Other Important Audiences At Dick’s Sporting Goods the customer is what the company revolves around. Their positive reputation in customer service is one of the main reasons they are the number one sporting goods store in the country. Dick’s has been able to keep its strong customer base through their great customer service and wide range of products they offer. Customers aren’t the only public important to Dick’s Sporting Goods though; employees, communities, and stockholders are also among the top publics important to the corporation. Without great employees, communities, and stockholders Dick’s wouldn’t be as successful as it is today and wouldn’t have the strong customer base the company revolves around.
Success can be attributed to the company’s core value, which is to treat each customer with respect. For this reason, the company has strived to maintain excellent customer service (i.e. fast and accurate), competitive prices and delivery time. These values have resulted in high customer loyalty and satisfaction, high employee morale, and an overall positive reputation as a provider of high quality products. External or environmental factors have created great opportunities for the company, many of which were projected by and capitalized on through LL Bean’s management team.
Tesco’s stakeholders include customers, neighbours, trade unions, employees, shareholders and suppliers. The customers at Tesco are typically families, old people, students, teenagers and adults. However Tesco is global therefore there are many types of customers who all share the same needs of essential daily food products, technology, clothing, insurances etc all at a reasonable price. They also want tesco to offer a good service in which Tesco meets the needs of customers by ensuring they are the most highly valued business by these customers offering highest quality products, insurances, phone networks and petrol stations. They also conduct comparable checks with other main supermarkets to make sure they have the lowest prices for the highest quality.Tesco also offer customer question time in which customers can express their views in order for Tesco to then act upon certain concerns and suggestions.
The first key factor is Culture. Chipotle integrates its unique corporate culture into each of its storefronts. The company believes that "creating a performance based culture [will] lead to the best restaurant experience possible for [its] employees and customers." Chipotle embraces its employees' unique perspectives, personalities, and strengths, as it believes these factors contribute to the brand's success. Chipotle has a well-defined and transparent advancement structure that encourages loyalty from part- and full-time employees, thus reducing turnover and training costs.
Trader Joe’s designs jobs for increased job satisfaction and higher performance. The Company aggressively courts friendly, customer-oriented employees by writing job descriptions with highlighting desired soft skills (ambitious and adventurous, enjoy smiling and have a strong sense of values) as much as actual retail experience. It connects with its customers because of the culture of product knowledge and customer involvement. Its management cultivates among store employees. It considers responsible, knowledgeable, and friendly “crew” to be critical to its success.
In this paper the subject to address will be the issue regarding the cause and effect the lack of management growth has on the business. Problem Statement “One function of management is to give direction to their organizations, provide leadership, and decide how to use organizational resources to accomplish goals.” (Nickels, McHugh, & McHugh, 2008, p. 182). Although Kathy has a very well thought out organizational chart and has store managers at each location, she has yet to empower her management team to make the decisions necessary for smooth operation of the stores. Kathy maintains control overall operations of the stores, including the ordering process. Kathy’s current management style dictates that she maintains control over these tasks.
By building this culture and rapport with employees builds a support system and increases performance and productivity. This also creates a sense of loyalty from employees and allows change to come without a lot of fight from inside different departments. This allows the company to stay competitive and fresh based on the openness of the management with employees. Failure to share ideas and knowledge within the team will cause the company or organization to suffer because of lack of support within the working groups of the business. Communication is a key factor to the success of any organization as well as training to reinforce the coming change.
If you were an employee at Petrie’s Electronics, would you want to work on this project? Why or why not? I would because it seems very interesting and it will also help the company succeed even more. I would be for helping the company that I’m working for. I’m all for proving superb customer service by rewarding loyal customers it is a great idea and many other stores are doing similar methods for customer service.
They also want to maintain a certain atmosphere for their customers while they shop so they have that great experience and want to come back, for instance natural displays and educational demonstrations. Developing expertise and resource strengths – Whole Foods ensures that team members were knowledgeable and enthusiastic about the products and they educated the customer as often as they could. Staff members are empowered to do whatever it takes to meet or exceed customer expectations. Whole Foods believes that keeping their employees happy will in turn lead to happy customers. To keep their passion for the company offers their employees flexible schedules, benefits and profit sharing, just to name a few.
The culture of an organization can mean the rise or fall of any business. “Organization cultures are the values, customs, rituals, attitudes, and norms shared by members of an organization, which have to be learnt and accepted by new members of the organization” (A Dictionary of Business and Management, 2009). The culture of Kudler Foods is one of commitment, pride and hard work that pull together the employees to provide the best service to their customers. The behavior and culture begins with the owner and its management team. Kathy Kudler is the brains, heart, and soul of the organization.