Rowe Program at Best Buy

Stress is a part of everyday life and as such is a part of all organisations. Cole in his 2004 book ‘Management Theory and Practice’ describes stress as:

A). Lack of Teamwork and Conflict resoultion: In relation to the case, many of the recently hires employees are not including and not trusting/age discriminating Mr. Hill. Although, there were more older employees who were upset, Mr. Hill was the one who had a massive reduction in hours. He is now going to the HR Director and Executive Director. He should have approached them earlier with the problem. (Chapter 4)

Before any branch was redesigned, all staff took part in special training sessions such as teambuilding and customer service sessions, drawing on best customer practices from the retail sector.

H. Describe how are other critical issues (which you listed in B) perceived by each key player from their cultural perspective (explain using appropriate cultural dimensions):

Over time, the culture can change or adapt. This may be due to new leadership, mergers, or acquisitions. It may even be due to a change in the market climate itself. As new employees are brought on, they must be taught the company culture to keep it strong and in line with the overall company umbrella. Most large companies have established culture programs for their leadership, so that they may take those tools, thought processes, and examples back to their teams to keep the culture strong.

It is common knowledge, that some people adapt to change very well and the others don`t. That`s why is so important to support the staff during the change because if they feel supported, they are more likely to be more open to accept changes and adapt to them quickly.

Now Home Depot focuses on in-store training, such as doing exercises from a workbook and analyzing sales reports, so more supervisors can have time to complete the training. I found that Home Depot's training is similar to case analysis we do in college. This type of training may increase total participation since they can be done in-store and improve supervisors' analyzing skills. However, I think that this type of training is ineffective to actually improve supervisors' important soft skills, such as communicating with employees and delegating responsibility. Since the article mentioned that the main problem of old training is a lack of people skills, I do not think that Home Depot's training system is effective to resolve problems, such as struggling with asserting authority, communicating with workers and delegating responsibility. To improve its training system, Home Depot needs to focus on developing people skills and have activities based on communication and interaction.

Reevaluation of Walmart’s training is necessary and is supported by current research which finds that there is a link between training and expect organizational and human resource outcomes. Research find that “that companies that conduct training are more likely to have more positive human resource outcomes and greater performance outcomes” (Noe, 2013, p. 234). By determining who needs training, the skills and knowledge that needs to be taught, and the timeframe the training needs to be completed in, the training can be tailored to meet the needs of the company as well as its employees.

In addition, I will review how certain processes and systems could hinder innovation. Lastly, I will explain what organizational structures or processes could foster a culture of innovation at my present employer. [Good work suggesting the scope and purpose for the assignment. I’ll look to see how you make your points including your research and support for your analysis.]

Initially, the training implemented will encompass ideas such as there are no small jobs at Home Depot and no small people. The custodian, cashier, and stocker at Home Depot are more important than the manager because they are the ones spending the most time with the customer. Another

MGT 431 - Human Resource Management content helped facilitate the analysis, development and preparation for weekly assignments and the final presentation. The topic of staffing was discussed during the class and covered in the reading. The discussion included how to evaluate staffing practices and selection tools for effectiveness and legal compliance. This helped the team determine which member was appropriate for each role. This topic will also help the team during the

Whenever there is a change in the workplace, there will be some employees who will agree with the change and there are some who will not. Change is not a terrible thing, some business owners, employer, and employees are used to their daily routine and they are in their comfort zone. Transitions can be difficult if your team members are not working with you but instead, they work against the change. Innovation can be difficult at this point when the odds are against you. Depending on the type of change that is implemented the transition can go smoothly but if employees are misguided during the transition then it could be awful.

It is important to change various aspects of organization culture when trying to institute change in organizations (Kavita, 2005). The aspects that such changes should target include the balance of power in the organizations, the organization structure that supports the framework, leadership and management styles. Organizational history is also very critical, especially if it has a progressive track record success. However, if the culture despite the changes remains aligned to the organization goals and mission the employees will adopt it and embrace change.

Stress is caused from both outside & inside the organization & from groups that employees

Stress is not only affecting individuals, but also affects how are businesses function and how our society operates (Morrison 1).