Edward Jones: Values ​​and Goals A fourteen-year Edward Jones veteran considered it one of the perks of her job to read thank-you notes written by customers when the children went off to college or when retirements were launched a little early (Wolfe, February 22, 2002). This veteran could have counted on many other types of benefits such as salary, career advancement, etc., but she did not. He affirmed the intangible, intrinsic benefits such as thank you notes and personal greetings. Many other employees said similar things like “all we do is help people achieve goals,” customers are just as likely to come tell good news or show off their new car as they are to sign company documents, and “ everyone is focused around a single mission” (Wolfe, February 22, 2002). Without a doubt, these are the exact reasons why Edward Jones was named first in Fortune Magazine's 2002 ranking of the best company in America. This essay analyzes the reasons why these employees made Edward Jones the number one company in 2002. It will also discuss exactly how Edward Jones has motivated its workers through its rigorous core values ​​and organizational objectives A belief is the certainty of the truth of something, but a value is a belief (or set of related beliefs) to which we attach moral meaning (Bowman, 2002) It is patently obvious that Edward Jones not only believes, but practices strict moral values. These values ​​have been the key to the company's continued success since World War II. From its conception to today, Edward Jones believes in "Serving the serious, long-term individual investor" (Wolfe, February 22, 2002). This was especially evident in the mid-1990s, when Edward Jones not only refused to jump on the 'dot com' bandwagon, but actually sent us... in the middle of a sheet of paper... edback made the employees that their work was meaningful and had an impact on the lives of their customers. By staying true to its moral organizational purpose, Edward Jones experienced consistently high satisfaction from internal and external customers while adhering to its core values ​​and ultimately produced extremely high work motivation from employees. REFERENCES Bowman, Joel. “External reality and subjective experience” West Michigan University, School of Business. August 21, 2002. http://homepages.wmich.edu/~bowman/c1frame.html> Louis, Debra L. “Notes on the Job Characteristics Model” Course Materials Touro University InternationalManagement 501. “Module 2: Managing Individual Behavior ". Wolfe, Rayne. (2002, February 22). Tickled Pink at Edward Jones; Happy Employees Investment firm Hoist tops list in Fortune magazine, The Press Democrat. page AND.1.