Home Depot
Home depot
Case Study analysis
1) In the case of Home Depot, I feel the two values that seem more concurrent are Universalism and Benevolence. Through the very tough economic conditions Frank Blake remained very loyal to his staff, he took care of them during the market downfall by lowering sales and profit target that hourly employees were to meet to receive bonuses. This inspired workers to want to meet goals that were much more realistic, and had great rewards. This also generated a higher amount of achievement by the staff.
In the case of Best Buy I feel the most distinctive value would be Universalism. At Best Buy employees are asked to be a part of the solution. This gives employees a sense of value and loyalty to the company and also a feeling of being an asset to the company.
In the case of Bain I feel Stimulation is the value although things are on a downswing. In most cases people tend to do the same thing or …show more content…
perhaps do the same as Steve Ellis did and take on the challenge of finding ways to expand while others contract. 2) I would describe Steve Ellis’s affective behavior as feeling very positive about the prospects in consulting and its growth possibility in emerging markets and corporate turnarounds.
His cognitive attitude is he feels there is still much more room for growth in his company’s consulting business by bringing experienced consultants and by recruiting at business schools. His behavioral is he uses a very aggressive approach by recruiting at business schools as well as reconnecting with former financial service consultants. 3) Home Depot is trying to increase employee involvement by lowering sales and profit targets that hourly employees had to reach to receive a bonus so that they engage more in their work. As far as Best Buy is concerned they tried to keep employees engaged by setting up online surveys to solicit ideas for cutting cost such as save shipping cost by consolidating distribution of in store signs and use computerized phone system to schedule service calls. This keeps employees engaged in the work of the
company. 4) Ajzens theory of Planned Behavior can be used to analyze how managers can increase employee performance during a recession in that they must implement interventions aimed at changing employees behaviors toward the job. Changing behavior starts with the recognition that behavior is changed through intentions influenced by three determinants. Managers can influence employee performance by saying or doing something that influences their attitude. A manager can explain to his or her employee how much their work is related to the success of the business and company. When the employee is successful in the work that they do so is the company. This may change the way employees look at their own performance. 5) My advice to a manager trying to increase employee’s organizational commitment would be maybe try using autonomy. Allow employees to do their job their way work with them to set specific goals and get out their way. Mastery finds ways to help your employees grow, their confidence and skill level with follow. Purpose reevaluate your mission and vision, ask employee feedback and overall improve employee relationships.
Case Study analysis
1) In the case of Home Depot, I feel the two values that seem more concurrent are Universalism and Benevolence. Through the very tough economic conditions Frank Blake remained very loyal to his staff, he took care of them during the market downfall by lowering sales and profit target that hourly employees were to meet to receive bonuses. This inspired workers to want to meet goals that were much more realistic, and had great rewards. This also generated a higher amount of achievement by the staff.
In the case of Best Buy I feel the most distinctive value would be Universalism. At Best Buy employees are asked to be a part of the solution. This gives employees a sense of value and loyalty to the company and also a feeling of being an asset to the company.
In the case of Bain I feel Stimulation is the value although things are on a downswing. In most cases people tend to do the same thing or …show more content…
perhaps do the same as Steve Ellis did and take on the challenge of finding ways to expand while others contract. 2) I would describe Steve Ellis’s affective behavior as feeling very positive about the prospects in consulting and its growth possibility in emerging markets and corporate turnarounds.
His cognitive attitude is he feels there is still much more room for growth in his company’s consulting business by bringing experienced consultants and by recruiting at business schools. His behavioral is he uses a very aggressive approach by recruiting at business schools as well as reconnecting with former financial service consultants. 3) Home Depot is trying to increase employee involvement by lowering sales and profit targets that hourly employees had to reach to receive a bonus so that they engage more in their work. As far as Best Buy is concerned they tried to keep employees engaged by setting up online surveys to solicit ideas for cutting cost such as save shipping cost by consolidating distribution of in store signs and use computerized phone system to schedule service calls. This keeps employees engaged in the work of the
company. 4) Ajzens theory of Planned Behavior can be used to analyze how managers can increase employee performance during a recession in that they must implement interventions aimed at changing employees behaviors toward the job. Changing behavior starts with the recognition that behavior is changed through intentions influenced by three determinants. Managers can influence employee performance by saying or doing something that influences their attitude. A manager can explain to his or her employee how much their work is related to the success of the business and company. When the employee is successful in the work that they do so is the company. This may change the way employees look at their own performance. 5) My advice to a manager trying to increase employee’s organizational commitment would be maybe try using autonomy. Allow employees to do their job their way work with them to set specific goals and get out their way. Mastery finds ways to help your employees grow, their confidence and skill level with follow. Purpose reevaluate your mission and vision, ask employee feedback and overall improve employee relationships.