The document provides details about Walmart's management structure, corporate culture, training practices, and communication strategies. It describes how Walmart uses human resources to manage the company through personnel representatives, employee surveys, and daily meetings. It also discusses Walmart's values of happy customers and hardworking employees, as well as rituals like employee of the month recognition. Training involves online tests and videos, but issues arise when management fails to provide further guidance. Internally, communication flows from upper to lower management through meetings and letters. Externally, Walmart communicates through commercials, price signs, meetings with suppliers, and visits from third parties to evaluate employee performance.
Peru is located in western South America, bordering Brazil, Chile, Colombia, Ecuador and Bolivia. It stretches over 1500 miles along the Pacific Ocean and is around the same size as Alaska, with a population of 27 million people. Peru's terrain is divided into three regions - a coastal plain, the Andes mountains, and eastern rainforests and jungles. Gender roles are traditionally divided, though 20% of households are now female-headed. Families in Peru typically have 5 members and emphasize unity and family values.
The document discusses a quantitative research proposal on the effects of different teaching styles and classroom environments on student attitudes. It summarizes previous research on types of feedback, operant conditioning, attribution theory, and goal-setting theory. The proposal aims to investigate how primarily negative or positive feedback impacts student hostility and positivity in a college classroom setting. It puts forth two hypotheses: that negative feedback will be most effective, and that negative feedback will be most effective.
The document summarizes and analyzes two short stories, "Harrison Bergeron" by Kurt Vonnegut Jr. and "The Ones Who Walk Away from Omelas" by Ursula Le Guin. Both stories explore the theme of equality and the sacrifices it requires. In "Harrison Bergeron," intelligent and attractive people have disabilities imposed to achieve equality, while in "Omelas" a child suffers isolation so the city's residents can live freely. The document argues these stories show how total equality is unrealistic and unfair, requiring too high a cost, though some sacrifice for the greater good can be acceptable.
The Effects of different Parenting Styles On child (family Coom. Presentation)Kory Gill
This document discusses four main parenting styles: authoritative, authoritarian, permissive, and uninvolved. The authoritative style tends to produce children who achieve higher grades and are less likely to abuse drugs. However, research shows parenting styles have different effects across cultures. For example, an authoritarian style is viewed positively in some collectivist countries. Permissive parenting can lead to issues like lack of self-discipline and underage drinking. An uninvolved style is linked to problems like low self-esteem and drug abuse. The effects depend on factors like the culture and how the child perceives the parenting.
Mini Burger Palace is a proposed fast food restaurant that will sell mini hamburgers made from 100% beef, as well as fries and drinks. Customers will be able to customize their burgers with a variety of toppings. The business plan outlines the restaurant's products, target customers as busy young adults, and competitive advantages over other fast food chains. It also includes financial projections, operating structure as a sole proprietorship, and compliance with food regulations. The goal is to offer higher quality, customized fast food to attract both health-conscious and budget-minded customers.
Wal-Mart is one of the largest companies in the world operating over 7,800 stores worldwide with over 2 million employees. The document analyzes Wal-Mart's human resource practices including their focus on teamwork, servant leadership style, open door policy for conflict resolution, health benefits for employees, and emphasis on customer service in their organizational culture. It also discusses Wal-Mart's recent efforts to increase diversity through programs for women and training on diversity issues. While Wal-Mart has strong HR practices that have contributed to its success, the document recommends further improvements could still be made to make it a better place to work.
Peru is located in western South America, bordering Brazil, Chile, Colombia, Ecuador and Bolivia. It stretches over 1500 miles along the Pacific Ocean and is around the same size as Alaska, with a population of 27 million people. Peru's terrain is divided into three regions - a coastal plain, the Andes mountains, and eastern rainforests and jungles. Gender roles are traditionally divided, though 20% of households are now female-headed. Families in Peru typically have 5 members and emphasize unity and family values.
The document discusses a quantitative research proposal on the effects of different teaching styles and classroom environments on student attitudes. It summarizes previous research on types of feedback, operant conditioning, attribution theory, and goal-setting theory. The proposal aims to investigate how primarily negative or positive feedback impacts student hostility and positivity in a college classroom setting. It puts forth two hypotheses: that negative feedback will be most effective, and that negative feedback will be most effective.
The document summarizes and analyzes two short stories, "Harrison Bergeron" by Kurt Vonnegut Jr. and "The Ones Who Walk Away from Omelas" by Ursula Le Guin. Both stories explore the theme of equality and the sacrifices it requires. In "Harrison Bergeron," intelligent and attractive people have disabilities imposed to achieve equality, while in "Omelas" a child suffers isolation so the city's residents can live freely. The document argues these stories show how total equality is unrealistic and unfair, requiring too high a cost, though some sacrifice for the greater good can be acceptable.
The Effects of different Parenting Styles On child (family Coom. Presentation)Kory Gill
This document discusses four main parenting styles: authoritative, authoritarian, permissive, and uninvolved. The authoritative style tends to produce children who achieve higher grades and are less likely to abuse drugs. However, research shows parenting styles have different effects across cultures. For example, an authoritarian style is viewed positively in some collectivist countries. Permissive parenting can lead to issues like lack of self-discipline and underage drinking. An uninvolved style is linked to problems like low self-esteem and drug abuse. The effects depend on factors like the culture and how the child perceives the parenting.
