Improving Attitudes in a Recession

631 Words2 Pages
bulb-icon

Recommended: The effects of organizational culture

Improving employee attitude during turbulent times is a challenge for any corporation. Managers need to consider, at all levels, what is truly the most important piece to the continuance of the company. The driving force of success is employee commitment and motivation. As stated in the book Help them grow or watch them go, “even during challenging times your best and brightest have options (Kaye &Giulioni, P 9)” Bain & Company, Home Depot and Best Buy had positive outlooks by using a few of Schwartz’s ten values. Leaders use positive employee behavior to negotiate uncertainty. Communicating with employees to bridge the gap between personal response to information and an institutions collective understanding organizational norms. These norms may include placing the organizations needs for success higher than ones desire to maintain status quo.
Bain & Company, Home Depot and Best Buy achieved success by using a few of Schwartz’s Ten values. Achievement is the first value, taking advantage of other companies cutting their workforce; they are able to hire talented individuals. Stimulation is another value, Home Depot had to close a couple of stores and laid off a portion of his upper management team, but offered bonus’ to employees at the lowest level of the workforce which entices the employees to engage customers and sell product. Benevolence was also a value, keeping an honest approach to the recession; instead of avoiding the subject of lay-offs discuss the reason why they happen, be a transparent company so that employees feel part of the decision (Kreitner & Kinicki, 2013, P153). Communicating the decisions made will help quell the uncertainty.
Steve Ellis had foresight and was able to see the benefit of the recession...

... middle of paper ...

...sing productivity and organizational commitment during a recession is a difficult task. Leaders and Managers must continually strive to assess and predict employee perceptions and response during periods of change. Always communicate during unsettling times in order to maintain organizational commitment. Using Schwartz’s Ten Values will assist with communication and the decision making processes.

Works Cited

Kaye, B., & Giulioni, J. (n.d.). Help them Grow or Watch them Go. San Francisco: Berrett-Koehler Publishers, Inc.
Kreitner, R., & Kinicki, A. (2013). Organizational Behavior (10th ed.). New York: McGraw-Hill/Irwin.
Silverblatt, R. (n.d.). In Search of Workplace Happiness. Retrieved from http://eds.b.ebscohost.com.vlib.excelsior.edu/ehost/detail?sid=faf69c10-6fe8-4331-87e6-e175cf4e70e6@sessionmgr112&vid=1&hid=102&bdata=JnNjb3BlPXNpdGU=#db=a9h&AN=49253846

Show More
Related

  • Trader Joe's Management Style

    631 Words  | 2 Pages

    This case study will examine the key management practices that make Trader Joe’s successful. Sound management practices have been a catalyst for the long-term financial success of Trader Joe’s. The literature review examines Trader Joe’s approach to management practices. The research will analyze the: employee job satisfaction, management practices, importance of human capital, and contingency planning.

    Read More

  • Analysis of The Goal by Eliyahu Goldratt

    428 Words  | 1 Pages

    Many people believe that in order to succeed in a business that is having difficulties, it is important to focus on a particular area in order to be better productive in each of them, and be able to reach the goal. Instead, Goldratt and Jonah demonstrates that is important to focus on the company as a whole, but at the same time, it shows that it is incorrectly to only focus in an specific manufacturing department, or one plant, or a department within the plant, because people should not be concerned in local optimums.

    Read More

  • Henry Ford

    2306 Words  | 5 Pages

    11. Kathryn M. Bartol & David C. Martin, Management 3rd edition (Boston, Massachusetts Burr Ridge, Illinois Dubuque, Iowa Madison, Wisconsin New York, New York San Francisco, California St. Louis, Missouri 1998),

    Read More

  • Amazon´s Organizational Structure

    1273 Words  | 3 Pages

    Robbins, S. P., & Coulter. M. (2014). Management (12th ed.). Retrieved from: Colorado Technical University eBook Collection database.

    Read More

  • Leadership and Team Building

    1656 Words  | 4 Pages

    Robbins, S. P., & Coulter, M. (2007). Management (9th ed.). Upper Saddle River, NJ: Pearson Education, Inc.

    Read More

  • America's Unjust Drug War

    1168 Words  | 3 Pages

    Rachels, James, and Stuart Rachels. The Right Thing To Do. New York: McGraw-Hill Companies, 2010. Print.

    Read More

  • BigBrother Big Sister

    1620 Words  | 4 Pages

    Public /Private Ventures. (1995a) Grossman, Jean Baldwin and Joseph P. Tierney. Making a Difference. September 2000. Philadelphia.

    Read More

  • Analysis of High Turnover Rate

    1716 Words  | 4 Pages

    Without understand the negative impacts of turnover, a company may be placing itself in a position that will ultimately lead to their demise. We are going to solve our problems and set our company on the path to success, a success that is not only reflected in our bottom line but also our employees’ morale.

