1. Describe J.C; Penney 's culture before and during Johnson 's time in the organization. What were the attributes that Johnson changed, and how did this impact the culture and success of J.C. Penney? J.C. Penney’s culture was based on transparency and loyalty before the entry of Ron Johnson. In the early 2000’s the company start struggling with sales because of the high competition in retail apparel industry. The competition was rising-up fast in retail industry due to expanding in internet sales. Company was struggling with sales because of not updating its apparel according to the fashion. Many young customers of the company labelled it as old-fashioned, uninteresting, and uninspired. After appointed as a CEO at J.C Penney in late 2011, …show more content…
Penney was focused on the external environment. The major goal of the company was to achieve customer satisfaction by giving discounts. Therefore, the organizational culture type that applies to J.C. Penney is market culture. Which has strong external focus and values over stability and control. As company gives values to its employee’s loyalty and never had terminated its old and senior employees before Ron Johnson. Therefore, clan another type of organizational culture is also applies. Which has an internal focus and values flexibility over stability and control. The type of organizational culture that Johnson vision brought under his regimen in J.C Penney was adhocracy. Because he changed the formal structure of the company by removing discounting and focusing on to fashionable look by applying mini-mall concept. Also, he made a quick decision of terminating the old team and appointed his new team outsides of apparel industry. By doing so he wanted to have more control therefore the type of hierarchy culture is also applied to J.C. Penney under his leadership (Kreitner, 2013, …show more content…
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
Chouaib Elhajjaji Written assignment 3:“Corporate Culture at Herschend Family Entertainment” pages 318 – 320 (Questions 1-5) Due Date : Wednesday 25 November , 2015 GRADE_________________ 1-The characteristics of corporate culture elaborated in this chapter were the following. Corporate culture is shared, a provider of guidance, a provider of meaning in the organization, top heavy, a constellation of values, a dynamic constellation of values, organic, inclusive of life values. Choose three of these characteristics and show how the culture Manby promotes at Herschend Family Entertainment relates with each one.
Have you ever been shopping in J.C. Penney’s and wondered what was this store like in the 1920’s? In the 1920’s the store J.C. Penney was named after a guy named James Cash Jr. and he led the business. J.C Penney was one of the stores that sold fashion clothes and it later became famous, also it was a store people would always go in and buy a whole bunch of stuff and the store would make a whole lot of money off of it. James Cash Jr. became famous because the store was named after him. The store J.C Penney fell and rose again in the 1930s.
New management sought to boost sales by rebranding JC Penney from the ground up. During this period JC Penney progressively increased spending for store renewals and updates as part of their initiative to regain sales, spending $875 million in 2013 alone. The initiatives put into place by management for rebranding seemed to be an utter disaster, and 2013 was spent trying to stabilize the business. JC Penney attempted to attract a more affluent customer base by decreasing promotions and discounts and rebranding, resulting in a significant decrease in sales. JC Penney showed $1388 million net loss in 2013, worse than the $985 million net loss in 2012.
The results reflect the company’s primary products of Women’s apparel, Men’s apparel and accessories, Home, Women’s accessories including Sephora, Children’s apparel, Family footwear, Fine jewelry, Service and other. The company is currently under the leadership of CEO Ronald Johnson age 54,
J. C. Penney Company, Inc. (JCP) is one of America 's largest store department of retailers. In 1902, James Cash Penney established the primary J. C. Penney store of department, initially named The Golden Rule, in the little mining town of Kemmerer in Wyoming. From that moment, J. C. Penney has gotten to be one of the biggest retailers in the discount and department of the retail business in 49 states with 1033 stores including Puerto Rico. Moreover, J. C. Penney works J. C. Penney operates “One of the largest apparel and home furnishing sites on the Internet, jcp.com, and the nation’s largest general merchandise catalog business”
Case Analysis: J. C. Penney Company, Inc. Founded by James Cash Penney in 1902, J. C. Penney Company, Inc. has grown into a major mid-tier retailer. Focusing on providing goods and services for middle-income families, Penney’s competes in several segments. Although men’s and women’s apparel accounts for nearly half of all sales, Penney’s has a diverse portfolio including cosmetics, hair salons, home furnishings and appliances (J. C. Penney Company, Inc., 2015). As one of the oldest retailers in America, Penney’s has recently struggled to maintain the loyalty of existing customers while attempting to attract new ones. Historical Background Penney’s faced a hyper-competitive environment following the recession of 2008.
In fact, a strong culture is critical to the success of a company. Culture creates a cornerstone for employees’ beliefs and principles, gives meaning to what employees do and how they do it, and inspires employees to align themselves with the company vision and strategy. Ultimately, culture determines the experience we deliver to our customers. (Clampitt 2013) Driving Walgreens Culture Corporate Culture is a set of beliefs and values shared by all members of a company that guides the way employees think and act in order to achieve results.
The organizational culture of Ulta Beauty. In short, organizational culture is the actions, ways of thinking, and artifacts define a specific organization. It is how the company's beliefs, values, expectations, and rules affect the productivity of the store.
In the day and age of shopaholics and fashion trends changing every week, looking into the history of JcPenney, a retail giant, is long overdue. JcPenney was founded by James Cash Penney. Before opening his highly successful retail store, he first worked as a sales person for the Golden Rule Mercantile Company ("J.C. Penney Company,”). After three years as a salesman, the founder of the company and his partner promoted Mr. Penney to a manager and partner of the company. Ultimately, this prompted him to opening his own branch of Golden Rule with a cash only policy which bankers in the area were sure that his plan would fail.
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. The organizational culture at Walgreens is based on a variety of components within the organization.
Organisational values can be described as a “belief that a specific mode of conduct is preferable to an opposite or contrary mode of conduct” (Rokeach, 1973). Some organisations describe them as their ‘guiding beacons’ whilst others describe them as part of their philosophy. As Diageo explains ‘Our values are not just words on a page – they are in our DNA. They underpin everything we do and are reflected in the day-to-day behaviour of the company.’ –
Schein (2010) defines organizational culture as shared basic assumptions learned by a group to solve its problems. Perhaps the most important part is that it it considered valid and is taught to new members as the correct way to perceive, think, and feel. Organizational culture can be uncovered through an understating of the following three components: 1) artifacts, “visible organizational structures and process”, 2) espoused values, “strategies, goals, and philosophies”, and lastly 3) basic underlying assumptions, “unconscious, taken-for-granted beliefs, perceptions, thoughts, and feelings.” Taken together, these components demonstrate a more practical way to apply the theory of organizational
Organizational Culture Assessment Executive Summary Organizational culture denotes a set of values, artifacts, beliefs, assumptions, and norms that emerges from the interactions of members of an organization. It is a generic term used to signify a host of behaviors that connote general operating norms of conduct for a corporation and the framework against which organizational effectiveness is evaluated. The aim of this paper was to examine the cultural values of Baxter Healthcare Corporation and report on how the company’s organizational culture affects the way it operates and perform its objectives. Moreover, by using information regarding Baxter’s corporate culture obtained through a face-to-face interview with Baris U. Agar, Ph.D. – a senior
Motivating cultural behavior within an organization builds up binding within the employees of an organization, which automatically makes them put in their efforts in a boosted up manner. This forms teamwork within the organization, which is a massive positive element to beachieved by any firm within the industry. Moreover, good culture within an organization will also ensure that relations within the employees are strengthened, which will automatically increase productivity of each of these employees. Delegates endeavor their level best to perform better than their related workers and win affirmation and vitality about the supervisors. Moreover, good and constructiveorganizational culture will also raise the reputation of the organization within the industry, which will help the management to build a brand value of the firm.