-managers give littie more medium-sized businesses. than lip service to human Merit pay may apply to certain resources i development. Yet key individuals or it may include finding and keeping good workers everyone. But such an incentive is right on top of the list of major has a serious drawback. problems confronting small Accusf;omed to the bonuses business. In the next four reaped- during good timfes, columns, we'll carefully examine workers may find it hard to some practical strategies for accept that the financial perks managing, motivating and disappear duing an economic training your employees. downturn. Simplistic as it may sound, the A more prudent approaeh may best guarantee of an excellent be to gi-'e your employees the staff is a well-earned reputation opportunity ta buy company as a good place to work. For that shares. Employees with a real to happen, you must first pay stake in the conipan:i approach competitive wages and salaries; work altogether diferently. Says otherwise nothing else will fall in Phil Daniels: "It's now their place. Then, make sure your monley. Every time some workers remain well informed mnaterials are wasted, they'rýe about what is happening on the hurt, too." shop floor or in the office. To encourage employees ta "Be consistent in termis of what purchase shares in small you say you plan ta doand then businesses where they work, the make sure you do it," advises Phil Ontario government bas Daniels, a partner in the established the Employee Share management consulting firm of Ownership Plan (ESOP), Stev enson Kellogg Ernst & administered by the Ministry of Whinney. Damïels says employees Revenue. Once the company. have valuable insights about how ESOP is registered with the changes can best be implemented ministry, employees who meet because they're often closest' ta eligibility criteria can receive thý action. They' aiso, want ta cash grants of 15 per cent of the have a real say in company purchase prize of new' shares affairs. 'The issue is tO issued by their employer, toaa communicateas much as you can mimiinum of $300 a year. Cash and as early as you can in the *grants are also available to assist decision-malang process, se the entrepreneur in setting up an people feel part of it," says employee share ownership plan. Daniels. For more information, call collect Employees usually have (416) 430-ESOP. tremendous respect for the boss who goes it alone in business. But, few people will suifer for long the S r~ '" a t managerial style of a Captain S S rs a t Bligh. On the other hand, they won't respect a wimp. A tough A surprse 8Uth birthday party boss can motivate effectively as was held at Krebs Restaurant in long as he or she plays fair and Whitby on Dec. 27 for Harry givesjudicious praise.- Inkpen, 1983 Peter Perry award Whatever your managerial winner. style, recognize that many people His wife Mary and faxnily, respond, better !when financial friends and ovement repre- rewards at work are tied ta sentatives, including Ontario rid- performance. "Ani incentive or ing MP Reýne Scetens, Durham profit-sharing plan for a small Centre MPP Allan Furlong and - usiness can ofer, -on average, an Whitby. Mayor Bob Attersley addiional 5 to 10 per cenrbe ýamong those te offer con- gratulations. United Way donation