Being a Manager in a Souvenirs’ Store vs being a Manager in a Lindt & Sprungli Store Some shoppers at the mall think that the life of the managers of a local souvenirs’ stores is easier that the life of the managers of big corporations like the Lindt and Sprungli Company. Well, that is what I first though every time I pass front a small store, but it is not truth. May it be the stereotypes of this society had imposed make them to believe that it is easier because of the amount of education each of the managers has. Both managers had had difficult times. The manager of the souvenirs’ store, Ms. Bertha had had terrible times learning all the necessary to manage the store. For example, when she started to work in the store she didn’t know how to use the register machine or how to ask the costumers how she can help them. There weren’t people to teach her how to manage the store, so she had to learn how to do it by herself. Moreover, the owner of the store, Mr. Mohammed is never in the store, so she has to call the merchants for new merchandise for the store. However the manager of the big …show more content…
Managers in the local stores do not make much money weekly. It doesn’t matter if they work over time or develop different tasks that probably are not in their role as managers, the still getting the same amount of money. One day, I asked Ms. Bertha how much money she makes per hour. She replied that she make 9.50$. Knowing her job and all the things that she is in charge of, I was astonished because I couldn’t imagine someone working so hard for so long time and getting so low money. On the other hand, the managers in big corporations having a whole team working with them gets 14.50 $ per hour, and if he work overtime it become 16.50$ per hour. They get prizes for their job, and when they accomplish the goals. It is really helpful because make them more excited about their job, managers of local stores do not
From the employees’ perspective; they are managed someone with experience in their same specialty who can effectively understand and review their work. Furthermore, they can move up within organization, which gives a reason for them to be loyal to the job. They also have the opportunity to work with others in their field, which allows for knowledge sharing and learning new skills. From the managers’ perspectives; this would make their jobs easier and makes them able to supervise the individual’s performance of their team members to distribute recognition, rewards and punishments accordingly. This has created an environment that hugely corresponds with Target’s core strategy, differentiation. Many of the shoppers have expressed their satisfaction with the services that provided by Target and more specifically with how friendly the staff
Assistant manager are paid only about $400 a week and follow the directions of a corporation that exists far away from the actually location of the restaurant. Management only job is to ensure that money is being made and to not cut the employees any slack. “You give and you give and they take”, Gail another employee informs Ehrenreich. Gail vows to never work in management again for this reason. Management can sit around for hours at any time that they want.
Bob thinks he’s going to be fine without Linda, but he doesn’t understand their finance system or even how to work the thermostat. Within a week, customers are complaining about the temperature and there’s no food or electricity because Bob didn’t know how to pay his bills correctly or order food. Bob goes to Linda’s new job and pleads for her to come back. This shows Bob as dependent on others but able to recognize his weaknesses. This message shows the audience that men can be dependent on others and don’t need to know how to do everything themselves.
Employers have been coming up with innovative employee rewards to boost morale and acknowledge employee needs for creativity and personal goal accomplishment. Some of the latest potential employee rewards include using the internet at work for personal reasons such as shopping, communicating with friends, or personal finances; bringing a pet to work; instituting a controlled napping policy, and the sports and office betting pools..
Poverty and low wages have been a problem ever since money became the only thing that people began to care about. In Nickel and Dimed: On (Not) Getting By in America by Barbara Ehrenreich, she presents the question, “How does anyone live on the wages available to the unskilled?” This question is what started her experiment of living like a low wage worker in America. Ehrenreich ends up going to Key West, Portland, and Minneapolis to see how low wage work was dealt with in different states. With this experiment she developed her main argument which was that people working at low wages can’t live life in comfort because of how little they make monthly and that the economic system is to blame.
Response: Recognition is a big factors that helps with employee satisfaction and motivation. When an employee is excelling in their work and completing all goals and objectives, there hard work is recognized by means of gifts, announcements, and even the prime parking space at the organization.
When workers work overtime, they display a high degree of commitment to the task at hand and are thus usually compensated for the extra hours they put in. However, this is only possible when there is mutual respect between the employees and employers. An employer who is negligent of the effort a worker puts in his/her work creates job dissatisfaction and distance in the workplace. Beth Shulman in her work The Betrayal of Work, introduces the pharmacy technical assistant, Judy Smithfield. Her job requires accuracy and scrutiny, which is often very time consuming. Without sufficient help, she finds herself working six days a week. Logically, considering the difficulty of her task, reasonable compensation, respect and appreciation should follow. However, her customers are ignorant and can be angry and impatient despite the effort she makes. How can one be satisfied working in such conditions? Commitment means nothing to her employers. Thus she is not a source of profit for the upper classes; her duties are simply essential but don’t deserve monetary merit in their
The children who are paid, get a very low salary compared to the adults who work in industries, here is something to think about. Say you go to the store, a...
First let us talk about a notable difference between these workweeks their income. Having the high-paying job earns you much more money per hour giving you much greater financial freedom. This allows you to help pay for the important things in life such as your kids, better house, and much more. Then with a low-paying workweek your restricted more on what you can spend your money. Hal Niedzviecki stated “Despite his decad...
The atmosphere in Corporate America has progressed toward a higher complexity. The education and skills needed to succeed must be met to rise the corporate ladder. Tess strives to better herself by taking speech class and attending seminars. Tess's knowledge and ambition also gave her the necessary advantage to enter into an esteemed brokerage firm. Here she was left with the desire to reach the top of corporate America(Working Girl). Taking the steps of going to school and acquiring a degree are key to the rise in Corporate America. Josh took a different path to the top. Without proper education, josh relied on his childish ways to succeed. Josh had insight that no one else in corperate America could posses. His creativity led him to design toys that kids liked to play with. Josh knew what the children wanted to play with because he was a customer. Because of his great creativity he was promoted vice president. As vice president in the toy company, josh made valuable contributions to the company.(Big) In both movies, knowledge and skill was key to being successful. Without valuable contributions that both characters made, rising to the top would have taken years.
Reward Management (RM) has been defined as the distribution of monetary and non-monetary rewards to employees in an effort to align the interests of the employees, the organisation, and its shareholders (O’Neil, 1998). In addition O’Neil (1998) also suggests that a RM system can serve the purpose of attracting prospective job applicants, retaining valuable employees, motivating employees, ensuring legal requirements relating to direct and indirect rewards are not violated, assisting the company in achieving human resource and business objectives, and ultimately assisting the organisation in obtaining a competitive advantage.
Promotion is a good way for the company to thank or appreciate its' employees. Promotion make the employees more loyal and dedicated to the company than ever before because it improves their life standards. Moreover Managers seek to get knowing their employees well and to built a friendship between them. in addition to the employee of the month and of the year prize that make each and every employee work as hard as they can to be the employee o the month or of the year. Finally Supporting your employees' ideas and giving them chances make them happier and give them the will of finishing their jobs efficiently with no
Reward and recognition has to be promoted for small and large achievements. An effective reward’s program keeps employees engaged, dedicated, and committed to the organization.
The resulting status is the real incentive... Money alone can be an incentive to the miser only. There must be complete honesty and understanding between the hourly worker and management if high efficiency is to be obtained”. This shows how harmoniously the labor and management have to work together to produce
Different companies and departments of those companies have very different approaches to motivate their workers to being the best they can. For example, I worked for three years at a food Store called Wegmans when I was younger. I worked as a cashier which was interesting to say the least. Managers were always trying to motivate the cashiers to go that much faster, be that much friendlier, and to be more efficient at every opportunity. They took many different approaches to find what would motivate each cashier, which was a difficult task considering how young each cashier was, the large number of us their were, and how different each employee was from the other.