I want to start of by saying that I truly enjoy reading and researching about The Container Store, a lot of my family members are employed by TCS and absolutely love it. Therefore, I have some viewpoints from the Home Office in Coppell to the warehouse to the sales floor and the traveling training team. Everyone has nothing but positive raves regarding this company and how Kendell truly believes empowering and motivating your employees is the two most successful keys to operating a fortune 100 Company year after year. TCS is ultimately where I would love to have my career flourish. I would like to see myself as part of their people development team within the human resources department. Since before TCS went public, I have always been intrigued …show more content…
Everyone must have this requirement satisfied in order to survive. TCS provides livable wages and promotes a healthy lifestyle both physically and mentally. In a untraditional sense, TCS also offers ways to satisfy some of the physiological needs by providing vending machines and cafeterias at their distribution warehouse and home office. TCS campus in Coppell offers a wide range of food options to help satisfy this need. The next in order, if looking at the pyramid from top to bottom, which is how Maslow stated the needs should be fulfilled, you would be looking at the security stage. In such economic hardship within society, TCS makes sure to provide bonuses to hard working employees who go above and beyond and offer ways to pick up part time jobs. For example, every quarter salaried employees of TCS are allowed to pick up a second part-time job, typically 15-20 hours a week at the descrision of the employee to help elevate some of the stress and burdens of rising living costs. TCS has yet to suffer from a large layoff and their employee turnover is relatively low, compared to the industry average. Next up, a sense of love/belonging, TCS promotes a team-based atmosphere where everyone feels comfortable coming to work and enjoy their job. TCS home office has lounge areas scattered throughout the campus which allows employees to gather around and spend a few minutes each day to get to know one another …show more content…
There is a factor that drives employee success by just being a part of such a great rewarding atmosphere, and for that they would be intrinsically motivated. TCS takes the time to acknowledge employees special accomplishments and successes. The extrinsic motivation factor comes in with the pay grades, employees are always looking to increase their wage benefits and move to the next step in their career- this can be a huge factor in motivation for employees, seeking that next step. Both intrinsic and extentrisc motivation can influence employees behavior to achieving
Associated Wholesale Grocers (AWG) came into being more than eight decades ago when several independent retailers decided that the power of a cooperative far outweighed the influence of any one individual retail grocer. AWG provides distributor services to independent grocers in over 30 states with nine distribution centers throughout the South and Southeast regions of the country. In addition to their wholesale foods department, AWG offers a myriad of services from new store design, construction, marketing, product placement and “world class” logistical consultation (cite 11). AWG faces many of the same logistical challenges that other similar wholesalers face to include rising fuel costs, inclement weather, stringent timelines and an ever evolving need for stringent quality. One method to exploit a business’s positive and negative attributes is through the use of a Strength-Weakness-Opportunity-Threat analysis, or SWOT analysis (Cite 11). If used correctly, the analysis results can give insight into potential market areas of expansion and expose vulnerabilities to senior leadership so that they can be mitigated. AWG looks at its Supply Chain Management (SCM) as an integral part of its core business offering multiple services such as logistics to new co-op members. The team members of AWG are positioning themselves for sustainable success, now and in the future.
Wards Cove Packing Company had two types of jobs available. There were the unskilled cannery jobs and then there were the non-cannery jobs which were classified as skilled positions. The cannery jobs were filled predominately by nonwhites, and the non-cannery skilled positions were filled with mainly white workers. The cannery and non-cannery jobs were put in separate housing, and the non-cannery positions were paid more than the cannery positions. A group of nonwhite cannery workers filed a suit in the District Court under Title VII of the Civil Rights Act of 1964. Their claim was that they were being discriminated against because of their race. They also claimed that there was no reason that the people being hired for
January 30th, 2007-the date of the horrible, propane-fueled explosion that destroyed Little General Store gas station and convenience store in Ghent, West Virginia. This tragic event was the outcome of a routine gas exchange gone horribly wrong, claiming the lives of four people and injuring six others. The incident’s origins lie in 1994, when a 500-gallon propane gas tank was installed against the back outer wall of the building by the Southern Sun gas company (later purchased and changed to Ferrellgas in 1996) in order to power a pizza oven inside the convenience store. In 2007, the Little General company switched its gas provider to ThompsonGas and a new tank was scheduled to be installed on the date of January 30th. That morning, two technicians arrived, ready to install the tank as planned; however, they quickly discovered that
What are four to five ways that specialty retailers differ from discounters (a la Wal-Mart)?
Intrinsic and extrinsic types of motivation have been widely studied and the understanding of each has led to great changes in how organizations run their businesses. It is clear that hourly employees have many great extrinsic motivators but lack intrinsic motivation in their job assignments which is a characteristic of our work culture. Changing the culture is one of the keys to improving motivation at that level of the organization because the best motivation occurs when employees perform because they want to and not because they are being made to do so.
