Introduction
I am a shift leader for Walgreens Inc. I work at one of the financially worst stores in the district. The possibility of the store being close is even greater because the store cannot meet sale goals. Naturally, the heaviest burden is places on the team members. For example, team members losing hours, causing team members to lose sales, more responsibility placed on team members, and less chances for team members to recharge and relax. Eventually, these changes in the workplace dynamic could cause severe reductions in team members’ morale, in an otherwise normally positive and happy staff. Therefore in this paper, I will provide ground breaking research that explains the issues of low staff morale and propose ideas for coping with
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Furthermore, the influences that define morale are intrinsic motivation, job satisfaction, work meaningfulness, organizational commitment and work pride (McKnight, Ahmad & Schroeder, 2001). Many researchers, consider good morale in the workplace is the key to a successful business (Ali, 2015). I believe high morale in the work place is not only key but it is essential to keep a business a float. For instance, Anne Bruce in her book “Building a High Morale in the Work Place” defined morale, “When people love their job and coming to work, there is a strong motivation to succeed in task and projects,” Bruce basically means being happy in your job (Bruce, 2003). When an employee can come to work, with a lot going on in their personal life, make people around them happy, satisfied that is the real definition of high morale. Being more than content with one’s job and will be taken notice by the customers around you. For example, Vision Critical founder Andrew Reid says, “Customers are starting to recognize their nonmonetary value and in return they expect more than a receipt and a thank you” (Reid, 2014). The customers will actually respond to the morale in the work place. Customers will more than likely keep coming back if customer service is …show more content…
When people happy sales are up, if people are unhappy sales are down. Founder and CEO of Dotcom Distributions, Maria Hargety agrees, “No matter how big your brand becomes, your company is nothing without the people who make it run,” (Haggerty, 2015). Walgreens is one of the top drug stores in the company and yet this store is barely making an enough to stay open. Hargety is expressing that brand does not matter, what matters are the people behind the brand. As long as, employees stay unhappy, productivity will remain low. Another reason, behind low morale, is team members are opposed to change. For the most part, all the employees have been at Walgreens more than eight years. The employees still have the mind set of Walgreens eight years ago. Walgreens has evolved and employees have not. When change is announced it is instantly shot down by employees, they rather have it the old way. In many cases, the old way is easier but not the most efficient. There are many other benefiting factors to low morale in the work place but leadership is a root cause of unhappiness. Employees feel left out of the loop most of the time. Leadership fail to understand their employees as equals. Everyone should be treated the same from district manager to sales associate nonetheless, in many cases that is not way. The store manager controls the work load and the scheduling. When the store manager makes the schedule it
Broadway Broker’s management team is faced with the challenging task of downsizing and consolidating the organization. A thorough investigation as to how to execute proposed changes will need to occur before the organization can forge ahead. Change processes must be executed in a fashion that portrays compassion and consideration for all involved. For change to be successful the management team must have understanding and empathy for the psychological impact of imposed change and how employees will react. Most humans are fearful of change and do not embrace change in a positive manner. The road ahead will be difficult for the management team at Broadway Broker’s, however; with proper planning and understanding positive change can sustain the future of the organization.
Walgreens states that they will treat each other with respect and dignity and do the same to all served. They will offer employees of all backgrounds a place t...
Mr. Walgreen knew if he was going to be successful in the pharmacy business, he had to learn as much as he could from other pharmacists. Mr. Walgreen worked a series of jobs with the top leading pharmacists named Samuel Rosenfeld, Max Grieben, William G. Valentine, and Isaac W. Blood. However, Mr. Walgreen found that these pharmacists were teaching him old fashioned complacent methods of running a drugstore. He asked himself, “where was the selection of goods that customers really wanted and what about the customer service?” Mr. Walgreen c...
The expectation was to say “Welcome to Walgreens” when they arrived and “Thank you and be well” when they left. If employees were not compliant with this, they were to be held accountable by the manager, which could include disciplinary action. Then came the memorization of beliefs. Each day, the store manager was expected to discuss the cultural beliefs throughout the day with employees and would ask them to recite them during mini meetings on the sales floor. After they recited the belief, he would ask them to give an example of the belief that they witnessed recently. If employees struggled with these changes, the GROW coaching for performance and engagement model was used. GROW stands for Goals, Reality, Options, and Way Forward and it is a format of questions used to steer the employee in the right direction so they can perform the job the way the company expects. The store manager felt that he had dealt with the change in culture to the best of his ability with the tools provided to him from the top of the company. Nevertheless, the reality was that the change did not really “change” much and the store manager found it hard to keep employees and lost many long-term team members as a result. The manager does not feel that the company did a good job in engaging team members of why they had to change, but instead just told them they had to or
Poor communication skills among staff increase high level of stress and guilt. Conflict also leads to poor management skills and ineffective teamwork. “Such an environment decreases the likelihood of burnout and moral distress.” Savel, R. H., & Munro, C. L. (2013).