    Read More

  • Reaction Paper On Good to Great: Responding to Change by Jim Collins

    1763 Words  | 4 Pages

    In this book, Jim Collins also challenges the notion that "people are your most important asset" and postulates, instead, that "the right people are." Despite the author's emphasis on finding the right people, there's no evidence that a company has to have concern for its employees as a core value for it to be great. There are a number of inherently great companies that didn't have this. I don't think Walt Disney cared about his people. He cared about films, and Disneyland, and smiles of kids. On the other side, with Hewlett-Packard and IBM, you had the antithesis of Walt Disney. When you look at corporate history, what matters is not what core values you have but that you have core value, and that you believe them. As another example, take David Maxwell's bus ride. When he became CEO of Fannie Mae in 1981, the company was losing $1 million every business day, with $56 billion worth of mortgage loans under water. The board desperately wanted to know what Maxwell was going to do to rescue the company. Maxwell responded to the "what" question the same way that all good-to-great leaders do: He told them, "That's the wrong first question.

    Read More

  • Patrick Lencioni's The Three Signs Of A Miserable Job Analysis

    1544 Words  | 4 Pages

    This paper compares the works of Patrick Lencioni’s The Three Signs of a Miserable Job (2007) with Influencer (2013) authored by Joseph Grenny, Kerry Patterson, David Maxfield, Ron McMillan, and Al Switzler with the intent of illustrating the complimentary applicability to improve employee morale and development, talent retention, and overall business success. In a world of growing job discontentment, despite a rising number of American college graduates, it remains the leader’s obligation to understand what drives behavior and to put together winning strategies to equip themselves and their team(s) with the influential tools necessary to nurture inevitably vibrant communities.

    Read More

  • Lincoln Electric Company Case Study

    1077 Words  | 3 Pages

    If the organization succeeds then the employees also succeeds. Employees must see the bigger picture and must feel that they are part of the organization and not just a one man show.

    Read More

  • The Importance of Job Satisfaction in Business Management

    2039 Words  | 5 Pages

    It is well established reality that organisations in the world today can no longer survive without focusing on their employees. If they have to be at the competitive edge they have to invest in human resource, and placing their employees on top priority. This notion has lead to the strategies that, most organisations are pursuing through employee management. To achieve the optimum performance from employees organisations must motivate their employees, and have to engage them in activities that will benefit and help employees in achieving their predetermined goals and objectives. In order to achieve this, it is imperative for managers to set in motion work conditions that will help employees to achieve satisfaction of their job, low turnover and absenteeism rate and promoting the environment that promotes the organizational commitments and organizational citizenship behavior. Job satisfaction has been identified as a major requirement for organisations which aim to achieve excellence in their operations. Armstrong (2003) refers to job satisfaction as the attributes and feelings people have about their work. By extension, job satisfaction will mean positive or favourable attitudes towards one’s job whilst a negative or unfavourable attitude indicates job dissatisfaction.

    Read More

  • Abraham Maslow’s Hierarchy of Needs

    1663 Words  | 4 Pages

    A person’s behavior at one specific point in time usually controls their attitude at that time. Managers must be able to understand these basic needs of their workers. If these needs are not dealt with in a certain correct way than workers will not reach their maximum potential. If the lower order of needs is not met than people are not happy. The same can be said of the higher order.

    Read More

  • Effective Leadership and Its Five Key Practices

    1615 Words  | 4 Pages

    The experiences some employees encounter in banking are often negative compared to those who work at an organization where leaders truly care. There are many ways that leaders in banking can show employees that they care. This could vary from recognition and a variety of rewards. When leaders care about the work their employees are doing, it results in happier employees. Most banks experience a very high level of turnover. It can be very difficult for some banks to keep employees so it’s important to ensure that everyone is satisfied. Motivation is a critical element when it comes to understanding employee’s level of satisfaction with their job (Fitzpatrick, 2008). Leaders should be motivating employees to ensure everyone remains satisfied. Some of the ways leaders can motivate their employees is to let them know they are doing a good job and if they aren’t, they should be communicating with them on how they could improve. They could also be rewarding employees for meeting sales goals even it’s a simple congratulatory email. From experience, a little gesture can go a long way when it comes to caring for

    Read More

  • Essay On Vision Mission And Values

    1114 Words  | 3 Pages

    “Values are the beliefs of an individual, group, or organization, in which they are emotionally invested” (Carpenter, Bauer, & Erdogan, 2015). Many organizations consider corporate values strategically import for building their company’s reputation and keeping the customers’ confidence and allegiance. That, however, is only a tiny portion of the strategic benefits that organizational values can offer. “Further benefits include:guidance for decision-making on all levels, selection criterion for new employees, driver for individual and corporate behavior on all levels supporting the vision, mission, and goals of the company, and effective definition and implementation of core values” (Gupta, 2015). Values within a company need to be more than just a few words that sound nice to ensure overall acceptance within an organization. “Effective core values need to be emotionally appealing and workable” (Gupta,

    Read More

More about Improving Attitudes in a Recession

Open Document