Emotions And Job Satisfaction : The Executive Of Whole Foods Market

Whole Food’s belief is treat an employee well and watch your profits soar. Whole Food’s belief

He believes that in a conscious business, you can have an expanding pie and potentially everyone can get larger pieces. Basically, the idea is to create value for everyone. This concept seems to be the comprehensive culture of the organization and is infused within everything they do. The employees are referred to as team members to incorporate their inclusion in this philosophy. On a daily basis, they are empowered and encouraged to take opportunities to practice servant leadership towards satisfying their customers. For long term benefits, the also are offered opportunities to develop job specific skills to grow within the organization. Furthermore, team members are encouraged to participate in community outreach efforts as well. The culture of Whole Foods Market is positively affecting the team members in the organization through training, example, and involvement to become servant leaders as

Collectively they make decisions on strategy, finances and any other of the organization's affairs. John Mackey, CEO, admits he's not the only person in the organization calling the shots. "I've made a valuable contribution to Whole Foods, but so have thousands of other people," Mackey said in an interview with the American-Statesman. "That's one of our secrets, is the fact that we do really have a team approach to the organization, an empowerment approach." (Gaar, 2010)

Whole Foods consistently uses human capital as a competitive advantage in multiple aspects of the company business model. Whole Foods built the foundation of their business model around quality, empowered employees. These employees are the key to the unique experience which defines the company and the source of their primary competitive advantage in the marketplace. This competitive advantage is framed around the concepts of human capital value, human capital rareness, and human capital imitability (Hitt, Miller & Colella, 2015). Whole Foods human capital value is represented by knowledgeable, capable employees empowered to champion the overall strategy of the company and make decisions at the lowest level to ensure a great product and customer experience (Hitt, Miller & Colella, 2015). Human capital rareness is demonstrated by the emphasis placed on sourcing, interviewing, and hiring practices. This ensures Whole Foods hires the unique employee that will champion the quality of their product line as well as the front-line face of the company to customers. Regarding human capital imitability, Whole Foods overall human capital focus and packaging makes a formidable task for competitors to replicate. From the overall compensation package, degree of employee input and interaction, benefits structure, bonus program, and overall company environment, Whole Foods ensures that sourcing and retention of employees provides a definite advantage (Hitt, Miller & Colella, 2015).

The factors that would appeal to working at Whole Foods are that they values employees. When a company give employees the resources they need to be successful, this goes a long way with the employee. The employee feels empowered, will be loyal the company, and to management. Employees will go out of their way for the company if management makes them feel valued and appreciated (Kainkan, (2015. Knowing that management ways you to be successful makes the employee want to do everything they can to do exceptional quality work for the customers and are committed to achieving the company’s goal. This dedication is directly benefited by profits for the company.

Teamwork is important factor, because without social capital an employee will not become a benefit to the company. Whole Foods offer human capital because of the shared knowledge due to training and other qualifications that begin with the hiring process (Kreitner & Kinicki, 2013). Managers that are selected with potential value to operate very functional is a quality that Whole Foods possess. These are all valuable factors when considering employment at Whole Foods. Overall Whole Foods offer that level of employee satisfaction that is very motivating and compelling to be a part

Out of the seven moral principles dignity of human life, autonomy, honesty, loyalty, fairness, humaneness, and he common good. “…moral ideas are among the influences that affect the formulation and operation of objectives and obligations, including the demands of ethical behavior and social convention, they can be quite critical in terms of impact on the world of economics and business” (Sen, 1997). There is no doubt, that Whole Foods go all-out to accomplish all these principles. Whole Foods communication is forthright and truthful to all its stakeholders, internal and external. Honesty can only be received when it is given. Everyone is held responsible for the organization, all in all they hold their employees accountable for their performance.

Customer satisfaction refers to the ability of commodities, services and products that are supplied by a company to meet the consumer expectations (Beard, 2014). Profitability on the other hand refers to the ability to realize extra revenues from their total earnings after paying all their expenses (Grimsley, 2016). Customer satisfaction and profitability link of Whole Foods Company is vested in the company’s mission and values charter under the company’s core values. The company has got five key steps to realizing the link between consumer satisfaction and profitability link according to (WholeFoodMarkets,

The Value Percept Theory argues that job satisfaction depends on whether a job supplies the things an individual value most. Overall satisfactions derive form combined levels of satisfaction from various elements of an individual’s job, whether it’s: pay, promotion, supervision, coworkers, or the work itself. Job satisfaction is based on cognitive and affective components, which is evaluated by what an individual thinks about the job, and how they feel. Cognition evaluation is based on experiences, weighing different aspects of a job; as affect is a reaction of the job, which can fluctuate based on moods and emotions. Level of dissatisfaction is measured by the difference between what one has and what one wants, and the level of importance of that facet to the individual. Statistics have proven, that supplying individuals with what they value, will increase the chance of better performance, which has a high correlation with an individual’s affective commitment with the organization.

Whole foods is an established chain with a multitude of loyal customers, and now Amazon is able to tap into this customer base. I foresee Amazon implementing new technological and managerial advancements in the existing and future Whole Foods locations within the coming years. The AmazonGo store model thrives off of providing efficient interactions with customers while cutting out many employees in the process. Since 2015, the stock price of Whole Foods was at a steady decline due in partly to the way employees were hired and managed. Amazon has a great deal of experience managing their staff efficiently from its e-commerce platform, so this change of management should work wonders on the amount of staffing problems within Whole Foods as well. By reanalyzing Whole Food’s staffing needs, Amazon should be able to turn the company around into a profitable investment in the near

Given the statements from John Mackey, it is his vision to create a positive working environment and Theory Y plays somewhat of a role at Whole Foods. Although Whole Foods wants to

Supervision should be planned and adopted to the changing conditions. It calls for good planning and organization.

Job satisfaction is a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences. It has been treated both as a general attitude and satisfaction with five specific dimensions of the job: pay, the work itself, promotion opportunities, supervision, and coworkers. Challenging work, valued rewards, opportunities for advancement, competent supervision, and supportive coworkers are dimensions of the job that can lead to satisfaction (Nelson & Quick, 2013, pg.

Job satisfaction can be known to some people as an important element in their lives. If an individual is unhappy with their occupation it may affect other parts of their life. Job satisfaction can be seen in what one wants in a job as to what one has in their current job.

Dissatisfied and satisfied employees in the workplace can affect their productive and job performance. The work place, promotions, advancements, and supervisors are things that can cause an employee to be satisfied or dissatisfied at work. In my workplace some of my supervisors have driven my attitude. Robbins (2007) states, “attitudes are evaluative statements-either favorable or unfavorable-about objects, people or events.” (Robbins and Judge, 2007, p. 75) When I was first promoted to Sergeant and transferred to supervisor the Criminal Investigations Unit, I was excited about the new opportunity and the knowledge I would learn and give. My attitude towards the workplace and towards my employees was high and willing to help or produce a positive work environment. As a Christian in a non-Christian workplace, a great attitude towards job satisfaction can be found in the Bible. In Ecclesiastes 5:18 (New Living Translation), it says, “I have noticed one thing, at least, that is good. It is good for people to eat, drink, and enjoy their work under the sun and during the short life God has given them.” The workplace can be stressful but when you have good leadership they can effectively change the attitude of the people they serve.