Wait a second!
More handpicked essays just for you.
More handpicked essays just for you.
Ethical behavior in business
Ethical behavior in business
Cultural and organizational diversity
Don’t take our word for it - see why 10 million students trust us with their essay needs.
Recommended: Ethical behavior in business
Introduction and Company Overview
Myer is Australia’s largest full line retail group with thousand of brands and plentiful trends and fashion. Myer has till now achieved, like sass & bide. Millions of customers visit Myer every year and there are almost half a million members of our Myer One, loyalty program.
Our business and market strategy is to cater our customers a fresh understanding of our brand, a revived and relevant range, improved service and in-store experiences.
Myer also has a commitment to corporate social responsibility and also follow the sustainability policy and procedures at the work place.
Myer sustainability
Customer service and satisfaction
Our sustainability strategy has focus areas:
Customer
Employees
Community
Organization
…show more content…
Team members coordination, respect for diversity and other ethics and values contributed it that.
Diversity
We respect the diverse cultures, gender, religion, caste, colour and appearances and always promote respectful behaviour and have proper evaluation ad auditing at workplace to not to promote any racial discrimination. We have more than half number of female employees in both leadership as well as sales roles. Gender diversity is strongly supported by us. We give equal opportunity to transgender by ensuring an equal opportunity and platform.
Safety at work
We ensure the safety of our team members, staff, and every person working with us. Myer dedicatedly and, act and rules for safety of team members, customers and suppliers is very important to Myer and we are committed to continually improving our safety performance. Job satisfaction, Attraction and engagement, Appraisal and Reward, Workplace health and safety, Workplace freedom and rights, Flexible working
…show more content…
The Key performance indicators are very much essential to accomplish the anticipated potential targets and bring changes in the current strategies and encourage learning about the new ones. It is also important to attain and retain the sustainable development and growth to exist in the future growing market environment.
Main Threats
Too high Prices:
There are other potential competetors in the market who have their controlled price strategy, and also they target the huge audience and not just the creamy layer of australia.
New competetors with innovative marketing strategies
Regulatory threats
Myer may be subject to regulatory investigations, by the (ATO).
Federal or State regulatory bodies including the Australian Competition and Consumer Commission (ACCC) can involve with the working of Myers on anonymous information.
There might be threat or risk from the outcome of investigations on Myers business and sales
Workers feeling, which includes competitive compensation and reward strategies, professional growth and development, career paths and succession plans and the organizations leadership and culture are contributing factors of employee engagement
First, our company should understand the importance of gender diversity. In the first article “Why Workplace Gender Diversity Matters”, Anne Marsan pointed out directly that most tech companies lack of gender diversity. Then she explained several reasons why gender diversity matters to companies. Using logos, she mentioned that women in U.S. purchased 50 percent of computers, 50 percent of cars and 80 percent of consumer goods. In other words, organizations with gender diversity are better to connect with
Some of the things that companies could do to improve job satisfaction for example, would be to identify when an employee is bored on the job, address it, obtain feedback from the employee for ideas to make their job more interesting and challenging. This would allow a leader to assist this individual in designing different ways to perform duties or depending on individual’s future career goals and performance level, may need more responsibility or promotion in order for the employee to maintain job satisfaction and retention with t...
People from age group 34 to 54 account for 40.3% of total department store market (IBISWorld 2016). This segment is also Myer’s most profitable segmentation. Australians from this segmentation have steady careers and income. Consumers are more keen on make purchase decisions from up-market stores like Myer.
Businesses that promote diversity in today's global marketplace are better able to attract and retain the best talent. Employing a diverse workforce allows a company to utilize the potential within the job market to its fullest and contributes to overall economic growth and prosperity. Differences among co-workers should not divide a workplace. Rather, differences among co-workers should be used to foster creativity and innovation, thereby driving profitability and business success.
