ABSTRACT At PepsiCo, they provide more than a salary. Total Rewards is everything employees receive. The pay, health care benefits, wellness programs, retirement plans and work/life benefits. Each year, employees have the opportunity to choose the health and insurance benefits that are right for them and their family. PepsiCo provides their employees with tools and resources to help them achieve their health and financial wellness goals.
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.
This research looks at improving the social performance the company while providing responses to the following questions: 1. Describe your company and analyze the various primary and secondary stakeholder groups, their roles and relationships? 2. Recommend ways the stakeholders can influence the destiny of your business? 3.
In 2006 the fixed cost was at its highest due to a new rent that was larger and more employees. The margin of safety, which is in exhibit 4, was already extremely low in 2003 at 15%. Then it was 6% in 2004 and 7% in 2006. It has decreased and obviously other things in the business need to change like sales per unit to increase it. The next question was if they decreased price by 105 and increased sale tickets to 14,000, if there income would increase.
Analysis Brief Background Major events have shaped the history of the company in the recent years: first the hostile takeover, 1989, then the loss of key accounts and credibility in the business. Many key senior employees have left in the 2 years following the takeover. The company Vison has been: “just keep doing the same thing, just better”, but the world around has been changing. The marketing business has clearly become more global in nature, with "mergers to form mega-agencies and the concept of transporting brands around the world", and customers are demanding for “more service at lower costs”. Re-creation Technically the type of organizational change Beers has to face as new CEO of the company is called re-creation: it’s a change introduced in response to an immediate demand, in this case the loss of customers and image.
UNIT 306 HOW TO CONTRIBUTE TO INNOVATION AND CHANGE WITHIN THE ORGANISATION Innovation in a business environment is not about doing the same thing better, but about doing something different to improve the end result. It helps keep the business competitive, by trying different methods to improve business opportunities. Customer service can be improved by providing a better service, one which benefits both provider and customer. Reduction in waste can be a result of innovation in a business environment by, once again, applying different methods to put this into operation. It is important to review existing ways in a positive way because it can strengthen the business and help build trust with customers and employees.
E.g. Jack Welch, Steven Jobs Transactional leadership • Clarify the role and task requirements of subordinates • Initiate structure • Provide appropriate rewards • Display consideration for subordinates • Meet the social needs of subordinates 2. What are the two sets of behaviors that can be learned as an effective leader? • Task orientated behaviors: assigning employees to specific tasks, clarifying their work duties and procedures, ensuring that they follow the company rules, and pushing them to reach their performance
Workplace Motivation Jennifer Byron PSY/320: Human Motivation October 24, 2011 Facilitator: Dr. Paul Cantz Workplace Motivation How do motivational strategies affect productivity in the workplace? What efforts does the organization make to improve performance and lower employee resistance to increased productivity? What are management’s philosophy of motivation and practices? The following paper will identify and analyze the implications of applying two motivational theories, as discovered through the Motivation Concepts table completed in week one, not currently in practice at D&B. The paper will also consider how the chosen motivational theories would impact both management and employees.
Kaczowski 2 Proctor and Gamble is a company that serves consumers in more than 180 countries. This company is trying to improve the lives of consumers with their simple/practical strategy. They provide branded products and services to people in every country to better their lives. Proctor and Gamble serves about 4 billion people every day out of the 7 billion people that live on the planet today. P and G are improving the quality of lives that people have now.
The overall issue that Kinko’s faced in this case is the loss in revenue beginning from the late 1990’s. Gary Kusin who was chosen to lead the company in the right direction felt that problems began mainly when customers no longer had the fanatical dedication that they did for the company. Previously they came to the store for help in solving their problems, and for ways and suggestions to make things better. They saw kinkos as a place where they were bound to find a solution to their problems. As time progressed customers lost that level of commitment to the stores.