Mini Burger Palace is a proposed fast food restaurant that will sell mini hamburgers made from 100% beef, as well as fries and drinks. Customers will be able to customize their burgers with a variety of toppings. The business plan outlines the restaurant's products, target customers as busy young adults, and competitive advantages over other fast food chains. It also includes financial projections, operating structure as a sole proprietorship, and compliance with food regulations. The goal is to offer higher quality, customized fast food to attract both health-conscious and budget-minded customers.
Wal-Mart is one of the largest companies in the world operating over 7,800 stores worldwide with over 2 million employees. The document analyzes Wal-Mart's human resource practices including their focus on teamwork, servant leadership style, open door policy for conflict resolution, health benefits for employees, and emphasis on customer service in their organizational culture. It also discusses Wal-Mart's recent efforts to increase diversity through programs for women and training on diversity issues. While Wal-Mart has strong HR practices that have contributed to its success, the document recommends further improvements could still be made to make it a better place to work.
InstructionsRespond to Amy Fowler post with 200 words and at le.docxcarliotwaycave
Instructions:
Respond to Amy Fowler post with 200 words and at least one reference.
My original Post. Use for a reference only if needed.
How you would manage such a person and encourage them to approach you instead of other members of management.
Triangulation in the workplace more often than not triggers unintended consequences. Direct communication is therefore recommended to prevent such consequences. To encourage employees to approach me instead of other members of management, I would put several measures in place. Firstly, my department would have an open-door policy where they can walk in and talk about matters at hand fearlessly. Secondly, during orientation, I would encourage employees to address issues and complaints directly as opposed to discussing it with other people first. Thirdly, I would also give feedback to the intended persons instead of having feedback make rounds. Importantly, I would also create structured opportunities for real dialogues within the organization. I would also strive to find out why employees were making triangulations instead of approaching me directly. Lastly, I would organize a communication workshop that would refresh employee skills of workplace communication as well as sensitize them on the consequences of triangulation (Gee & Gee, 2011).
Describe similar conflicts you have witnessed in your own work experience and share information as to how the problem was resolved.
I have participated in triangulation in the past. The work environment did not take complaints and suggestions positively, therefore the only way to let management know was through triangulation such that the information cannot be traced to a specific employee. Another instance is when a colleague at a company I worked for could not address the manager directly since she claimed he had harassed her sexually. In the first scenario, the triangulation problem should have been resolved by the management investigating why information reached them through triangulation. Since employees were not ready to be fired or bullied for pointing out issues, the management should have stepped in by establishing better communication structures. In the second scenario, the sexual harassment matter should have been dealt with first by the human resource department. Once that matter is put to rest, then the manager and employee should find an amicable way to communicate and especially the systems put in place in the workplace.
Reference
Gee, V., & Gee, S. (2011). Business improv: Experiential learning exercises to train employees to handle every situation with success. New York : McGraw-Hill Professional.
Instructions:
Respond to Amy Fowler post with 200 words and at least one reference.
Amy Fowler Post
Triangulation can be tricky if you are the person being spoken about or if you are the third party that the complainer is speaking to. I feel both positions have an obligation to stop the behavior. “There are three general responses to tackle t ...
Wal-Mart Store is an multinational retail corporation which runs the chain of large discount department stores and warehouse stores in American. This Wal-Mart Store was founded by Sam Walton in 1962. The company was incorporated on October 31, 1969 and publicly traded on New York Stock Exchange in 1972. This Wal-Mart Store is the second largest public corporation around the world and it is also the biggest private employer in the world with over two million employees.
This document discusses whether companies should prioritize employees or customers. It argues that to succeed in the customer market, companies must first succeed in the employee market. While customers traditionally have more power, the talent market has also shifted to favor employees who now have more choice of employers. To keep the best employees, companies need to treat them with the same individualized care, open communication, transparency, and priority that they give to important customers. Only by putting employees first can companies ensure excellent customer service and achieve long term success.
Introducing Network Marketing Survival – How to Survive in the Network Marketing Jungle. Inside this eBook, you will discover the topics about the shocking truth, why would you be choosing an MLM in the first place, types of people who are looking for opportunities, what is the MLM jungle like, exposure to the industry, the team (upline, sidelines, even the company staff), the trend of time, there is no such thing as a perfect MLM, an MLM that would suit you, being aware of the risks, getting started off the right foot and in a nutshell
The document discusses dividing responsibilities for running a new company amongst partners. It proposes dividing key responsibilities between only two people - a president and sales manager - to avoid diffusion of accountability. This concentration of responsibility will help ensure decisions are made to best benefit the company, even if it means a large workload for those two roles. Maintaining clear divisions of critical tasks is important for effective management of the new business.
Businesses should answer these three questions right — Scale-up.AshenafiBordea
This document discusses the importance for business leaders to answer three key questions - Why, What, and How - when making decisions that impact company growth and success. Answering the Why question first is essential, to ensure decisions align with the company's vision and passion. Without a clear understanding of Why, leaders may make flawed decisions focused solely on profits over dreams. Answering Why also helps automatically answer the What tasks and How methods needed to achieve goals.
