Human Resources as the Most Sensitive Part of the Whole Foods Markets - Case Study Example

Whole Foods Market Whole Foods Market is an organization that concentrates on organic food materials in America. The market has its headquarters in Austin, Texas. The supermarket started on 20th September 1980. It is a company that exhibits a high level of growth in terms of the services given to its customers, as well as the company’s ability to adjust to the new changes in technology. It exhibits a high level of expansion with its branches extending to Northern California, Toronto, Minnesota and at the Ward Village in Kaka’ako. The company deals with the production of food materials that involves the use of renewable resources and preservation of soil and water to enhance environment quality. It entails the integration of Agricultural management practices, livestock management practices and food processing practices for a purpose of producing quality foodstuffs. Several reasons arise from the choice of organic food. The company chose organic products for their ability to meet rigorous standards. These products have excellent taste as well as their ability to reduce health risks. The company decided to use organic productions due to their ability to build healthy farms. These and more other qualities influenced the company to use natural products for any other commodity. Whole Food supermarket has leadership characteristics like any other organization. The Chief Executive Officer of this company is John Mackey. Other members of administrations such as the head of the security department in the organization, the Secretary of the organization, as well as the committee, make a hierarchy of the leadership of the company (Daft, 89). They enforce the business law of the company and ensure that customers receive quality services. Other social-economic factors such as leadership problems and business ethics tend to influence the proceedings of the company. Social and cognitive diversity in the team and another factor is a contributing factor to the development company. Like any other company, the leading organization of the Whole Food Company provides a considerable influence on the expansion and development of the company. All staff members of the Whole Foods contain a feeling of teamwork. They are capable of approving new hires in the company that contributes to the creation of a full-time job on them. The managers and other workers in the field operates together to achieve a common goal. The store leaders screen candidates and allocate duties to them on a specific team. One should take a thirty day trial and pass with two-thirds votes to become a full-time employee. The procedure of hiring employees affects their behavior. The store leaders ensure that they recommend the correct people that the team approves. For example, most of the people were shocked when Aimee Morgida dismissed a team candidate before his trial was over. The action shows that the person was not qualified to join the working group. The team of the come have the mandate to reject a candidate. They are capable of giving judgments on whether a person qualifies to join the team or not. Ron Megahan is one of the teams who operate the Bread and Circus store in Wellesley, Massachusetts. He explained that some workers are good to work when the managers are presently on the floor. He said that these workers turn to be hard to work when the manager is not around. He words describe a lot about the effects of team members on the development of an organization. The best aspect of good teamwork is trust. In this company, trust within the team members starts in the hiring vote. Good salaries to the workers motivate them towards achieving the set goals of the company. The policy of an open pay has substantial significance in the building of a team. It contributes to the formation of a trustful group. A successful team should have access to the progress of the company. It involves giving notices to the workers on the operating and financial data of the whole company. For example, Ron Megahan provides a list of sales done on a particular day. These notifications enable the workers to evaluate their daily performance as well as adopting strategies for maintain high-performance level. The company conducts and gives results of their morale survey activity to examine the level of intrinsic motivation of its workers. It carries a lateral learning activity that entails identifying what other companies do to accomplish their mission. Ron Megahan contains the initiative of investigating what others do that is unique from their way of doing things. Lateral learning helps the company in identifying their strengths and developing more knowledge o n how they build their team spirit. Retention of employees and leaders is another factor that influences activities in the Whole Food Company. The company tries to overcome the limitation that involves leadership problems in the exploitation of resources and provision of services to their customers. The CEO John Mackey performed a research activity to investigate the effects of the modern approach to leadership and employee retention to the performance of the Company. The CEO found several implications that aim at reducing the shortcomings of leadership in the progress of the company. He proposed that the company should establish a mission and a value-driven culture. He advocated for the provision of a flourishing that favors the working conditions of all the workers. The research findings also proposed that the leaders should empower the employees by encouraging innovation and emphasizing on discrete decision-making. The leaders should offer individual and team incentives that help in modeling the behavior of the employees. The inducements help in changing the attitude of the employees towards the achievement of the set goals and objectives of the company. The incentives provided to these employees may include salary increment. The managers also recognize the efforts of the employees by giving promotions to employees who exhibit a high level of performances. These incentives enable the realization of the attitude of the leaders of other staff members. Leadership helps in promoting chances for expansion and other developments of the company. It is achieved through the provision of innovative ideas to employ to improve production. Adoption of the modern leadership styles enables the leader to act as a servant of the company (Lumsden, 318). The leaders of this