Wal-Mart maintains aggressively, a distinct and consistent corporate culture through out its operations. The issue is that local managers and supervisors are given unguided discretion on the hiring, firing, promoting, and disciplining of employees (Hart, 2006). These individual managers bring with them their own beliefs, biases, stereotypes, and assumpt...
Performance management issues can be fixed by maintaining close supervision, setting high standards, but also focusing on developing employee skills needed to reach them. A good manager is the one who helps their employees to identify and to focus on their most important objectives, goals, and desired outcomes; is the one who identifies the strong abilities in the individual, and shows a clear path to follow. Companies’ ethical focus, -and Walmart is not the exception- should be not only reviewing employee’s performance, but helping them to grow at all levels, creating an environment that energizes and motivates human beings and
Walgreen needs to create diversity recognition and participation such as giving out rewards, providing opportunities in promotions within the company at store and corporation level. By providing mentoring and developmental opportunities to employees therefore, employees are able to become successful. Walgreens should give education to employees especially to pharmacy employees to progress successfully by letting employees go to professional conferences and academic programs to employees. Walgreens needs to offer the environment that are stress-free and balanced out that helps employees that they are not overworked.
First, in relation to the organization’s most important asset, people, Sears has failed to recognize the distinctive competences that lie in the skills and abilities of their own employees. Sears once was a very successful organization in relation to how they treat their employees. Sears was one of the pioneers of measuring employee engagement in the retail industry by creating a set of measures known as Total Performance Indicators. People who enjoy going to work every day, as a result of a high-performing company culture, increases their productivity, giving them a higher return on salary. This model of employee engagement worked very well for Sears in the past, however, in recent years, Sears has strayed away from this core competency.
Exercise 10.2 was a complimentary exercise to the one prior. I believe I am usually very concerned regarding the morale of my teams. Fortunately, the leaders for whom I currently work for would also like to view themselves in a similar light. The resulting dynamic has ensured that my morale at work is high as is suggested by the
...view I attempted to answer the question whether work place cynicism in its different forms can be positively influenced or even be prevented by organizations, or whether it is an inevitable result of declining American businesses. Occupational cynicism can possibly be limited by reducing work hours, increasing pay and providing more support for the occupations that seem to be particularly affected. Leaders and managers can take steps to prevent organizational cynicism and organizational change cynicism from taking hold in an organization resulting in negative consequences for the organization and the individual. Organizations could adopt more participatory decision-making processes, observe principles of distributive justice, and commit to open and honest communication as a first steps to counteract some of the negative consequences of cynicism at the workplace.
Every organisation in the world today is putting a lot of efforts, time, and resources in the human management. As this is, an excepted reality that no organisation in the world can vie in this globalised world just on the mere basis of their product and services. In order for an organisation to be successful, it has to invest substantially into the domain of people skills, and their behaviour. Due to stressful working environment, many organisations loose employees due to lack of motivation, stress, lower employee job satisfaction and other contributing factors of behavioural sciences and psychology. All these factors have negative effects on the organisation and organizational behaviour simultaneously. Many experts are in concord that all these factors create disoriented and unmotivated employees and affect the organizational overall targets and higher dissatisfaction of the employees.
It is important that employees do not fear for their jobs, are stressed of their tasks and their deadlines, etc. Employee happiness should be one of the most important topics for any organizations. If they are happy, they are more likely to focus on their own tasks, work hard, and create a good environment. If they are stressed they are more likely to make mistakes and influence the environment
...s in the corporate world by setting new standards to promote and better satisfy their employees. We chose four leading companies in four different industries. The above analysis definitely reveals that perhaps one of the reasons why these companies are the leaders in their industry is because they are well aware of the importance of the work force. They mention in their mission statements as well that yes in deed customers are important but in order to make the customer happy they first need to motivate and satisfy the employee as well. According to Citibank, the general belief is that a happy worker is a motivated and loyal one. So keeping employees' spirits high is a sure-fire way of maintaining a productive workforce. A productive work force would ultimately lead to a healthy organization which would not only promote the society its working for but also itself.
Why is teamwork hurting companies and the employees that work there? Teamwork in the workplace is something that is becoming more popular every year with focus on getting a variety of ideas from employees. According to Ana Shetach, “Teams are becoming more common as workers join virtual, autonomous, cross-functional, action-learning, and many other kinds of teams” (2012, p. 25). Similarly, teamwork is difficult for most people. There are many problems that come up with working in teams. Conflict, demographics, stress, recognition and dominant leadership are the 5 main topics that I feel are negatives when it comes to working in teams. In my research, I will break down each of these characteristics and analyze why they contribute to a negative workplace environment. Finally, I will supply the recommendations of why workplace teamwork should be eliminated and individualism should be the main focus.