The document outlines plans for starting a new robotics company. It discusses 5 points for advertising the business in the community, including making rescue and assistance robots for disasters and disabilities. It also discusses setting up a human resources division to hire employees, with 5 sample interview questions. Responsibilities for running the company would be divided between a president and sales manager. After-sales customer service plans include advice over the phone, product repairs either on-site or by returning it, and a one-week trial period. Market research methods include online searches of competitors, analyzing their brochures, and studying academic market data sources.
The document outlines plans for starting a new robotics company. It discusses 5 points for advertising the business in the community, including making rescue and assistance robots for disasters and disabilities. It also discusses setting up a human resources division to hire employees, with 5 sample interview questions. Responsibilities for running the company would be divided between a president and sales manager. After-sales customer service plans include advice over the phone, product repairs either on-site or by returning it, and a one-week trial period. Market research methods include online searches of competitors, analyzing their brochures, and studying academic market data sources.
- The study examines how positive reinforcement of desired salesperson behaviors, like linking pay, praise, or promotions to performance, can motivate a salesforce to perform those behaviors.
- A survey of 350 salespeople and managers at multinational firms in Nigeria found that positively reinforcing functional behaviors significantly increases their likelihood of being repeated.
- The study recommends that managers distribute outcomes to salespeople based on performance of desired behaviors and use positive reinforcement over negative reinforcement or punishment whenever possible.
3 Ways to Get Ready to Jump From Employees to BossJetSmarter
The document provides 3 ways to determine if you are ready to transition from being an employee to being the boss of your own business:
1. Can you embrace fear, especially the fear of the unknown, and be willing to adapt when facing challenges?
2. You must eliminate all debt, as owing money means others will still be your boss until debts are paid off.
3. You need a realistic marketing plan to ensure there is demand for your product or service and you can sell it at a price that allows you to make a living. Without a viable marketing plan, it is just a hobby rather than a business.
Introducing Network Marketing Survival- How to survive in the Network Marketing jungle. Inside this ebook, you will discover the topics about the shocking turth , why would you be choosing an MLM in the first place, types of people who are looking for oppurtunities , what is the MLM jungle like, exposure to the industry, the team (upline, sidelines, even the company staff), the trend of time, there is no such thing as a perfect MLM, an MLM that would suit you, being aware of the risks, getting started off the right foot and in a nutshell.
Managing Screen Printers, Part 1: AccountabilityPrintavo
Creating a culture of accountability
Your biggest customer calls:
“I can’t use any of these shirts. They’re all wrong. You’re going to replace them or I’m going to find another shop!"
You hang up the phone. Your blood pressure is through the roof. What happened? How did you not find out about it before the customer did?
This story hits home with far too many screen printing shops.
If this has happened to your shop, what happened next? Did you:
Get angry. Slam the phone down and throw an expletive-laden tantrum in front of your staff
Assign blame. Call an emergency meeting with all of your department heads and try to figure out who “didn’t do their job”
Try to fix the system that broke down. Look at yourself as the primary source of accountability and try to understand what led to letting this issue get to the customer
If you said the last one, you’re probably lying – or deluding yourself. The overwhelming majority of print shop owners and managers are prone to the first two reactions: anger and blame-seeking. It’s human instinct!
Try Printavo for free: http://www.printavo.com
Principles of Breakthrough: A Practical Guide for LeadersDhawal Tank
These Principles are distilled down based on the best practices of the most effective executives, consultants, and leaders in the world. They are just as applicable to marketing, sales, operations, as they do to human problems.
You will find the definitions here will guide your thinking No matter how complex, immediate, or aggravating the challenge, this proven set of Principles can be applied to solve it.
They are tested in the real world not just by me but by the hundreds of professionals who have created massive breakthroughs in their organizations through it.
Don’t let their simplicity fool you. If they seem like common sense, ask yourself: have I applied this?
Module 2 examines the aspect of overcoming fears and assessing your potential. There are various case studies to let you see for yourself the benefits of business failure, and how failure can in fact help you in restarting your business.
How to Improve the Prospect Experience @PeopleMetricsPeopleMetrics
The document discusses improving sales by closing the feedback loop with prospects. It recommends establishing core sales competencies and sending surveys to prospects after meaningful interactions to collect feedback on the sales experience. The feedback can then be used to take action by coaching sales reps or adjusting the sales process. Doing this ongoing will help sales reps improve their skills and better meet prospect needs.
A quick ONE PAGE Business Plan TemplateKameel Vohra
This template is designed to give you a better idea as to what’s involved in establishing your business, and to help you communicate the idea to people that can provide you feedback.
Teacher’s feedback hi john you earned a grade of f on this paperock73
The teacher provided feedback on a paper written by John, grading it an F (45%). The feedback identified several areas for improvement, including a lack of detail describing the organization and issue, weak analysis of corporate culture without proper sources or examples, and loose connections between weaknesses and supporting material. The teacher asked for stronger analysis of organizational strengths and weaknesses as they apply broadly, and for more explanation and details supporting proposed modifications to organizational practices and solutions.
Kory Gill is seeking full-time employment in retail utilizing over 5 years of retail experience and management skills. He holds a Bachelor of Science degree in Applied Speech Communication from Ferris State University and an Associate of Science in Collision Repair from Lansing Community College. Gill has strong leadership, communication, problem-solving, and customer service skills developed through previous roles including an internship providing in-store marketing, work as a sales associate and receiver at Walmart, a shipping and receiving role at Meijer, and experience as a busser and dishwasher.