The purpose of creating teams is to solve a problem or issue through the use of diverse ideas and solutions. There are many times in life, whether at work or at school that one will encounter a diverse mix of personalities. Workplace diversity is everywhere, from the small corner business to the fortune 500 company, and is one of the most important challenges facing companies today. This mix of diverse personalities, gender, race, experience, and culture is what makes a team successful. This is an example of a heterogeneous team. On the other hand, a team with the same make-up, or homogeneous, has limitations on creativity, viewpoints and ideas. This paper will look at cultural diversity and demographic characteristics, specifically age, gender, expertise/ experience and how each plays an integral part in the construction of a high performance team.
A category for job satisfaction is the motivators/satisfiers. Factors such as recognition, responsibility meaningful and interesting work, opportunities for advancement, and personal growth are desirable traits that employees look for. Whereas, hygiene factors are the causes for job dissatisfaction. They are based off of working conditions, relationships between co-workers, policies, supervisor behaviour, job security, wages and benefits.
In recent years, organisations are much more reliant on diversity teams to develop products, make decisions and also gain the business success (when and how). Therefore, diversity teams are becoming a very important element for the organisations. In USA, diversity usually refers to demographic characteristics such as age, gender, and ethnicity, however, diversity is not only refer to demographics, it also means the diversity in psychological characteristics like skills, personality, abilities, and education backgrounds (book diversity). During the decision making process, different team members can bring their different perspectives and stimulate the debates.
It is well established reality that organisations in the world today can no longer survive without focusing on their employees. If they have to be at the competitive edge they have to invest in human resource, and placing their employees on top priority. This notion has lead to the strategies that, most organisations are pursuing through employee management. To achieve the optimum performance from employees organisations must motivate their employees, and have to engage them in activities that will benefit and help employees in achieving their predetermined goals and objectives. In order to achieve this, it is imperative for managers to set in motion work conditions that will help employees to achieve satisfaction of their job, low turnover and absenteeism rate and promoting the environment that promotes the organizational commitments and organizational citizenship behavior. Job satisfaction has been identified as a major requirement for organisations which aim to achieve excellence in their operations. Armstrong (2003) refers to job satisfaction as the attributes and feelings people have about their work. By extension, job satisfaction will mean positive or favourable attitudes towards one’s job whilst a negative or unfavourable attitude indicates job dissatisfaction.
Managing diverse groups to achieve a cohesive philosophy and consistency of performance is what is required of today’s corporate leader. Evidence shows that women and men are as adept, or as bad, as each other at responding to this challenge.
Based off of the gratification an individual contains towards their work, job satisfaction is a key. The productivity could either be positive or negative, while the relationship between the productivity and satisfaction may not be consistent. There are multiple internal and external factors in job satisfaction that can impact the behavior of an employee and engagement over time. The way the worker’s attitude concerning their field affects the performance they perform on a daily basis. One who is satisfied with the job they do, succeeds at what they do.
The problem of job dissatisfaction is a global workplace issue. Although Americans are happier in their jobs, satisfaction in the United States is declining due to downsizing and overburdening. (Robbins & Judge, 2009). Before outlining job dissatisfaction a definition of job satisfaction is needed. Job satisfaction is “[an] individuals’
Job satisfaction is a person’s emotional reaction to aspects of works such as pay, supervision, colleagues, working condition, job security, company policies and support, benefits, promotion and advancement or to the work itself (French, 1990). In other words, job satisfaction is an individual’s emotional reaction to a specific job. Falkenburg and Schyns (2007) indicate that job satisfaction can be studied from different approaches. Job satisfaction can be seen as a result of different behaviours or as a cause of behaviour. Moreover, it can be seen as an overall feeling or involving of some aspects of the job and the work situation together contribute to the feeling of satisfaction or dissatisfaction with work (Johansson, 2010).
The importance of diversity in the workplace that it can aid in a competitive framework
To critically evaluate the JOB ENRICHMENT and JOB ENLARGEMENT impact on employee motivation as well as on absenteeism and turnover.