2) Regards of all efforts by management to assure that employees’ motivation is aligned with organizational goals (Flamholtz et al., 1985). For instance, workflows, yearly appraisal interviews, pay-for-performance systems and monitoring can be consider to be MC elements.

3) A complement from superiors direct to employee can increase their motivation towards works. Same compliment towards a person will further motivate linked to pleasure to work. The concept is that those who have an external focus of control are influenced in a negative way by compliment and it reduce their perception of control. (Lonky and Reihman, 1980). 

JAYA JUSCO which is now been called “Aeon” is set up in Malaysia in 1984. Jaya Jusco Stores Sdn. Bhd. was established in Malaysia. Malaysia Prime Minister Datuk Seri Dr Mahathir’s helped to renovate JUSCO using world most bring forward way to enhance JAYA JUSCO.

Dr Mahathir believed that the modernised retail industry was decisive for the country economic growth. Prior to this, in 1983 Dr Mahathir visited Tokyo and met with Mr Takuya Okada, the President of JUSCO Co, Ltd to discuss to bring the Jusco name into Malaysia. The discussion ended up with a positive agreement and Dr Mahathir than invited JUSCO to set up store in Malaysia. All this was part of Dr Mahathir's Look East policy for Malaysia.

Following this, a cooperation company was established in September 1984. There were three parties involved which is JUSCO Co., Ltd. Japan, Malaysia and a government owned company and Cold Storage, a minister supermarketchain store.

JAYA JUSCO aim was to grow with the people of Malaysia through the transfer of expertise from Japan to Malaysia and human resource development, two factors which would contribute greatly to the progress of Malaysia.

As in March 1, 2011, all JUSCO under Aeon umbrella in Japan changed their name in to ‘Aeon’ while all the JUSCO stores and shopping complex in Malaysia have been fully re-branded into AEON since MARCH 2012 while in Hong Kong and China change the name in 1 MARCH 2013.

AEON'srecruitment channels are diverse, and in the cultural and social context, regardless of age, gender or nationality, they will seek and recruit more diverse talents. They are also trying to reduce the wage gap between men and women.

 

2)      MAINTAININGWORK-LIFE BALANCE

AEON realizes the importance of "work-life balance" for the company's development. In addition to allowing employees to plan their own lives within a certain range, they also started a system of paid leave. Female employees also have access to maternity leave. In this way, employees can devote themselves to their work and help the company succeed.

3)      PERSONNEL DEVELOPMENT

AEON attaches great importance to employee training. They train employees at different levels. Employee training is not only part of employee benefits, but also increases the company's sales due to their professional knowledge.

 

2)The company can understand what the internal structure needs to improve through the employees’ feedback and suggestion. For example, the company can set up an anonymous mail box so that its employees can express their opinions without fear. With this method of communication, company can understand the needs of employees and improve the company’s internal defects. This will enable employees to work in a comfortable environment and ease the pressure on their dissatisfaction with the company。

 

3)Giving some benefit is a way to motivate employees working hard in the company , such as paid leave, maternity leave, bonus and commission. It can help the company to be the best preference by people who are looking for a job. When people looking for a job do not just consider the wages given by the employer, but also consider the benefits provided. A paid leave is to encourage employees to be moreoutgoing to make their minds clearer because it can help the employees quickly come out with many ideas. Moreover, staying in the office all year round is not healthy for the body and mind.