Theory for training package for Client for COMM 499Kory Gill
- The document presents a training plan for newly promoted department managers based on goal-setting theory.
- The plan involves training managers to set clear, concise goals for employees and provide appropriate feedback. Managers will learn to give tasks that challenge employees and help those struggling with tasks.
- The training includes practicing writing clear instructions, evaluating employee performance, and building relationships with employees to motivate them to work harder.
- Implementing this goal-setting based training plan for department managers is intended to improve employee performance and increase store sales. The client hopes to implement the plan company-wide if approved.
InstructionsRespond to Amy Fowler post with 200 words and at le.docxcarliotwaycave
Instructions:
Respond to Amy Fowler post with 200 words and at least one reference.
My original Post. Use for a reference only if needed.
How you would manage such a person and encourage them to approach you instead of other members of management.
Triangulation in the workplace more often than not triggers unintended consequences. Direct communication is therefore recommended to prevent such consequences. To encourage employees to approach me instead of other members of management, I would put several measures in place. Firstly, my department would have an open-door policy where they can walk in and talk about matters at hand fearlessly. Secondly, during orientation, I would encourage employees to address issues and complaints directly as opposed to discussing it with other people first. Thirdly, I would also give feedback to the intended persons instead of having feedback make rounds. Importantly, I would also create structured opportunities for real dialogues within the organization. I would also strive to find out why employees were making triangulations instead of approaching me directly. Lastly, I would organize a communication workshop that would refresh employee skills of workplace communication as well as sensitize them on the consequences of triangulation (Gee & Gee, 2011).
Describe similar conflicts you have witnessed in your own work experience and share information as to how the problem was resolved.
I have participated in triangulation in the past. The work environment did not take complaints and suggestions positively, therefore the only way to let management know was through triangulation such that the information cannot be traced to a specific employee. Another instance is when a colleague at a company I worked for could not address the manager directly since she claimed he had harassed her sexually. In the first scenario, the triangulation problem should have been resolved by the management investigating why information reached them through triangulation. Since employees were not ready to be fired or bullied for pointing out issues, the management should have stepped in by establishing better communication structures. In the second scenario, the sexual harassment matter should have been dealt with first by the human resource department. Once that matter is put to rest, then the manager and employee should find an amicable way to communicate and especially the systems put in place in the workplace.
Reference
Gee, V., & Gee, S. (2011). Business improv: Experiential learning exercises to train employees to handle every situation with success. New York : McGraw-Hill Professional.
Instructions:
Respond to Amy Fowler post with 200 words and at least one reference.
Amy Fowler Post
Triangulation can be tricky if you are the person being spoken about or if you are the third party that the complainer is speaking to. I feel both positions have an obligation to stop the behavior. “There are three general responses to tackle t ...
Wal-Mart Store is an multinational retail corporation which runs the chain of large discount department stores and warehouse stores in American. This Wal-Mart Store was founded by Sam Walton in 1962. The company was incorporated on October 31, 1969 and publicly traded on New York Stock Exchange in 1972. This Wal-Mart Store is the second largest public corporation around the world and it is also the biggest private employer in the world with over two million employees.
This document discusses whether companies should prioritize employees or customers. It argues that to succeed in the customer market, companies must first succeed in the employee market. While customers traditionally have more power, the talent market has also shifted to favor employees who now have more choice of employers. To keep the best employees, companies need to treat them with the same individualized care, open communication, transparency, and priority that they give to important customers. Only by putting employees first can companies ensure excellent customer service and achieve long term success.
Introducing Network Marketing Survival – How to Survive in the Network Marketing Jungle. Inside this eBook, you will discover the topics about the shocking truth, why would you be choosing an MLM in the first place, types of people who are looking for opportunities, what is the MLM jungle like, exposure to the industry, the team (upline, sidelines, even the company staff), the trend of time, there is no such thing as a perfect MLM, an MLM that would suit you, being aware of the risks, getting started off the right foot and in a nutshell
The document discusses dividing responsibilities for running a new company amongst partners. It proposes dividing key responsibilities between only two people - a president and sales manager - to avoid diffusion of accountability. This concentration of responsibility will help ensure decisions are made to best benefit the company, even if it means a large workload for those two roles. Maintaining clear divisions of critical tasks is important for effective management of the new business.
Businesses should answer these three questions right — Scale-up.AshenafiBordea
This document discusses the importance for business leaders to answer three key questions - Why, What, and How - when making decisions that impact company growth and success. Answering the Why question first is essential, to ensure decisions align with the company's vision and passion. Without a clear understanding of Why, leaders may make flawed decisions focused solely on profits over dreams. Answering Why also helps automatically answer the What tasks and How methods needed to achieve goals.
The document outlines plans for starting a new robotics company. It discusses 5 points for advertising the business in the community, including making rescue and assistance robots for disasters and disabilities. It also discusses setting up a human resources division to hire employees, with 5 sample interview questions. Responsibilities for running the company would be divided between a president and sales manager. After-sales customer service plans include advice over the phone, product repairs either on-site or by returning it, and a one-week trial period. Market research methods include online searches of competitors, analyzing their brochures, and studying academic market data sources.
