Sears Gamification

This tactic helps those parents whose children that may not enjoy their weekly trips to the grocery store. The children now have a fun experience to associate with mommy or daddy grocery store trip. Mini shopping carts are also available for the children to get them involved in the shopping process (Bond, 2012). Another way Trader Joe’s motivates its employees is by providing higher pay and excellent benefits. Their employees make more than the average cashier or manager of any of its competitors (Speizer, 2004). Generous compensation and benefits can help boost employee morale. When employees feel like they are valued and compensated for the work they do they tend to be more loyal. This is better known as an extrinsic reward. These types of rewards lead to employees feeling positively valued (Schermerhorn et al., 2012). Lastly, Trader Joe’s motivates its employees by promoting from within. All managers at some point have been cashiers or floor salespersons. Therefore, Trader Joe’s has created the Trader Joe’s University so employees are able to receive the proper training so they are able to efficiently operate a store one day (Schermerhorn et al., 2012). By promoting from within, employees have advancement opportunities to look forward to.

This lead to us hiring more servers, another manager and giving our managers a raise. These necessary adjustments were a must in our attempt to increase productivity. We also thought that by giving the managers a pay raise, it would make them feel appreciated and motivate them to work. Recognition is what is needed to inspire employees to do their best.

All companies have core competencies that they use to differentiate their company, product, or service from the competition, Sears is no exception. Also, it is common for a company’s core competencies to change, as their industry progresses through phases and shifts its emphasis between product and process innovations (Regis University, 2011), Sears is no exception. Yet, when a company’s core competencies become misaligned and no longer supports their strategic intent the business is in danger of becoming obsolete (Regis University, 2011), as their customers no longer perceive the unique benefits the company has

Rachel, you also make a great point regarding the lack of long-term results from extrinsic motivators such as gift cards and bonuses. While these can be useful tools for improving or maintain performance, intrinsic motivation may be more helpful for long-term performance

Cameron, J., Banko, K. M., & Pierce, W. D. (2001). Pervasive Negative Effects of Rewards on Intrinsic Motivation: The Myth Continues. The Behavior Analysist , 1-44.

On July 27, 1981, Adam Walsh who was only six years old and his mother, Reve Walsh, went shopping to a Sears Department Store located in a shopping mall in Hollywood, Florida, where he disappeared on that same day. His mother left him unattended for about eight minutes at a video game display inside the Sears Department Store and warned him not to wander around, but when she had returned from inquiring to purchase a lamp, Adam was not there anymore. Mrs. Walsh was only about 150 feet away from him when Adam was kidnapped in front of a lot of customers and employees of the Sears store. The movie focuses on the hopelessness of the John and Reve Walsh as they discover that the authorities and the own police department were not being helpful to

This type of rewards system is getting more and more common because retailers are trying to gain customer loyalty by offering them incentives to come back and shop.

Dillard’s is an excellent example of what can go wrong when a management model from yesteryear is applied to modern day advancement and technologies. They are not growing with consumer desires or employee needs, and they are becoming an outdated brand. Instead of stressing satisfaction rates, they stress the bottom line profits. While this formula has made the company successful and allowed national growth at the turn of the century, it is also dropping employee morale, which is known to drive down customer attraction and satisfaction rates.

Chapter 12 of our textbook is titled “Motivating Employees,” and it encompasses much of what was in Drive. An extrinsic reward is defined as the “payoff, such as money, a person receives from others for performing a particular task.” Extrinsic rewards are what drive the old economy and still influence management techniques within organizations today. These rewards have many benefits but are becoming more and more obsolete in the twenty-first century workforce. The textbook defines intrinsic rewards as the “satisfaction, such as a feeling of accomplishment, a person receives from performing the particular task itself.” Offering only extrinsic rewards is what Pink refers to as “carrots and sticks.” These rewards work well for routine tasks. However, these rewards often stifle creativity (as seen in the candlestick experiment). Modern jobs are increasingly relying on creativity and innovation. Managers can use this knowledge by acknowledging the importance of intrinsic rewards when dealing with employees engaged in more complex

The Sears Canada situation has put the former and current employees at the risk of not getting their full pensions and other benefits paid as promised by the company. This problem was raised due to the underfunding of the pension plan by the company. this deficit has but over 16,000 former and current Sears Canada employees at risk of not getting their full pensions. (MacDonald, 2017) This is due to the pensioner not having any priority’s when a company goes through their bankruptcy process. In order to help those who are affected by this, the government should take actions towards protecting and preserving the pension of the employees. The help of the government would help reduce other problems that will arise due to employees not getting their full pension. Such problems that would arise are; the burden on taxpayers to pay for the loss of the employees and how it is unfair and unethical for the employees to suffer from the company’s faults.

What remains stable and what is open to change over a lifetime is somewhat ambiguous. Sears and Funk (1999) illustrate that over time, party identification and left-right ideology remain consistent. From the age of 30 onward to around what they deem “retirement age” there is some noticeable change in both identification and ideology, but it is overshadowed by the overwhelming presence of consistency. This time begins after the impressionable years, so this stability isn’t exactly surprising.

Sears Holding Corporation is the fourth largest retailer in the United States and Canada. Its subsidiaries include Sears, Roebuck and Co. as well as K-Mart. The closing of the merger between Sears and K-Mart took place on March 24, 2005. Sears has more than 4,000 retail stores across the United States, Canada, Puerto Rico, and Guam. Sears offers products and services through over 2,700 branded and affiliated stores. Sears operates 894 broad-line stores and 1,354 specialty stores. Sears’ broad-line stores are mall-based locations. The specialty stores include Sears Hometown Stores that are mostly independently owned, Sears Home Appliance Showrooms, Sears Hardware Stores, Sears Auto Centers,

After finding Sears Holdings Corporation standing on the Fortune's 500 worst companies list, I decided to do a little research on the Fortune's 500 page to gather some valuable information about the enterprise. While looking at the information provided on the website, I noticed that Sears Holdings Corporation previously ranked 99 and the company is now listed at 111 per Fortune's 500. (Beta, 2016). Not only did the company fall twelve spots, but it is also showing a negative revenue change of 19.4%, and it is indicating a decrease in profits by $1,129. (Beta, 2016). Although the company has a negative revenue of 19.4%, their current income is sitting at $25,146, and their current assets are $11,337. Also, as of March 31, 2016, Sears Holdings

To motivate employees to work towards reaching organizational goals, managers frequently depend on some form of enticement. Beyond monetary compensation, awards and additional types of acknowledgment can be given, and the ability to choose a work schedule is a possibility. A reasonable pay system, which would be an incentive for individuals and groups to achieve organizational goals, is a hardship manager’s face (Jones & George, 2011). Within the company that I work for, every quarter awards are presented to Customer Service Agents who have maintained a 95 percent or above quality score. Monetary awards are given out as well as time off coupons.

Sears is facing a huge problem when it comes to making profits anymore and they are continuing to shut down stores. They have already shut down over 100 locations due to them not being as successful as they used to be. They also have a failed stock, drained all their resources, and they are loaded with debt. This company is not able to pull through and make profits anymore because their CEO is not capable of making changes to the company to bring it out of it. He sees that the company is not as presentable as it used to be and it does not have the same appeal. People are not going to want to go to a store where it does not have anything to offer anymore. How can sears become profitable again if they are in such debt and trouble with stocks