Things That I noticed happened during my experience was that teams were being recognized for accomplishment in the daily bulletin and also were sometimes treated to extra break-time so they can have a department dinner or treats provided by the company. This is a good way of making employees feel appreciated. These items are just a few of the items that I felt are most important out of the five items that the website gave. People are Risk-Adverse, avoiding bad feelings, worst feelings first, and then pursuing good feelings. People organize their emotional experiences into narratives, with emotions making the turning points, the points at which people are motivated to make decisions and change their behavior.
People then share their stories with each other, organizing social behavior.
Many times I heard stories about how people thought the company was doing stupid things and they all also added what they thought would happen to the company in the future due to the changes. I recall one disturbed employee in a department meeting explaining to the supervisor why he thought the team approach and empowerment was not a good idea. He explained to the supervisor that by going through this change it would eventually eliminate his position. I don't think that he was sincerely caring about the supervisor losing his position sometime in the future due to the changes. I think that it was his natural response to his changing workplace.