Trader Joe's Essay examples

Organizational culture- Publix organizational is customer valued where they would go an extrea miles to make their customer happy, and compassion for their customers. For example, “a customer was checking out in Asma’s lane when she realized the card she was paying with had expired, and her new card was at home. Asma came to the rescue by using $100 of her own money to pay the customer’s bill. The customer was overwhelmed with Asma’s generosity and returned later to repay her” (Publix

For Trader Joe’s, they are able to demonstrate the importance of each responsibility in the management process by establishing a plan to serve quality products with natural ingredients, inspiring flavors, and buying direct from the producer whenever possible,. They also organize their stores to limit its stock, carrying about 1,500 to 2,000 products compared to retail mega-markets with 25,000 to 45,000 products. Through leading, Trader Joe’s support their future leaders by hiring managers only from within the company. Future leaders enroll in training programs called, Trader Joe’s University that foster in them the loyalty necessary to run stores according to both company and customer expectations. Lastly, Trader Joe demonstrated the responsibility in controlling by placing standards to sell natural based ingredient products, as well as striving to offer the highest quality type foods.

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.

Publix’s success can also be attributed to its characteristic of being employee-owned. This is through turning its servicemen such as cashiers, baggers, and bakers into the organizations largest shareholders (“Publix Grocery Store”, 2017, August 24). This is achieved by the tradition of awarding any employee that puts in 1000 work hours and one years’ service an extra 8.5 percent of their total pay in the form of Publix stock (“Publix Grocery Store”, 2017, August 24). This leads to Publix employees being the controlling shareholders garnering stakes of up to 80 percent, which is worth 16.6 billion (“Publix Grocery Store”, 2017, August 24). In each and every Publix store, there is a flowchart that shows which path an employee can take to attain a managerial position in the organization (“Publix Grocery Store”, 2017, August 24). This method is efficient since the leaders can tackle the challenges have experienced firsthand and work on how to better customer care from their previous experience with Publix customers.

Academics, Attitude, and Effort are what I learned to help me achieve my targets in high school, and will be the same for college. What I want to experience at CBU is their immense amount of resources that will benefit me in a major or career that I want to be in, however, right now I am undecided. With my attitude at CBU will help me experience great effects on what I could do to exceed in life. With my effort I know my experience will be a tremendous including social life, so knowing I will get to know my professors with the ratio being 17:1 in almost every class at CBU.

Workers like to know that what they do has a positive impact on the people and world around them. This may be as simple as bringing a smile to a customer’s face, or fixing a problem they have. Happy customers help to make employees happy and keep them motivated. The reward of customer appreciation can go a long way to keeping employees interested in their work on a day to day basis.

Publix operates within the United States are approximately 193, 000 in number (Corporate.publix.com, n.d.). Overall, the performance of the company’s employees is good despite their being some level of inefficiency. The employees are fast paced, a factor which makes Publix one of the most convenient supermarkets for customers who are in a hurry. High levels of cooperation are witnessed among the employees. Despite employees having a specific job assignments, they help each other to get the work done. As such, they work with great enthusiasm as most of them enjoy their work environment.

Trader Joe's faces several threats to its business, as competitors try to invade the company’s niche and attempt to imitate the company’s core strategies. The supermarket industry itself faces a major threat, as larger chains such as grocery retailers Wal-Mart and Tesco have begun to open small-format stores that mimic the Trader Joe's approach. This invasion results in additional cost pressure for incumbents like Trader Joe’s, which had to let go employees in order to become more cost competitive.

The employees are very committed to their employer due to earning high wages, benefits, and internal promotions. A happy employee in turn, makes a happy customer. Employees interact with the customers, as the company foster’s an environment of collaboration (DiSalvo, 2015). Employees are not just checking you out, or bagging your groceries; they are engaged in their work, and want the customer to be as excited about the products as them. Customers like to form relationships with the businesses they visit, for example banks, restaurants and retail stores. At Trader Joe’s, the employee turnover for full-time employees is less than 10%, therefore customers get to know the employees and build relationships which makes shopping enjoyable and you don’t feel like just another shopper (Ton, 2012). Trader Joe’s certainly has a competitive advantage in customer service and as long as they continue to invest in their employees, they will have a sustainable advantage over their competitors.

The RemyCake bakery created a cohesive team and an established clientele and became a staple within the community. Their exemplary customer service and the charismatic presence of their founders created a unique work and customer environment. However, with the recent retirement of the RemyCake bakery founder, a number of issues have arisen. Our Task Force identified the origin of their organizational issues. The following summary addresses and provides solutions for the RemyCake Bakery’s issues of ineffective leadership style, lack of organizational hierarchy, under-developed employee training program, and poor communication at all levels.

Market Basket opened the first store in Lowell, Massachusetts in 1916, and almost one hundred years later, the family owned and operated company has expanded its chain to seventy one supermarkets across Massachusetts, New Hampshire, and Maine. By all accounts, the grocery store chain has been very successful, generating four billion dollars in revenue in 2012, and making a profit of over 200 million. (Kohn, S. 8/1/2014 Market Basket Workers are Right; Retrieved from: www.wcvb.com) However, a change in leadership has brought on a temporary demise of the company, providing evidence that a great leader is the backbone upon which an organization thrives.

Trader Joe’s has received high accreditations from news reports such as Forbes. In an recent article Anderson (Anderson, 2013) reports that when it comes to customer satisfaction, no grocery chain tops Trader Joe’s. Trader Joe’s offers shoppers a friendly experience that is hard for other competitors to match. There are key area that are relevant to Organizational Behavior that the business has an edge on when it comes to job satisfaction for their

Joe Coulombe started Trader Joe’s in 1967. Traded Joe’s can be characterized as a low cost, high quality grocery store. Eighty percent private label product mix, expanding its target markets, keeping costs down, and extremely effective marketing powers Trader Joe’s increase popularity. Since 2002, the market value of private food label has risen twelve percent (Datamonitor, 2008). This essay

Trader Joe’s has internally created a brand for its company using a different strategy as compared to other supermarkets. Its approach of effective relationship-building program pleases customers through unrivaled customer service. This case study presents many factors that play a part in their customer relations strategy. Trader Joe’s does not focus on advertising. Rather, it focuses on effective internal communications with employees to build strong customer relationships. Trader Joe’s takes a progressive approach to internal communications by allowing their employees to bring their own creativity to the workplace, by providing them with the context in which their role contributes to the business success, and asking for employees

Katherine Schuler, a quick study, advanced successfully into new role of senior vice president of marketing; joining B&B’s executive team. Her dimension of leadership was learned over time, and not inborn (Ibarra & Oboradu, 2009). She primarily focused on developing a new strategy for marketing and implemented a promotional plan to drive increased profitability. During this time, Schuler was concerned that members of the company had various perspectives on where B&B’s marketing efforts were headed. The organizational goal and vision was to provide; “unique merchandise and extraordinary in-store service, which reflected the founders’ understanding of B&B’s core customer and their dedication to selecting “great” employees” (Hill & Kindley, 2015, pg. 1).