company have values and comprehensive knowledge that enables them to attend to any situation that arises within or outside the company. They can give solutions to challenges such as financial constraints that may affect the organization as a whole. They also develop a good interpersonal relationship with other members of the team. It enables sharing of ideas and coming up with new concepts in organic production. These leaders have a high level of competence in conflict resolution. They attend to all the differences among the members of the society. Whole Food Market contains a Code of Business Conduct that influences the way people do their duties in the company. All the activities that take place in this organization adhere to the code of business conduct of Whole Food Market. Members are advised to act according to Code of Business Conduct. Anybody who violates the law are subjects to an accusation for the code violation (Carroll, 156). The system helps in the maintenance of high standards in interactive activities of the company with the customers, the team members as well as the business merchants. The system shows the commitment of all of the company to the customers, community, team members, and stakeholders. All the individuals within the group have a legal right of developing and supporting the mission and the code values. The head officials of the company also apply these laws when making consultations and performing tasks concerning the market. The company targets at the methods of developing a responsible and ethical working environment of all the stakeholders of the company. Individuals operating with Whole Food Market should be able to abide by the national laws of that particular country. The person is obliged to obey any other law that he/she might encounter in their business activity. The company also contains the ethics committee that ensures that of people in the company obeys the code. They codes have both positive and negative influences on the performance of individuals in the company. An employee fails to approach a situation in the most appropriate way to preserve the ideology of the Whole Foods code of ethics. The CEO of this company adopted various types of changes to increase the efficiency of work as well as improving the results of all projects taken by the company. John Mackey is an advocate for climate change and abolition of fascism in the management of the company. The manager allocated $45,000 to establish a “Safer Way”, a natural-foods store in Austin, Texas. The target customers of the store claimed that the company offered high prices for their services. The workers complained of small payments. These predicaments made the store incur a lot of losses, as well as high charges for fees, fines, and taxes. The CEO adopted some changes by renaming the store as Whole Foods. Mackey also reconsidered his developments in the corporate America. Mackay implemented new environmental policies of the company. These systems targets at promoting friendly working conditions for both the employees and the employers. As a result, profit maximization is achieved. The company chose capitalism as the best way of doing business. The use of capitalism by the company helps to promote a total value of their company in all the stakeholders occupying different parts of the world. The company yearned for a revolution in the private sector unions. The demanded that the private labor sector should abolish its adversarial tactics, their rhetoric approach in business as well as their anti-business attitude in order to accommodate the requirements of a successful enterprise. However, Whole Foods is in a continuous process of empowering their team members as well as providing incentives that enable them to acquire self-actualization in their business. Human resources are the most sensitive part of the Whole Foods Markets. The managers of the company advocate proper training and selection of the employees, good management of the workers and strategic processes of the employees (Barnes, 119). It aims at maintaining employee discipline, appropriate methods of conflict resolution and good labor relations among all the stakeholders of the company. It promotes the development of a centralized customer base as an increased number of consumers through the provision of healthy, chemical-free, and organic diet choices. The company has over fifty-four thousand employees. Recently, the company advertised a new plan that encompasses core values relating to its employees. The company’s culture has a substantial portion that contains a mission statement that translates its desire to contribute to the pleasure and the interests of its employees. It provides a high level of remunerations, team sovereignty, diversity, and occupational path training as one of the significant human resource management strategy plan (Griffin, 241). It makes public makes a public notification that attributes its success to its team members as well as distinct strategies that the managers use to employ and establish new talents to their employees. The company developed iCIMS software used to track and centralize job applications made by different candidates both locally and nationally. The company makes job descriptions that are available in employment affairs, career centers, store kiosks, online recruiting sites and the daily news of the company concerning recruitment. After recruitment, the company offers vocational training to their employees. Most of their stores have trainers on the site. A good number of the training staff helps in providing skills to the workers. Finally, the company has its own University the helps the employees to visit the training website accounts for an immediate improvement of their performance in different workplaces within the company. Works Cited Barnes, David. Operations Management: An International Perspective. London: Thomson, 2008. Print. Carroll, Archie B, and Ann K. Buchholtz. Business Et Society: Ethics, Sustainability, and Stakeholder Management. Stamford, CT: Cengage Learning, 2015. Print. Daft, Richard L, and Patricia G. Lane. The Leadership Experience. Mason, Ohio: Thomson/South-Western, 2005. Print. Griffin, Ricky W, and Gregory Moorhead. Organizational Behavior: Managing People and Organizations. Mason, OH: South-Western/Cengage Learning, 2014. Print. Lumsden, Gay, Donald L. Lumsden, and Carolyn Wiethoff. Communicating in Groups and Teams: Sharing Leadership. Australia: Wadsworth Cengage Learning, 2010. Print. Read More