Leadership plays an important role in managing the organizational culture. Changing an organizational culture involves strategic planning with long term vision (Kreitner, 2013, p.73). I would recommend Johnson to improve the organizational culture at J.C. Penney, provide artifacts of the company’s goals and culture. Artifacts can be easily observed, changed, and distributed. Communication and collaboration of employees is also very important. If employees are not familiar with the company’s goals and what the company is expect from them they won’t be able to perform good. Successful organizational culture requires a team work. Johnson should establish the espoused values of the company. These are the stated values and norms that are preferred by the company (Kreitner, 2013, p.63). Johnson should set the basic assumption which values employees (Kreitner, 2013, p.65). When employees see they are valuable to the company and they are secure it gives them confidence and in return they give their loyalty to the
Organizational culture is the foundation for organizations to strive and maintain success. Its structure of standards, include planning of human resources, management, health and safety, and the like. Organizations depend on these tactics to gain revenue, marketing strategies, and satisfaction of employees, and build relationships. Management should also be involved to create positive work environments, demonstrate great attitudes, and effective communication to its employees.
As our focus shifts from being on the best corners of Main & Main, to being America’s most loved health and beauty destination, we must ensure our leadership internalize and practice our cultural beliefs as well as share the cultural beliefs with team members. Our cultural beliefs should guide our daily actions as they are incorporated in all aspects of team member engagement and store operations. Cultural beliefs determine the way in which we conduct meetings, generate and execute ideas, and solve problems. Moreover, talking about the cultural beliefs in a consistent way will help us gain momentum in driving our cultural beliefs and re-energize the Walgreens culture.
“Tell us how you did it coach.” These words were forced into my face with a camera lens almost resting against my cheeks (page 395). The team did it along with some guidance from my assistant coach and the parents. I want to thank my assistant coach who is the baseball expert. He used to play in the minor leagues and the team loved him because of his dedication to their lives and his credibility at baseball. I think they hated me because I introduced the pull-up to their strength and conditioning program. Regardless, I was all about making them the best well-rounded people before they head into the cruel world.
The stronger the organizational culture, the more likely it would be for employees to be motivated to perform well on their jobs.
Organizational culture is the shared beliefs and values that influence the behavior of organizational members. While on the hard-organizational climate is the shared perceptions among members regarding what the origination is like in terms of management policies and practices (Uhl-Bien, Schermerhorn, & Osborn, 2014). The company Chipotle has been successful due to their organizational culture. The company focuses on people and motivates them to progress in the company. They only promote employee that are within the company, instead of outside hires, by doing this, it motivates employees. It creates a culture where the employees can grow and be whatever they want to be. For the organizational climate, the company focuses on the quality of their work and they each have high standards for food quality, customer service, food safety, and store cleanliness. Also, Chipotle not only wants to make sure each person is bettering themselves but also
The ongoing process of striking a balance between one’s work and demands of life, including marital status have become a challenge for most professionals. So, in the spirit of being part of the solution, I took some time to compile some of the fundamental lessons I’ve learned to date as well as the best of the advice I’ve gotten from experts. These lessons are not rules or absolutes they’re a snapshot of what’s worked for me so far and food for thought.
Most organizations view internal processes as ways of creating profits. In contrast, good companies create structures that use both societal and human values in its decision-making processes. These organizations believe that they have common purpose and strive to produce good and services that improve the lives of users and balance public interest with financial returns (Moss Kanter 2011). They also work to enhance the lives of the people that work for them. Good companies view their employees as their most value asset. The purpose of this paper is to compare and contrast the differences in company culture of two major retail companies, Costco and Family Dollar.
Macy’s role on its environment and ecosystems goes hand on hand with the company’s’ ethical standards. By analyzing the Macy’s brand, I found that the company emphasize its operations on keeping the brand as the nation’s premier retailer with a 2015 fiscal year of over $30 billion Macy’s had proven to be in top of the game. However, I as a customer myself a student of business school I understand that a company’s long-term growth can be affected by its behavior towards
Organizational structure dictates an organizations way of arranging roles and people. This structure is arranged in a way to get the best work as efficiently as possible. In smaller companies face to face communication is the norm and formal structure may not be necessary. In a larger company with various layers thee must be very clearly defined lines. Leaders are responsible for the ultimate outcome even if they are not performing the everyday tasks. Leaders determine how to use resources including people. These decisions and process create the organizational structure to meet goals.
Amazon has achieved many milestones from starting in the founder’s garage in 1994 to the growth in revenue to US$147.8 million in 1997 and then to the revenue growth of US$177.866 billion in 2017 (Amazon, 2018a, Amazon, 2018b and Jurevicius, 2018). These milestones were achieved through tenacious focused strategies of meeting their customers’ needs and wants. These strategies have maintained and expanded their customer base locally and internationally and have increased its market shares and profit over the last two decades. In addition, projection for the company’s growth and expansion for the next three to five years looks positive as it predicted to grow at the same rate with its expansion internationally and continued focused in satisfying consumers’ wants (Amazon, 2018a). Although, some factors such as governmental policies, legal issues and natural disasters could pose a threat to Amazon’s growth plans, the management team led by the founder and Chief Executive Officer (CEO) are working on mitigating the risk (Amazon, 2018a). Some of these efforts are the planned building of its disaster recovery data farm in Canada and construction of more fulfillment centres in Asia, Europe and the rest of the world (Amazon, 2018a). Diversification is another strategy that Amazon has employed in improving its market stocks and money earned. Amazon Web Services (AWS) is a good example of diversification strategy employed by Amazon in order to increase its revenue and market shares.
It markets itself as a “fast-paced, innovative and collaborative environment.” This environment aims to do things the right way and ensures secrecy. The organizational culture that Steve Jobs created helped the employees and encouraged them to debate and to give different ideas in order to contribute and be a part of the firm’s success. Moreover, the culture motivated all the employees to believe in the vision set in the beginning. The core values found in the culture of Apple are the reason behind their successful products. Additionally, It is the culture that ensures that the customers have a pleasant experience whenever they interact with
C) Provide the senior managers of Alphabet Games with a set of guidelines to follow that would enable them to carry out an effective SWOT analysis.
It is important for any organization to have healthy corporate culture. A healthy corporate culture values each employee in the organization regardless of his job duties, which results in employees working as a team to meet the Organizations and their personal needs. Healthy corporate culture improves the performance and improve the workflow in different areas such as identity, Competition, Reputation, Quality, Productivity, Loyalty, Unity and Employee Retention(see the
The core value propositions for Amazon’s internet book buyers were price, customer service, selection and convenience. Bezos (2000) claimed. Amazon to be “Earth’s most customer centric”, which meant they needed to listen, be innovative and personalise. Amazon’s personalization efforts were summarised by the CEO of Amazon, Jeff Bezos, by stating “If we have seventeen million customers, we should have seventeen million stores.” (Bezos, 2000).