The document outlines plans for starting a new robotics company. It discusses 5 points for advertising the business in the community, including making rescue and assistance robots for disasters and disabilities. It also discusses setting up a human resources division to hire employees, with 5 sample interview questions. Responsibilities for running the company would be divided between a president and sales manager. After-sales customer service plans include advice over the phone, product repairs either on-site or by returning it, and a one-week trial period. Market research methods include online searches of competitors, analyzing their brochures, and studying academic market data sources.
- The study examines how positive reinforcement of desired salesperson behaviors, like linking pay, praise, or promotions to performance, can motivate a salesforce to perform those behaviors.
- A survey of 350 salespeople and managers at multinational firms in Nigeria found that positively reinforcing functional behaviors significantly increases their likelihood of being repeated.
- The study recommends that managers distribute outcomes to salespeople based on performance of desired behaviors and use positive reinforcement over negative reinforcement or punishment whenever possible.
3 Ways to Get Ready to Jump From Employees to BossJetSmarter
The document provides 3 ways to determine if you are ready to transition from being an employee to being the boss of your own business:
1. Can you embrace fear, especially the fear of the unknown, and be willing to adapt when facing challenges?
2. You must eliminate all debt, as owing money means others will still be your boss until debts are paid off.
3. You need a realistic marketing plan to ensure there is demand for your product or service and you can sell it at a price that allows you to make a living. Without a viable marketing plan, it is just a hobby rather than a business.
Introducing Network Marketing Survival- How to survive in the Network Marketing jungle. Inside this ebook, you will discover the topics about the shocking turth , why would you be choosing an MLM in the first place, types of people who are looking for oppurtunities , what is the MLM jungle like, exposure to the industry, the team (upline, sidelines, even the company staff), the trend of time, there is no such thing as a perfect MLM, an MLM that would suit you, being aware of the risks, getting started off the right foot and in a nutshell.
Managing Screen Printers, Part 1: AccountabilityPrintavo
Creating a culture of accountability
Your biggest customer calls:
“I can’t use any of these shirts. They’re all wrong. You’re going to replace them or I’m going to find another shop!"
You hang up the phone. Your blood pressure is through the roof. What happened? How did you not find out about it before the customer did?
This story hits home with far too many screen printing shops.
If this has happened to your shop, what happened next? Did you:
Get angry. Slam the phone down and throw an expletive-laden tantrum in front of your staff
Assign blame. Call an emergency meeting with all of your department heads and try to figure out who “didn’t do their job”
Try to fix the system that broke down. Look at yourself as the primary source of accountability and try to understand what led to letting this issue get to the customer
If you said the last one, you’re probably lying – or deluding yourself. The overwhelming majority of print shop owners and managers are prone to the first two reactions: anger and blame-seeking. It’s human instinct!
Try Printavo for free: http://www.printavo.com
Principles of Breakthrough: A Practical Guide for LeadersDhawal Tank
These Principles are distilled down based on the best practices of the most effective executives, consultants, and leaders in the world. They are just as applicable to marketing, sales, operations, as they do to human problems.
You will find the definitions here will guide your thinking No matter how complex, immediate, or aggravating the challenge, this proven set of Principles can be applied to solve it.
They are tested in the real world not just by me but by the hundreds of professionals who have created massive breakthroughs in their organizations through it.
Don’t let their simplicity fool you. If they seem like common sense, ask yourself: have I applied this?
Module 2 examines the aspect of overcoming fears and assessing your potential. There are various case studies to let you see for yourself the benefits of business failure, and how failure can in fact help you in restarting your business.
How to Improve the Prospect Experience @PeopleMetricsPeopleMetrics
The document discusses improving sales by closing the feedback loop with prospects. It recommends establishing core sales competencies and sending surveys to prospects after meaningful interactions to collect feedback on the sales experience. The feedback can then be used to take action by coaching sales reps or adjusting the sales process. Doing this ongoing will help sales reps improve their skills and better meet prospect needs.
A quick ONE PAGE Business Plan TemplateKameel Vohra
This template is designed to give you a better idea as to what’s involved in establishing your business, and to help you communicate the idea to people that can provide you feedback.
Teacher’s feedback hi john you earned a grade of f on this paperock73
The teacher provided feedback on a paper written by John, grading it an F (45%). The feedback identified several areas for improvement, including a lack of detail describing the organization and issue, weak analysis of corporate culture without proper sources or examples, and loose connections between weaknesses and supporting material. The teacher asked for stronger analysis of organizational strengths and weaknesses as they apply broadly, and for more explanation and details supporting proposed modifications to organizational practices and solutions.
Kory Gill is seeking full-time employment in retail utilizing over 5 years of retail experience and management skills. He holds a Bachelor of Science degree in Applied Speech Communication from Ferris State University and an Associate of Science in Collision Repair from Lansing Community College. Gill has strong leadership, communication, problem-solving, and customer service skills developed through previous roles including an internship providing in-store marketing, work as a sales associate and receiver at Walmart, a shipping and receiving role at Meijer, and experience as a busser and dishwasher.
Theory for training package for Client for COMM 499Kory Gill
- The document presents a training plan for newly promoted department managers based on goal-setting theory.
- The plan involves training managers to set clear, concise goals for employees and provide appropriate feedback. Managers will learn to give tasks that challenge employees and help those struggling with tasks.
