MGT517_AshW4Assignment

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1 Week 4: WHOLE FOODS CASE STUDY PART 2 Whole Foods Case Study Part 2 Francis Ash November 6, 2023 University of Arkansas at Grantham MGT515 Measurement & Assessment Strategy Dr. Sara Wilcox

2 Week 4: WHOLE FOODS CASE STUDY PART 2 WHOLE FOODS CASE STUDY PART 2 To what extent do you think training and associate learning would be more important for Whole Foods compared to other grocery stores? (Ch 4) Employee, Managerial, and Associate training are more important to Whole Foods than most grocery stores because Whole Foods allows their associates to make important selections that other grocery stores leave to their higher echelons. Employee and other associates can make technical decisions in their areas; they also get to help in the hiring of their team members. They take part in interviewing candidates, and then vote on whether these members should be hired and offered a role. So being that Whole Foods has given their associates a lot of responsibility, the needs to train them is crucial to the success of the company and the welfare of its employees. Knowing and using what you learn will go a long way to training others in the process. Given the nature of Whole Foods’ jobs and the way in which associates are selected, what type of personality traits would be important for Whole Foods associates to possess? (Ch 5) You must be trustworthy, outgoing, caring, very knowledgeable about healthy eating, empowered, entrepreneurial, and self-aware. These are just a few personality traits that are important to a person seeking employment at Whole Foods, the job market for this type of job is extremely competitive, so a candidate needs to be always on their game and always know what the company expect from them to make sure they are a right fit. To me this is a pleasant asset when you work for an organization that embraces the knowledge and skills of their management and employees it doesn't matter what their positions or skill levels are.

3 Week 4: WHOLE FOODS CASE STUDY PART 2 Which of the motivational practices are emphasized by Whole Foods in its management system? Tying rewards to performance? Designing enriched jobs? Providing feedback? Clarifying expectations and goals? All of these? (Ch 6) Employees can tie rewards to their performance, provide feedback, and clarify expectations and goals for everyone within the organization. According to the text, “teams also have a chance to receive incentives and bonuses if they perform exceptionally well. They set goals relative to prior performance and must achieve those goals to attain a bonus. Majority of organization offer an All-Employee Survey (AES) to rate the services provided to them and how well the employee addresses their needs all this information can be used to provide feedback on opportunities for improvement and what they did well so they can be praised for the job well done. When Goals are met and the evaluations depict the level of responsibilities that the employee has been or has taken on with a great deal of leadership, this can result in a cash reward or some sort of incentive at the end of the fiscal year. It’s always important make sure that an employee’s job role is clarified in writing on what is expected of them on the day-to-day basis and what goals if some are required this will tie in with the bonuses that they currently are eligible for. Based on the demand-control and effort-reward models of stress, are Whole Foods team members likely to experience a great deal of stress? Executives? (Ch 7) From the weekly reading, demand control is a model that suggest that experienced stress is a function of both job demands and job control [CITATION Mil14 \l 1033 ] . Stress is always the highest when the demands are high, but the employees normally have little control over the situation. In a supermarket, you never know when the stress levels will peak, normally during the

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4 Week 4: WHOLE FOODS CASE STUDY PART 2 holiday seasons or when there are big sales that the company want to make sure the product is being well advertised. During this time of the year no one really has control they can always try to predict the number of consumers that will visit the facility but no promises like Thanksgiving, Christmas, Easter and New Year’s just to name a few are the busiest time of the year for most places and most try to be properly staffed and no matter how much you try to prepare for it can still be stressful and out of their control.

5 Week 4: WHOLE FOODS CASE STUDY PART 2 REFERENCES References Colella, M. A. (2014). Organizational Behavior. Available from: Bookshelf, (4th Edition). In M. A. Colella, Organizational Behavior (pp. 8-343). New Jersey: John Wiley & Sons.

6 Week 4: WHOLE FOODS CASE STUDY PART 2

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