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Personality differences in the workplace
Importance of customer service
Reward systems to motivate employees
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Recommended: Personality differences in the workplace
Renzo Ramon, a 25-year old, works at Adidas, as a salesperson for over 2 years and was employed in 2014. He maximizes his hours to pay his daily expenses, like food, gas and rent. All because, Renzo, decided to move out his family’s home and begin his adult life. He currently works in an athlete’s dream job; he has the privilege of getting exclusive discounts on all items. His day starts around noon and usually oversees closing the store. His salary depends on customer’s references when an item is purchased. Therefore, when customer’s reference Renzo as an employee who helped, his employee points, which are used to determine his hourly wage begins to increase. Thus, if at least 500 customers recommend Renzo, then Renzo can enjoy the employee …show more content…
Adidas provides various athletic equipment and clothing, for numerous sports. Since Renzo is an athlete, he creates efficient relationships with customers in all departments. However, that all changes, when Black Friday arrives. Customers become aggressive and expect answers to each question, within seconds. “I view customers on Black Friday, as a snatch and grab customer, who moves from one store to the next” said Renzo. Renzo’s job is commonly known as, just a sales job.
His duty as a salesperson is to greet and inform customers on Adidas Black Friday sale. He stands in the middle of the store, hoping not to engage with a rude customer, because that ticks him off. “Hi there, can I offer my assistance?”. They reply “no”, but after being a salesperson for two years, Renzo mentions that it is easy to identify customers who need assistance.
“The difficult part of maintaining the job, is obtaining 500 employee points to enjoy exciting benefits Adidas offers. If not, then you’ll be working minimum wage your entire time at Adidas. Accordingly, these employee points allow employees to obtain discounts and gain higher wages, only if, the customer states the employee’s name when items are purchased” Renzo
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Renzo’s hands are sweaty and the pressure of clocking in on time for holidays becomes a race for all employees. When holidays arrive, Mr. Paul rearranges employee’s clock in hours. Thus, it is required for employees to enter at least 30 minutes before starting time or you can expect a scream across the store, shouting “Your, late”. Either an employee clocks in on time or they become late. For instance, Renzo mentions “before, when I started working, you could clock other employees in, but now a new system was embedded at Adidas, which uses a tablet to scan your fingerprints and mark you present”. So once, an employee is late, Mr. Paul, deducts major employee points and usually makes an employee start over and reach the goal of 500 employee points starting from zero. These employee benefits, gives access to raise an employee’s hourly rate and obtain exclusive employee discounts that becomes available when the limit of 500 points is reached. “I surely love it”, says
Employees protested, “that supervisors should have received a reduced bonus because they were not working as hard as they are and the company might be playing with the numbers” (Beer & Collins, 2008 p.6). A beneficial system for the new Scanlon Plan is to rearranged payout count. This will help to regain trust amongst employees and management. Equity Theory stresses integrity to all compensation arrangement and if this is effectively executed, then this will resolve the mistrust issue that employees have with their management team. The rewards should not be paid on a consistent month-to-month basis, instead, on a settled proportion plan, which gives rewards "each nth time the right behavior is demonstrated" (Bauer and Erdogan, 2013, p. 112). Traditionally, this would imply that workers are paid reward each time a specific measure of cash in permitted payroll is met. “The current permitted payroll is at 38% of sales value” (Engstrom, 2008). This requires no change. Instead, when Engstrom comes to a permitted payroll of one million dollars, then 10% of that sum should naturally disbursed to workers as rewards. This tackles numerous past issues with the Scanlon
This paper compares the works of Patrick Lencioni’s The Three Signs of a Miserable Job (2007) with Influencer (2013) authored by Joseph Grenny, Kerry Patterson, David Maxfield, Ron McMillan, and Al Switzler with the intent of illustrating the complimentary applicability to improve employee morale and development, talent retention, and overall business success. In a world of growing job discontentment, despite a rising number of American college graduates, it remains the leader’s obligation to understand what drives behavior and to put together winning strategies to equip themselves and their team(s) with the influential tools necessary to nurture inevitably vibrant communities.
Being employed as a purchasing clerk and a sales support at the Furniture Outlet has given me the opportunity to fully understand how the presence of certain reward compromise or programs helps to form a viable workplace for both an employer and an employee and also the organization as a whole. Given the tasks and expectations that are to be achieved as a purchasing clerk, I often find myself thinking about how the work is to be done and in what ways can it be done suffic...
We can see that piecework is a direct indicator of the employees output. In addition, the year end bonus is linked with the profit the company earns. The guaranteed employment provides employees the base line for their life, so they don’t have to be worried about getting fired or searching for other jobs, which makes them more concentrated on their jobs. From the combination of these three components, employees can have confidence to work and to understand that their performance will be measured properly.