- The training includes practicing writing clear instructions, evaluating employee performance, and building relationships with employees to motivate them to work harder.
- Implementing this goal-setting based training plan for department managers is intended to improve employee performance and increase store sales. The client hopes to implement the plan company-wide if approved.
1) The document discusses a reaction paper about the book "The Five Dysfunctions of a Team" and how effective communication between upper management is critical for a company's success.
2) It describes how Decision Tech, despite having experienced executives and a good business plan, fell behind competitors because the executive team did not work well together.
3) The author notes several insights from the book, including how the CEO Kathryn initially did not feel part of the team until they started functioning better together, and how addressing conflicts like forcing out the difficult employee Mikey was necessary for the team to improve.
The document describes the author's experience visiting a Panera Bread restaurant on a cold winter evening. Upon entering, the author notices the calm, quiet atmosphere that seems more like a library than a fast food restaurant. They order a large cinnamon roll but find it underbaked. While eating, the author reflects on how the upscale customers and atmosphere differ from their working class childhood. The pervasive silence in the restaurant also troubles the author, reminding them of the death of their younger brother. In conclusion, the author recommends Panera Bread for business meetings but not for its desserts, and notes it has a unique culture compared to more typical fast food chains.
Christine Quinn, a lesbian woman, lost her bid to become mayor of New York City, raising questions about whether her gender or sexuality played a role. A group of professional women warned Quinn that her masculine traits of ambition and toughness could hurt her chances. After finishing third, some cited Quinn's failure to communicate issues well or appear different than the previous mayor, while others admitted not voting for her due to her gender or sexuality. Gender bias was shown through comments on her appearance and comparisons to male opponents. The article examines the challenges Quinn faced as a woman and lesbian candidate.
Kory Gill is interested in becoming a market research analyst after graduating college. This career would allow Kory to strengthen skills like critical thinking, communication, and research that would be helpful for eventually owning a business. Market research analysts collect and analyze data to help companies understand customer behavior and improve marketing strategies. Kory has skills like analytical thinking and communication that would be assets, but needs to improve research abilities. Obtaining a master's degree and internship experience would increase job prospects in this growing field.
1. Kory Gill
Organizational comm.
Dennis Sutton
11/12/13
Management structure and styles
The company that I am going to do this project on is Wal-Mart since I know a good
amount of things about the company. Wal-Mart use human resources as a way to manage the
company. Some examples of this are: Wal-Mart has a personnel that represent the employees.
The personnel asks upper management for things that would help the employees in the company
(like full-time instead of part-time work). The personnel starts to work for an employee once the
worker proves that he or she is a hard worker. Also, personnel helps management with
promotions. In addition, personnel helps workers get the training they need to become a
manager. The next example is at the middle and end of the year Walmart has a survey asking
how you like all of your managers with a rating survey similar to the end of the semester rating
scale of teachers at Grand Rapids Community College. The last example is Wal-Mart holds
three meetings every day at work to tell workers what is going on in the company, why certain
things are going on, and to ask the employees their opinions on certain topics.
Wal-Mart is a Middle of the road organization. I say this because Wal-Mart recognizes
employees for cleaning up spills with a five dollar bag of candy and the employee’s name,
picture, along with the explanation of why the worker is being recognized on the wall. Wal-Mart
has an employee of the month and recognizes the top performing employees on each shift by
posting a picture of them on the wall along with why they are being recognized. Wal-Mart also
has an My share program in which if the store hits the goal that they want to hit each employee,
that works at least twelve hours per week, gets a bonus. However, Wal-Mart also pushes the
employees to work harder whether if the manager really thinks the work can be done in the time
2. that they want it done or not. The managers start pushing workers either because the worker is
not going fast enough, manager expect more production out of a certain employee, or there is a
lot of work to be done and not enough employees to do the work.
Corporate Culture
Wal-Mart’s values are: happy customers and hardworking employees. An example of
how Wal-Mart values happy customers is the company has a share plan, whether the company
gives employees bonuses depends on how happy the customers are and the profit margin for the
quarter. The ways Wal-Mart values hard working employees are: Wal-Mart has an employee of
the month for 1st, 2nd, and 3rd, shift employees. Wal-Mart promotes from within the people who
work the hardest and know how the store is ran.
The hero of Wal-Mart is Sam Walton. Walton is a hero to Wal-Mart because he is the
founder of Wal-Mart and is the reason why the company is so successful. Walton idea was to
buy a lot of products and sale it cheap in high volumes. Walton also gave free stocks to his
workers in his first retail store and made his workers feel appreciated.
The rituals that Wal-Mart has are: the employee of the month gets their name on the
employee of the month board for everybody in the store to see. Wal-Mart has a magazine that is
worldwide and the top performing workers, in the whole company, are featured in the magazines
for everybody that works in a Wal-Mart store to see. The company celebrates the amount of
years that employees worked for the company after the employee fifth year working at Wal-Mart
by putting them in the magazine.
