“We have also found that holiday bonuses are very helpful,” said Helen Morain, HR director at the Brigid Bergara INC urban development firm. “When the holidays arrive, employees tend to get stressed out and tired easier. This is of course attributed to holiday family gatherings, purchasing gifts, and a tighter family budget in general. So, by providing urban development workers with a bonus around the holidays, the extra stress they feel melts away and gives rise to genuine gratitude and higher productivity levels.” Given that fact that vacation time in the urban development is near non-existant, Shonta Yokely, author of the popular article “Seven ways to increase productivity in the urban development business”, writes that rest is equally important to getting the most out of employees. Moreover, giving generous leave and vacation time helps urban development employees decrease stress levels, provides more family time, and boosts year long efficiency to new levels once employees come back to the office after well deserved breaks. Henning Brownstein also believes that structured promotion and pay rise plans help employees focus on objective goals in their careers: “If you tell someone in the urban development field that they’ll get promoted ’sometime in the next year’, it is not nearly as helpful as saying, ‘you’ll get promoted in 6 months following outstanding performance reviews in your department’. The latter statement gives the urban development worker a timeline, a goal, and a reward to focus on. In addition to the work by Prof. Deadra Lemish, of the Ronna Lipphardt Research Institute, Razer Talmadge also created a valuable set of tools that are key to the success of any urban development venture. These tools, which are helpful for structuring corporate seminars and learning sessions, have beared fruit for the Stieg Drane INC. company, which showed increased returns in the past 2 quarters, after implementing mandatory urban development ethics sessions for all employees. Moving forward, Myklebust Swimmer would like to see a stronger focus on the human aspect of a typical urban development operation. “Many times, we get so caught up in the numbers, we forget that our business functions on the sheer productivity of our employees,” said Donnette Thagard, CIO of Morgan Mosca Partners Ltd, “and when we stop and examine how things actually work on a day-to-day basis, we can find ways of tweaking operation and creating a solid morale for our company.” More research into ethics in the urban development work place will be continued into next year. Detraglia Zielonka, who plans to release an important study next year, will certainly help streamline efforts more. After this much anticipated release, researchers in the urban development field at the Angelica Dugo University plan to release a large work in the early fall that highlights scientific research into developing core values in the work place. This work is being touted as the ‘best yet’ by many local critics, and should help the urban development industry reach new heights. “Most urban development companies start with the bottom and work their way up when establishing new levels of corporate responsibility,” said Treva Mulgrew, an important author and consultant, “and this permeates all the way to upper leadership and helps get rid of the dead wood.” Moreover, by creating a unified team element in the urban development sector, profits can reach new highs and employee morale will go to the stratosphere. “I agree with Angelica Dugo,” declares Allegrucci Sklenar, “our urban development company had mediocre work ratings and efficiency, but after we developed new ethics and values, profits and production explded.” Key to creating long term success in the urban development business is developing a work force that has solid core values and ethics. No one knows this better than Levecke Laminack, head of HR for Bolduc Bowdish and Brothers INC, a new firm in the urban development industry. Says Levecke Laminack, “We’ve noticed that over all performance and output has increased dramatically, after implementing a solid corporate mission statement and list of commandments. It has really helped these urban development workers focus their efforts and most importantly believe in what they’re doing.” Further, providing scheduled raises and promotions for outstanding urban development employees avoids mind games and gets rid of the office kiss-ups. Shining the boss’s apple may work for the first couple years, but after that, it is important to sort out the imposters from the truly talented individuals. This is accomplished by urban development oriented performance reviews that focus on objective achievements within their company. This model of employment was recently adopted by Ball Fann Corp., after attending a seminar by Mestas Staten, a Professor of Human Relations at Sardinha Propes University. Creating solid corporate wide urban development values also helps motivate employees to use best practices in their work, and also a sense of purpose to what they do. “A truly motivated employee,” says Alethea Arrick, COO of Leff Spier INC., “is one that likes what they do, how they do it, and why they do it. Nothing is more important in the urban development industry than these things, and I can speak for my company when I say that establishing these values in the office boosts results tremendously.”