Humanistic-Encouraging people are accepting of themselves, and accept others for who they are without question or criticism. In fact, those scoring higher on this scale have unconditional positive regard for others. This absolute acceptance enables people to grow the most and take greater responsibility for themselves. I agree with this result and believe that I can assist others in fulfilling their potential by providing a supportive climate that inspires self-improvement. As a manager, I can see myself inspiring my subordinates to think, grow and take responsibility for them.
Diversity is a visible and non-visible thing. These could include personal characteristics that are also protected under discrimination legislation. By recognising each and everyone’s individual needs we are able to have a positive and productive working environment in which everybody will feel valued. Within my workplace we have to be aware of everybody’s Individual needs not just the staffs but also the Students that we teach and look after. As every child have their own needs.
The business began to grow because of the quality of merchandise and good customer service. The business grew during the 1990’s to 243 stores in numerous parts of the United States. Referring to the Competition and the Industry, Tanglewood is a part of a competitive and prosperous industry in the United States because it provides jobs to 15 million people and can account to 4 trillion dollars in annual sales. Tanglewood’s operating environment indicates that they are in a healthy standing. Tanglewood’s closest competitors appear to be Kohl’s and Target.
Wawa has been a highly successful Pennsylvania-based convenience store chain that has existed since 1803. As of 2007, there were roughly 564 Wawa stores spanning across five Mid-Atlantic States. The company has been able to achieve continued success through its adaptability and competitiveness. Wawa has had a history of both being able to change with society and become pioneers of the convenience store industry, learning along the way what works and what doesn’t work. Their recent technological innovations and resourceful relationships with suppliers and distributions has given Wawa a significant competitive advantage as well as increased profit margins.
This case focuses on QuikTrip Corporation, a chain of nearly 600 privately held convenience stores. Led by Chester Cadieux, QuikTrip seeks to be the dominant convenience/gasoline retailer in each market in which it operates. With over 10,000 employees, QuikTrip has been recognized for nine consecutive years by Fortune magazine as one of the “Best Companies to Work For.” This esteemed position has been achieved through hiring people who like people, and by emphasizing the importance of the employees and the ‘human touch’ in QuikTrip’s success. QuikTrip considers its employees to be a “living brand and [the company] devote[s] a great deal of time and energy to training and developing them so that they reflect the brand’s core values.” By examining Cadieux’s management/leadership perspective, QuikTrip’s personnel practices, and the employees’ characteristics, one can begin to understand the roles played by values, attitudes, and emotions in the work behavior exhibited at QuikTrip. 1.
References.........................................................................................................................9 Situation & Strategic Issues and Problems The J.C. Penney Brand James Cash Penney founded J.C. Penney in 1902. With more than 2000 stores across the country, Mr. Penney believed in treating his customers the way he wanted to be treated. Over the years, the company has continued to grow and expand their annual sales. Penney customers were able to shop for appliances, house wares, electronics, sporting goods, and apparel for the family in one location. In addition, the company’s mail order catalog help boost annual sales in excess of $1 billion by their 50th birthday (Ofek & Avery, 2013, p. 2).
Their Christian philosophy also influences their keys to success; which are to listen to the customer, focus on getting better before trying to get bigger, and to put emphasis on quality (“Chick-fil-A: Press Releases”). Chick-Fil-A’s main goal has always been to “be America’s best quick-service restaurant (“Chick-fil-A: Press Releases”).” Over the years, the company has grown to have over 1600 locations in 39 States and the District of Columbia. In February of this year, Chick-Fil-A announced that it exceeded $4.3 Billion in sales in 2011, a 13.08% growth over 2010. They also announced their 44th consecutive year of sales growth since the company began in 1967 (“Chick-fil-A: Press Releases”). Chick-Fil-A is credited with inventing the boneless breast of chicken sandwich and being the first to introduce the chicken nugget
Unit 303 Working in a Business Environment Carrie Gatiss Outcome 1: Understand the purpose and benefits of respecting and supporting other people at work 1.1 The purpose of supporting other people at work is to help others feel more comfortable in their role which will result in better productivity. This will also achieve healthy working relationships with colleagues. 1.2 Working and supporting others will enable you and your colleagues to improve your own skills and knowledge helping you and others to achieve personal goals and targets. Working as a team will help achieve the targets of the organisation in the most efficient way. 1.3 When working with others diversity is important as all individuals should be valued regardless of race, gender, age, sex or any other characteristic.
And we believe that when our Associates are happy, our clients are delighted.” “We are constantly striving to give our people a better quality of life, leaders they can believe in and a voice in setting the company's direction. When our people feel confident and secure behind the chair, then our clients know they're in good hands. Our vision is to be a company of happy people. We work for that vision every day, knowing the next day brings us closer to that goal. Our people come from many different backgrounds and possess a great range of skills and talents.
DIVERSITY & EQUALITY POLICY The purpose of this policy is to provide diversity and equality to all in employment, irrespective of their gender, race, ethnic origin, disability, age, nationality, national origin, sexuality, religion or belief, marital status and social class. All employees, whether part time, full time or temporary, will be treated fairly and equally. Selection for employment, promotion, training or any other benefit will be on the basis of aptitude and ability. All employees will be helped and encouraged to develop their full potential and the talents and resources of the workforce will be fully utilised to maximise the efficiency of the organisation. As a team leader it is my job to promote individuals rights, choices, dignity, and making sure that their independence is maintained at all time.