However, this case study seeks to examine approaches utilized by Trader Joe’s to promote a positive work environment in order to increase job satisfaction, and the management process used to develop its employees (Ager & Roberto, 2013). Moreover, it suggests ways in which the four EI competencies can be used by leaders to effectively manage relationships, as well as recommend the best leadership practices to increase Trader Joe’s competitive edge.
Some core competencies that must be exploited are: Brand Kmart is an existing well-known and trusted national brand in USA Kmart has private label and designer clothing that is well endorsed Infrastructure Kmart has a large number of well-located, low-cost, leased stores in urban far away from competitors through out the country ( Appendix B ). Staffing Confidence by the market in Kmart is created by the achievements of its staff and management. With the turn-around strategy in place, new blood has been put into the top management structures. In any renewal there will be retrenchment as unprofitable stores are closed. This can be used as an opportunity to retain and move high performing staff to where they are needed and to get rid of non-performing staff. Anderson the chairperson of Kmart is well supported by Wall Street and the board of Directors. These new staff members enter the company with needed skills to address problems in certain areas that previously were poorly managed such as inventory control and merchandising. Store locations, layout and Performance Stores conveniently located away from competitors like Wal-mart and Target therefore less to compete for customers face-to-face. There are 250 non-performing stores who have already been identified as being more cost effective to close than continue with running costs. Expertise exists in-house for the planning of store layout and appearance to meet different customer segments. This concentration of effort will enable focus on key areas Technology Kmart has already invested in good retailing systems. The system can be use to control inventory, supplier payments, track customer buying and monitor income versus profit margins across all stores. Research and Development The planning department is well established and in cross-functional to provide various perspective. The planning department to ensure that strategies at all levels are executed can further use the access to past data and knowledge of changes in buying patterns. Financial Backing JP Morgan Chase has agreed to support Kmart to avert the current threat of closure due to bankruptcy.
How does managerial planning for Project Impact take place at different levels within the organization?
There are no limitations on the best position for someone who is merchandising major in The Container Store. The Container Store has the buying, visual, management, customer solution department
The last dimension discussed is the environment. The scores for environment are quite close and even exceed that of other sustainable businesses. Jury (2015) indicated that Michaels Stores Inc. is an arts and crafts store, most of their products are made from paper and there might be other products that contain substances that will be harmful to the people if not properly disposed. Therefore there is a facility where products from paper and cardboard are disposed of properly. Also there is a company that comes in to take away harmful chemicals and dispose of them accordingly.
For every $100 spent at a locally owned business, $68 of that will stay local compared to $43 if spent at a “big box store”. Even though people believe that local businesses are not as beneficial as a big box store, buying locally not only benefits the business but also the community because buying locally builds a strong community and the money you spend at a local business gets put back into the community.
Research has shown that motivation in an employee is an important factor which determines his performance. Motivation is the “driving force within individuals” (Mullins, 2007, p. 285). It is the concerned with finding out the reasons which shape and direct the behaviour of the individuals. The people act to achieve something so that they can satisfy some needs (Gitman and Daniel, 2008). It is important for the manager to understand this motivation of individual employees in order to inspire them and devise an appropriate set of incentives and rewards which would satisfy the needs that they have individually (Kerr, 2003). Once these needs are expected to be met in return for some specific behaviour or action, they would work more diligently to have that behaviour in them and to achieve that objective (Meyer and Hersovitch, 2001). Since it would lead to early and fuller achievement of the company objectives as the individual would work more diligently, it would lead to better organizational performance (Wiley, 1997).
Mini Mart is a small-scale grocery store situated beside a wet market. It was established two years ago by Lucinda Reyes, 52, who wanted to put up a business to relieve her boredom. Prior to opening the business she had been living alone. The initial capital was given to her by her only son, Adolfo, who was too busy with his career as an architect to help his mother out with the store.
Motivation is the process of getting someone to act on a particular situation. According to (Adelhardt, S, K. 2015, December 2) lack of motivation in the workplace is the most problematic subject for all managers, because it leads to decreasing productivity, performance and yet it increases the chances of employee resignation. Many employers suppose that managers these days are struggling to motivate their employees due to lack of significantly vital experience as well as knowledge in the employee engagement developing process. One of the successful strategies that managers can use to increase employee inspiration is by offering an attractive remuneration and benefits to their employees. Remuneration and benefits such as an extrinsic bonus
Mullins (2002) also classifies motivation into Intrinsic and Extrinsic types. Intrinsic motivation involves psychological rewards to enhance job satisfaction, such as the opportunity to use one's ability, a sense of achievement, receiving appreciation and positive recognition or being treated in a considerate manner (Mullins, 2002:P490). Such methods ensure employees are constantly motivated while being engaged in activities that are enjoyable and rewarding.