Sainsbury's Organisational Structure

In the business setting of inequality, it is much more apparent with the way women are treated opposing to men. In some workplaces based one sheer appearance women may be chosen over other women even though the less attractive woman may be much more qualified. This is a construct of the male design. Studies have shown that men on average get a higher number of hours to work and extra overtime than women, giving them more opportunity to earn pay. Along with this men are likely to gain a promotion before women with the same experience and qualifications. (Young 2017, 179) Another

This report will demonstrate, apply and evaluate knowledge and understanding of key managerial disciplines of the chosen high street retailer, Marks and Spencer, in different real-world global contexts. According to the report by Deloitte, the retail industry is undergoing immense changes and faces a tough competitive

Trader Joe’s was founded by a guy named Joe Coulombe in 1967 under the idea of being a store that offered products aimed at sophisticated costumers interested in finding good bargains and products that are natural and organic, and not typically found in general supermarkets. Although, there are many changes that happened with the company and the industry since 1967, Trader Joe’s is still going strong with the way they do things whether it be on the customers’ aspect or the employees’ aspect. However, as Trader Joe’s tries to implement new processes and procedures, things start to shake the very foundation of the company itself like growing bureaucracy that the company never has, or the increased competition between employees who try to advance

An example of this would be a woman is not allowed to obtain a position in a company due to the company rules stating that this position is to be filled by a man, regardless if the woman is such as qualified or not. “Sexism also denies men the potential for full human development because gender segregation denies employment opportunities to men who wish to enter such fields as nursing, grade-school teaching, or secretarial work” (Eitzen, Zinn & Smith, 2014, p. 238). You can find sexism in both genders, however, it is primarily affecting women in the work

There is no “one size fits all” when it comes to structure and culture within an organization since industries and situations can vary. Furthermore, if an organization wants to improve its effectiveness and performance, their organizational culture needs to be strong and provide a strategic competitive advantage when it comes to its beliefs, and values. Organizations can differentiate itself from one another by those that do not have structure and culture. It is important to know that employees in all organizations want to work in an environment of trust and respect where they

High-performing organisations focus heavily, in their recruitment and selection procedures, on attitude assessment. Attitude is the component of employee behaviour that indicates motivation-support for organisational goals, potential for active involvement I improvement processes, and cooperation when required,

Employment in an organization/company should not discriminate an individual based on gender from the Civil Rights Act of 1964. This includes sexual harassment, pregnancy-based discrimination, and unequal pay strictly based on gender for the same work in the same establishment (Equal Pay Act of 1963).

Morale: With employees, more engaged in their work and more pleased with the corporate culture, their morale will naturally be higher. This leads to less time and productivity lost to illness, tardiness, or extended breaks and lunches.

In order for one to evaluate and identify with the diverse business structures, he/she must be aware of the meaning and standards that makes that structure. Various businesses functions in different ways as the world is full of technology and new structures, company cultures and new ways in which companies are run. In order to fully grasp the concepts of Organizational structure and culture in the movies, I will use the Movie Up in the Air and The Devil Wear Prada movies to analyze a business scenario from them.

Sainsbury’s strategy follows with their quote ‘We will make our customers’ lives easier. Great quality. Great prices. Whenever and wherever’ or following with their motto ‘Live well for less’, setting goals to possibly retain consumers by making lives easier everyday by putting out fair prices and quality services to all. To pursue their goals Sainsbury’s have their stores in key locations that are growing significantly in both convenience and discount stores. J Sainsbury’s plc (2015) Strategic Report is divided in two sections; the non-financial KPIs such as: product quality, Like-for-Like Transactions, Price perception, Sales growth, Service growth by Area/Channel, Availability and Customer Service that focuses on social responsibility as Fredrick (1960) and Friedman (1970) agrees in taking opportunities to fulfil the needs of stakeholders be it efficiency, that too ensuring the management board follows governance, codes and compliance to minimise risks which enhances the socio-economic welfare as well as increasing strategies on financial KPIs following; Underlying Profit before Tax, Basic Earnings per Share, Cost Savings, Operating Cash-flow and Dividend per Share, hence keeping the balance sheets strong. Correspondingly, measuring profitability becomes important for shareholders, creditors, suppliers and investors: the question is whether there is a correlation between increased social responsibilities in increasing profits. In this essay, the KPIs that relate to social

Some organizations mirror society’s idea about which group of workers are appropriate for certain types of jobs. Although hiring and promotion are supposed to be based on rational and universal criteria, they often express informal expectations about gender, race, and class of the people best suited for particular positions, producing race and gender stratified work forces. Men are thought to be more ambitious, task-oriented, and work involved; while women are considered less motivated, less committed, and more geared towards work relationships than work itself.

Employees are encouraged to share with each other on the lessons learned from project and events through debriefing sessions.Company also reward employees through several different variable-pay programs. Employees have these stock as part of their benefit. This helps to retain employees and motivate employees to work harder. Moreover, company also provides educational forums so that staff can discuss and learn about different topics that interest them.

There are four major culture types within an organization, namely the Clan, Adhocracy, Hierarchy and the Market (Kim & Quinn, 1999). These four cultures are translated into a model, named the Competing Values Framework. This framework shows the cultures, organized between two dimensions. The framework shows which culture coincides with which dimension, to show the effectiveness of the organization and the organizational culture.

Pay and rewards attract and retain employees. Having the right pay and benefit for employees motivate them. This helps employees feel valued and can remove animosity between employee and employer. Training and development has a positive impact on employees, this shows investment from the employer and enhances career progression.

The employees feel that they have greater responsibility and trust put on them, this can generate greater participation, commitment, and a better job performance.