Management should share the responsibility with employees to calculate how fast bonuses are generated and earn. This may be a sensible strategy explained by the Vroom 's Expectancy theory; which suggest that people will be motivated to accomplish an objective if they feel it benefits them and also help accomplish the objective. Thus, the employees feel a significant worth of respect, and their sense of liberty increases. The modification to the Scanlon Bonus Plan directly relates to the motivation of employees and has them embrace the social system they operate in at the organization. These adjustments of the Scanlon Bonus Plan straightforwardly identifies with the motivation of employees and how they embrace the social
Winn could nothing or implement a rewards program that rewards the employee with more than cash rewards; employee recognition program namely employee of the month with a paid day off or a gift card. As part of the employee focused plan, the company should allow employees’ input on how to become more customer focused, efficient, and effective organization. This would greatly improve employees’ satisfaction and help the company achieve its overall goal of providing quality customer service.
Nordstrom possesses a distinct and reputable image that effectively differentiates them from their competitors. Nordstrom is known throughout the retail sector as the leader in customer service. Nordstrom regards their customers as extended family and treats them as such. In addition, Nordstrom utilizes devoted sales associates for serving customers in an array of fashions. They possess the most liberal return policy that is highly regarded among customers. Also, sales associates will call in orders for merchandize not on hand free of charge. Recently, Nordstrom has
Arlan has two well-qualified candidates to choice from. His first choice Jane Roberts, has an ideal amount of supervisory experience, but is weaker in customer service and is opposed to working on Saturday and Sundays, a necessity for Arlan’s managers. Jane is also closer in salary and benefits to Arlan’s current managers. The second choice, Betts Cook, is superior in customer service skills and more agreeable to work the weekends, but Arlan has reservations over her lack of supervisory experience. Betts is also closer to the top of Arlan’s salary range for managers and has better benefits than he offers. Arlan must take into consideration the costs to the employee in accepting an offer with 3Cs (Heneman, Judge, & Kammeryer-Mueller, 2012). Arlan needs to determine the extent he is willing to negotiate, what components of compensation he will use in negotiating, and the job offer tactic he plans to use in extending an offer to his top candidate.
It is simple to look at an individual’s life and analyze and critique their choices based on our own opinions and experiences. Is that fair? No. We may see their actions clearly but the reasoning behind these is what we should focus on when it comes to judging someone’s behavior or circumstances. A common judgment made about a person is based on their career. In our society, it would behoove us to look at the path that leads to becoming a doctor instead of a drug dealer.
There are as many brands as there is ants in the world, but the two brands that pop out are adidas and nike. Those two brands have been going head to head for ages to see who is the better brand. It’s been tested, compared, and debated which brand is better. Whether it’s the quality of the materials or the cost of it, the debate is ongoing. Both brands have been fighting for the top ever since they were both created and I don’t blame them it’d be fantastic to be the best brand in the world. When Nike and adidas are contrasted, it becomes clear that the Adidas brand are better for the overall consumer and enhances sport performance than Nike.
It is not hard to comprehend, for instance, that what is considered "client administration" in one nation might be completely wrong or even hostile in another. Along these lines, Wal-Mart 's German rivals merrily watched Wal-Mart outrage its new clients by stowing their buys. These contenders realized that thrifty German customers incline toward this undertaking not be finished by outsiders. While more well-to-do German customers may value this "administration", German rebate customers viewed this as an interruption into their security for which they were paying a concealed work cost. Wal-Mart 's blunder was intensified by its utilization of plastic packs in a general public exceedingly touchy to issues of manageability and matters of nature. Consequently, for reasons of both security and nature, Germans will take their own expansive packs to markets to sack and convey their own buys. This illustration is illustrative of Wal-Mart 's inability to value its clients. The organization 's utilization of greeters and its business of the "ten-foot guideline" whereby representatives would offer backing to customers were counter-beneficial decisions in a markdown market environment. Numerous customers were startled by these practices. Some even felt attacked. For instance, supermarket chain, Coop, which started in Germany, is a decent case of what
Since its inception in 1949, adidas have been a leader in innovation; which is also their main competitive advantage in the market place. Along with innovation, the company differentiates itself in the market place with its strong brand equity, supported by a strong global marketing and advertising program.
...r investigate what sort of rewards or fringes would their employee’s desire compared to the old method of monetary incentives for the beneficial for the company”.
Nike is the number one innovator in the world in athletic footwear, apparel, equipment, and accessories. This worldwide company operates in an extremely different organizational structure than other companies, such as Reebok and Adidas. Nike operates tremendous marketing strategies and develops inventive designs to inspire athletes around the world. This company is one of the largest suppliers in the world in athletic footwear and apparel, main producer of sports equipment, and making Nike the most valuable brand among sports companies. The task for Nike is to join diversity and inclusion to encourage ideas and innovation. Around the world, this company is a popular brand.
Mr. Gessler spent such an incredible amount of time preparing the shoes, never trying to expiate the process, in order to make them as perfect as possible and because of this, he stood behind all of his work. The narrator, absent-minded of the fact that Mr.Gessler was so passionate about his boots once said to him, “Mr. Gessler, that last pair of boots creaked, you know.” Angered by the boy’s comment, Mr. Gessler said, “Zend dem back! I will look at dem.” He went on to say, “Zome boods, are bad from birdt. If I can do noding wid dem, I dake dem off your bill.” (“Quality” pg. 215) Not only does this show dedication, but also integrity because he was honest about his work and wanted to satisfy his customer.