This is a great way for the employees to promote the products in the store. If they are using the products, they will more than likely share their great experiences with the products with others. Whole foods also provides their employees with many different benefits. These benefits include things like health and insurance benefits, 401K, many different beneficial accounts and paid time off. Whole Foods continues to educate its employees.
Some of the other responsibilities were ringing customers up in a timely manner and guaranteeing a high level of customer service. The time I was employed at the Krystal Co. I did every job that had anything to do with the store being the best it could be. I was a cashier back and forth, and my job in the kitchen involved cleaning, training new hires, the training of assistant managers, boiling out fryers, and I was in a supervisor’s position while performing my job duties and to see that others were meeting Krystal Co. standards. Working for the Krystal Co. gave me a great deal of
This allows Verizon to set up different education platforms to ensure that the employees are properly equipped to deal with all customer service issues. 2. What type of culture is desired by CEO Lowell McAdam to meet his goals? Discuss. Culture is a balancing act between many elements of a company and requires careful execution at each level.
Home Depot’s key to success is the way the organization treat people well and encourage associates to speak up and take risk in leadership and development for growth. The organization use the Bill of rights for legal, ethical, and regulatory issues that allow customers access to customer quantity and price, assortment and training on the sales floor for the philosophy of customer service “whatever it takes” to cultivate relationships with the employees and customer for security measures (The Home Depot Foundation,
Strategic Initiative Paper FIN/370 February 19, 2012 Strategic Initiative Paper Strategic and financial planning is an important part of Wal-Mart Stores Inc.’s success. Wal-Mart constantly plans strategic initiatives to make the business the best in the industry. Wal-Mart’s three basic beliefs are respect for individuals, service to their customers, and to strive for excellence. These beliefs have instilled a strong company culture that is always able to implement those strategic plans through cohesive team work and unity. This paper provides information describing the relationship between strategic and financial planning for this organization.
Each person that comes in will have a different view on the business. Utilitzing the core workforce allows the company the consistency that it needs to become successful. This is a easy way to promise customers that they will obtain the same customer service no matter what store they stop into. Hire or Retain:Tanglewood should absolutely work on retaining their associates and developing them. This shows the company ability to invest in their associates and assist with employee relations.
They value the input they are able to give to the company, the advancement opportunities, and the availabilities of their management. This opportunity stems from a practice within Tanglewood that exemplifies that all employees are members of the core work force. The core workforce is viewed as essential for the organizational values and culture that Tanglewood seeks to develop and maintain. I also focused on the company’s emphasis of “straight talk”. The company believes that involving employees in on the import ants such as; their share price, overall profitability, along with other details about the company’s activities, this causes them to think like
Starbucks deals with customer equity by having highly trained as well as skilled employees. By training an employee in correctly they will know how to do their job in a fast and efficient manner impressing customers who go there for the convenience. Starbucks also assembled several policies regarding partner compensation and benefit packages. Starbucks deals with brand equity by continuing to focus on the customer and his/her point of views. They position themselves by appealing to adults of all ages.
The fast growing success of Walmart can be attributed to Sam Walton’s firm belief in customer satisfaction and hard work (Ferrell, 2013, p.328). Implementing policies such as the “10-foot rule” which requires employees to greet the customer by looking them in the eye and asking if they needed help whenever the employee got within 10 feet of the customer was just one way Sam Walton displayed his commitment to his customers (Ferrell, 2013, p.328). Because of Mr. Walton’s strong work ethic and true dedication to his customer’s, Walmart decided early on that there was no need to implement a formal ethics program, rather teach employees to use the examples and policies Mr. Walton had displayed such as the famous “sundown rule” asking employees “why put off until tomorrow what you can do today?”, (Ferrell, 2013, p.329). Along with striving to provide great customer service, Walmart also takes pride in their determination to provide quality products at everyday low prices to the average consumer (Ferrell, 2013, p. 329). With great success comes failure.
Everything they did was focused on customer service, through every part of the organization (Bowen, 80). The Four Seasons’ corporate culture focused on the little details, on perfection for the customer and its employees. For example, all employees’ uniforms are to be immaculate, which creates a better sense and feeling for the customers, and Four Seasons provide several sets of uniforms for their employees, which helps the employee abide by the regulations (Bowen, 82). So in this case everyone wins, because the customers and employees remain happy, and management and corporate remain happy. Working for Four Seasons is more than just a job,