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Prepared By, Sunil Kumar Chhajar Remaking JCPENNEY’s Organizational Culture
Introduction <ul><li>Formation: </li></ul><ul><li>From the stakes taken out TGR, the chain of stores were incorporated in ...
Corporate Culture <ul><li>Rigid work environment </li></ul><ul><li>Completely  formal  and unfriendly  environment </li></...
Employees were unsatisfied No sharing of free ideas Decreased innovations & creativity Increased hesitation Lower efficien...
Steps of Ullman <ul><li>Appointment of new HR chief </li></ul><ul><li>Various symbolic changes: </li></ul><ul><li>1.”just ...
Benefits <ul><li>Associates  : close association amongst co-workers & superiors.  </li></ul><ul><li>Integrity :  co-worker...
Quality : it was able to attract graduates from best professional schools Innovation  : encourage creativity by giving rew...
Analysis <ul><li>Despite successful turnaround in the system Ullman was appointed because: </li></ul><ul><li>Improvement i...
<ul><li>THANK  YOU </li></ul>
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Remaking Jcpenney’S Organizational Culture

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Steps' of Ullman

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Remaking Jcpenney’S Organizational Culture

  1. 1. Prepared By, Sunil Kumar Chhajar Remaking JCPENNEY’s Organizational Culture
  2. 2. Introduction <ul><li>Formation: </li></ul><ul><li>From the stakes taken out TGR, the chain of stores were incorporated in 1924 as the JCPENNEY Company. </li></ul><ul><li>Growth and its reason: </li></ul><ul><li>Growth : </li></ul>Year No. of Stores No. of Employees (Associates) 1930 1452 25,000 Year Revenue 1951 >$1billion 1964 $2billion
  3. 3. Corporate Culture <ul><li>Rigid work environment </li></ul><ul><li>Completely formal and unfriendly environment </li></ul><ul><li>More usage of surnames </li></ul><ul><li>Not allowed to decorate cubicles </li></ul><ul><li>A vigilant “Band of Police” </li></ul><ul><li>WTP was for profit sharing employees </li></ul><ul><li>In house hiring </li></ul><ul><li>No outsider requirement </li></ul>Previous <ul><li>Friendly and cooperative environment </li></ul><ul><li>“ Just call me MIKE” concept </li></ul><ul><li>Relaxation from strictness of dress code , decorating cubicles </li></ul><ul><li>Disbanding of the “office police” </li></ul><ul><li>WTP was shared by every member </li></ul><ul><li>Corporate was set open for external environment </li></ul><ul><li>Employees pictures instead of artistic paintings </li></ul><ul><li>Introduction of competitive compensating reward system </li></ul><ul><li>Training was introduced </li></ul>Prevailing
  4. 4. Employees were unsatisfied No sharing of free ideas Decreased innovations & creativity Increased hesitation Lower efficiency Increased turn over Difficulty in attracting new talent Decreased productivity Effects due to previous culture Back
  5. 5. Steps of Ullman <ul><li>Appointment of new HR chief </li></ul><ul><li>Various symbolic changes: </li></ul><ul><li>1.”just call me Mike !” </li></ul><ul><li>2.Relaxation in dress code , cubicle decor & disbanding of ‘office police’ </li></ul><ul><li>Setting up a democratic & inclusive climate </li></ul><ul><li>Training & development initiatives </li></ul><ul><li>WTP was made more inclusive </li></ul><ul><li>Removal of high profiling COO s </li></ul>Back
  6. 6. Benefits <ul><li>Associates : close association amongst co-workers & superiors. </li></ul><ul><li>Integrity : co-workers follow highly integral & ethical practices </li></ul><ul><li>Performance : non performers were not encouraged like removal of high profile COO </li></ul><ul><li>Recognition : employees were provided with new security ID badges with first name on it & they were allowed to access all parts of the building. </li></ul><ul><li>Teamwork : </li></ul><ul><li>1.setting up democratic enviroument of working </li></ul><ul><li>2.some training &development initiatives </li></ul><ul><li>3.maintaining dignity & respect at workplace </li></ul>
  7. 7. Quality : it was able to attract graduates from best professional schools Innovation : encourage creativity by giving rewards & compensation Community : 1.ceremony for employees who embodies JCP’s core values. 2. leadership conference 3.WTP(winning together principles),which guides employees at work with principles like cultural,ethical &people development issues. Third Parties : 1.build lasting relationship with customers by offering superior service & value. 2.customer focused culture
  8. 8. Analysis <ul><li>Despite successful turnaround in the system Ullman was appointed because: </li></ul><ul><li>Improvement in system will lead to success but for the short span of time. </li></ul><ul><li>If it gets accompanied with rightly structured organization and friendly environment, the turnaround will remain successful for a longer span </li></ul><ul><li>The difference was in vision and not in approach. </li></ul>
  9. 9. <ul><li>THANK YOU </li></ul>

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