Cultural network at Wal-Mart is the professionals in the company is coming up with
better ways to sell products. For example, for things like toilet paper Wal-Mart found that they
could sell more toilet paper if they took the top four brands of toilet paper and got rid of the rest
3. and expanded the section of the bestselling toilet paper. The corporate workers in the company
also comes up with ways to save money for the company. Example, a couple years ago Wal-Mart
bought solar panels and are currently testing them to see if the solar panels will save them money
on their electric build and if the saving would be worth using them in all of their stores. People
that work in the stores of Wal-Mart uses an intercom to tell other workers that there help is
needed or if someone is calling in their department.
People who work in the stores of Wal-Mart, has somewhat of a voice. At the end of every
year everybody in the store rates their supervisors and takes a survey of how the company is
doing as a whole. If Wal-Mart employees have trouble with their boss they can go to their
supervisor’s boss because of the open door policy and keep going up the chain of command.
Dysfunctions
The first dysfunction of a team, is absence of trust. This means people on the team, if not
everyone, lacks confident in the people on their team. This is a major problem because with the
absence of trust it’s impossible for people to be successful on a team together. I noticed the
absence of trust at Wal-Mart when upper management tells me about how bad their co-workers
are at their job or when management has arguments amongst each other about who is going to do
the scheduling. If a certain manager does scheduling, other manager believe their departments’
hours would get cut.
The second dysfunction is the fear of conflict. This is when people fear to have
disagreements with their co-workers. Now, there is a different from productive conflict and
destructive conflict. While the two conflict styles can have some of the same things like passion,
emotion, and frustration, there is a major difference between the two. Productive conflict is
limited to concepts and ideas. While destructive conflict is personal attacks and fighting.
4. Productive conflict is needed in a business to have the best idea implemented in the company.
When people talk about problems they have with other people ideas, the problem could be
address right away and it creates a better understanding of where you and your teammates stand
on the issue.
At Wal-Mart, there is one women in upper management named Sarah. She has really
good ideas about how the store should be ran but she would not confront her co-workers about
her ideas because she hates conflict. Also, because of this reason she does whatever her co-
workers tell her to do without challenging them. An example of this, is Sarah was told by a
manger that works under her to write a certain worker up for accidently breaking a light bulb.
Sarah did not agree with his reasoning, however, she still managed to write that worker up to
avoid any conflicts with the management team.
Dysfunction number three is lack of commitment. Lack of comment occurs when there is
a lack of certainty about an idea. Also, seeking consensus is a problem and creates a lack of
comment too. A great team knows that reasonable people don’t need to get their way but do want
to be heard and their idea considered. This would, more than likely, get the person in the group
to support the decision that is put into to play.
Some examples of a lack of comment at Wal-Mart are: the store manager made the rule
that night shift managers should work their full shift. However, one of the assistant manager
decided (a lot of days) that he was tired, so he goes home after just working half of his shift.
When the store manager found out what one of his assistance was doing, he put him on day shift
so the manager could monitor his assistant. Another example of a lack of commitment, is when a
manager tells his group, “If all of you don’t signoff your tasks before you leave work, you will
5. be written up” and then when nobody signoff their tasks lower-management doesn’t write
anyone up. This brings up the fourth dysfunction.
Fourth dysfunction is the avoidance of accountability. This means people at work is not
being held accountable for what needs to be done or about their actions by their peers. This is a
problem because if workers are not held accountable for their work, they would not work as hard
and they will break the organization’s rules more often. If this happen, the structure of the
company will be too loose and things could get out of hand. At Wal-Mart managers sometimes
will not hold certain people accountable if they think the worker would complain too much about
it or if the worker challenge them on their decision.
The fifth dysfunction is inattention to results. This means that members in the group cares
more about their own personal goals more than they care about the group goals. This is a
problem because if everybody cares about themselves in their goals and not the goals of the
group, the group will be more like a group of individuals sitting at a table with their own options.
What I mean is if nobody cares about the survival of the group than the group will not survive
and as a result the business will fail (if it’s a group of higher managers). This happens rarely at
my store. However, I have five managers and all of them will tell me a different way of how to
do things and what to do based on what makes their own departments run better (since receiving
is the beginning process in retail).
Training
Training at Wal-Mart is an ongoing process. Walmart’s training for new workers
involves listening to how your particular job is performed on a day to day basis and taken tests
on the computer about how to do your job and how to handle customers. A good example of this
is when I started at Walmart, I spent three working days learning how to run the cash registers
6. correctly on the computer (I worked in Lawn and Garden my first three months). You watch a
video about how the whole store should be ran on a day to day basis. The video is about an hour
and half long. The video gives you a good idea of how the retail store would run if we lived in a
perfect world.
The problems with Wal-Mart training are, after you pass the computer test, management
won’t train you further and they will yell at you once you make a mistake. The reason why this is
a problem is because the computer training is a bit different than doing the work with real people
waiting to get rung-up. Also, yelling never solves anything and the only thing it helps is a
headache. When employees move from one department to another, management will teach you a
certain job that they think you will be good at but don’t manage to train you on the other jobs
that your job consists of. This is a problem because if you don’t know how to do a job that one
of your co-worker does, it won’t get done correctly if your co-worker calls in sick for the day.
Would you believe me if I told you that Wal-Mart re-trains all employees around
Christmas time? That’s right every employee is re-trained during the Christmas season. It don’t
matter if you been in the company for 25 years, Wal-Mart still re-trains you. This is to make sure
that everything goes to plan and nobody is killed during black Friday. Christmas time is one of
the only times that Wal-Mart don’t care how much they are paying their workers as long as
employees are doing their jobs. The training around the holiday is to make sure nobody steals
from us and rules are being followed by employees and shoppers as well. Management does even
more training during the Christmas season because they have to manage the whole store during
the holidays (even if they are just department managers).
The last training I would like to talk about is when employees get promoted to managers.
Before you even get considered to be promoted to a manager you have to take a personality test.
7. The fact I passed this test, is the reason why Alpine and Grandville Wal-Mart was fighting over
which store is going to get me. I passed the test to be the second highest manager in the store. I
point this out because while department and zone managers get trained. The assistant manager is
responsible for everything that the store manager does not get to. This means a lot more money
needs to be spent to train assistant managers than department and zone managers. The fact that I
manage to pass the assist management test, told them that I have good management skills and I
would take less money to train if they decided to promote me to assistant manager. The assistant
manager is one of the few managers that get trained by going to different Walmart stores.
Mission statement
“People, saving money, living a better live” Wal-Mart mission statement tells a lot about
the business. People is in the mission statement to say the people that shop here is the reason
why we are in business, so they are the most important part of our business. The meaning of
saving money in the mission statement is we have the cheapest prices of all of the retail stores
and if we don’t have the cheapest price we will price match it. Also, the reason why Wal-Mart is
so big is because they had the cheapest prices in the retail industry. I mean no other company
goes from borrowing $50,000 to having over a trillion dollars in assets. The thought on living a
better live part in the mission statement is simple, by Wal-Mart saving customers’ money on
groceries customers can by better quality products and in return they will live a better life.
Internal Communication
Internal communication is communication between people in the same organization. In
the store, Wal-Mart upper management talks to the bottom management and the bottom
managers talk to their associates and tell them what needs to get done. Management will tell
employees how much profit the store earned every quarter by either telling the employees
8. verbally or putting the information in a letter on the break room wall. Management will normally
hold a meeting to tell employees how we are doing as a company, what the store goals are, and
what we can do to help profitability. In addition, management will select two people to
participate in Wal-Mart’s shareholder conference. This is so everybody that works in the
company can feel like a shareholder. This helps drives profitability because it makes employees
feel like they have an entitlement to the company.
The ways that our Wal-Mart communicate to other Wal-Mart’s is usually by a computer
or phone. Wal-Mart has a computer program mainly so if an employee wants to move from one
Walmart to another to be promoted or because it’s closer to their house. If an employee wants to
move to a different Walmart or Sam club, the employee will fill out the online form and that will
get sent to the Wal-Mart or Sam Club that the employee wants to transfer to. The next step is for
the employee to visit and talk to the manager of the store that the employee wants to go to. The
last step is for the manager, from the store the employee wants to transfer to, to call the manager
of the Wal-Mart that the employee wants to leave to make sure it’s ok to transfer the employee.
The way that things are communicated from Wal-Mart stores to the corporate office in
Aransas is by the Marketing manager. The marketing manager is the boss of everybody in the
store level including the store manager. Corporate tells the Marketing manager what needs to be
done (but corporate lets the M.M. pick the marketing strategies) in the store. The marketing
manager makes sure the things are done in the stores that corporate wants done by any means.
The lower employees communicate to him by starting and completing the tasks we did for that
day on the computer.
External communication
9. External communication is communication with people outside of the organization. The
most noticeable way that Wal-Mart use external communication is by commercial on why you
should shop at Wal-Mart. Wal-Mart use to have Mr. Rollback, before getting sued by the
government, to tell the customers what they are going to make cheaper at certain times of the
year or if a price was rollback. Also, Wal-Mart is careful of how they rollback prices. For
example, if Wal-Mart knows they want to roll back the price of five dollar bug spray to two-fifty,
Wal-Mart would roll back the bug spray fifty-cents each week until it get to two-fifty. This is so
customers don’t think that something is wrong with the bug spray. Big price signs is also a way
Wal-Mart communicate to shoppers on the price of merchandise.
Wal-Mart communicates with possible future suppliers by meeting up with executives of
the other companies. The executives will tell Wal-Mart executives what price they are selling the
product for, and how many units their company sold of this particular product in the past. Wal-
Mart executives gives the executives from the other company a chance to plead their case.
Walmart executives try to figure out if the product is worth what they are asking for and if
whether or not they think the product would sell quickly. Wal-Mart executives take in
consideration of how many units of the product that the other company was able to sale along
with testing a sample of the product. Wal-Mart have People who knows about a particular
industry better than people who are in high positions in that industry. Normally, Wal-Mart will
ask the other company to cut their cost.
Once Wal-Mart reaches a deal with a company to sale their product, the company comes
in to put their products on the selves. Management are responsible for telling vendors where to
store their merchandise and what time of the day they should come (if the vendor’s company did
not already tell them).
10. Wal-Mart gets other companies to test their employees on how to do their jobs. The
person may just sit and watch employees work or asked them questions. The guy would than
report how well the employees knows their job and how to perform it to the store and marketing
manager. On top of that my store is in the process of expanding, so my store is using temporary
workers along with construction workers. The temporary workers are through labor ready,
however, Wal-Mart management tells them what needs to be done. The construction workers got
hired based on the fact that they had the lowest bid.
Appendix
Internal communication examples
External Communication examples