...Examining Emotions, Attitudes, and Job Satisfaction Trader Joe Kimberly Love Dr. Thomas Schaefer Business 520 Leadership and Organizational July 20, 2014 Trader Joe’s founder had a perception for his stores after vacationing in the Caribbean. He perceived that the customers would try new things while on vacationing. Also realized that less is better. Many time customers buy more when there is less to choose from in that store. Their attention is only selective when there is not a big variety of supplies. Trader Joe case describes the business practices and how they reinvented themselves. Trader Joe’s set themselves apart from the 7- Eleven style store they had and they became top competitors to Whole Foods and Dean and Deluca giants. The case gives a description on the history of the retail chain and various aspects of its unique business practices. The retail store offered a selection of exclusive, which were mostly private-labeled products, and replaced poorly performing products with new ones. Trader Joe’s is a small supermarket chain which offers a limited selection of unique food products at reasonable prices. It sales most of its products under the private label 'Trader Joe's' and its variants. T.J. targets its stores at highly educated and travelled, but not necessarily wealthy, segments of the population. Trader Joe has a team of experienced buyers, who does extensive traveling and research before bringing new products into the stores (Palmeri...
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...Case Study 1: Examining Emotions, Attitudes, and Job Satisfaction Leadership and Organizational Behavior (BUS 520) Dr. Antoinette Bridges KB Gause January 26, 2015 Case Study 1: Examining Emotions, Attitudes, and Job Satisfaction When grocery stores come to mind, we often tend to think of the typical family-friendly environments we’re accustomed to—like our local Publix or Food Lion supermarkets. They are generally set up the same way, they offer almost all the same products, and they’re management operates in almost the same or very similar fashions. The employees are usually pleasant and friendly, their hours of operation are about the same, and most local supermarkets tend to sell products grown or manufactured locally. So what sets these regular supermarkets apart from one another? Aside from price differences and a few differing product offerings from store to store, there aren’t very many differences. This is where stores like Whole Foods and Trader Joe’s come in and break the “boring” grocery store mold. Unlike other chain supermarkets and grocery stores, Whole Foods and Trader Joe’s are specialty foods stores. They offer a variety of the freshest foods and ingredients grown both locally and from around the world. These stores are also very popular for their sustainability efforts that range from the organic products they sell to the paper bags they use when bagging customers’ purchases. These companies are also very well known for not only satisfying...
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...full text archive of this journal is available at http://www.emeraldinsight.com/0268-3946.htm JMP 18,8 788 The relationship between emotional intelligence and work attitudes, behavior and outcomes An examination among senior managers Abraham Carmeli Graduate School of Business Administration, Department of Political Science, Bar-Ilan University, Ramat-Gan, Israel Keywords Job commitment, Job satisfaction, Altruism, Family friendly organizations Abstract The literature suggests that managerial skills in general, and emotional intelligence in particular, play a significant role in the success of senior managers in the workplace. This argument, despite its popularity, remains elusive. This can be attributed to the fact that although a few studies have provided evidence to support this argument, it has not received an appropriate empirical investigation. This study attempts to narrow this gap by empirically examining the extent to which senior managers with a high emotional intelligence employed in public sector organizations develop positive work attitudes, behavior and outcomes. The results indicate that emotional intelligence augments positive work attitudes, altruistic behavior and work outcomes, and moderates the effect of work-family conflict on career commitment but not the effect on job satisfaction. Introduction What makes a senior manager successful has been a central research question of organizational scientists for decades. Underlying this interest is the assumption...
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...OVERVIEW OF CHAPTER This chapter focuses upon the manager as a feeling, thinking human being. It opens with a description of enduring personality characteristics that influence how managers perform their jobs, as well as how they view other people, their organizations, and the world around them. It then discusses how managers’ values, attitudes, moods, and level of emotional intelligence can impact the way they perform their job. The chapter closes with a discussion of organizational culture and explains how managers both create and influence it. LEARNING OBJECTIVES 1. Describe the various personality traits that affect how managers think, feel, and behave. (LO1) 2. Explain what values and attitudes are and describe their impact on managerial action. (LO2) 3. Appreciate how moods and emotions influence all members of an organization. (LO3) 4. Describe the nature of emotional intelligence and its role in management. (LO4) 5. Define organizational culture and explain how managers both create, and are influenced by, organizational culture. (LO5) MANAGEMENT SNAPSHOT: PAETEC’S CULTURE OF CARE PAETAC Communications is a privately owned broadband telecommunications company that provides local, long distance, and Internet services in 27 markets across the U.S. In the face of its troubled industry, PAETAC has experienced a phenomenal growth rate. This earned the company the number two spot on Deloitte Technology’s Fast 100 list, which ranks the technology industry’s...
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...Leadership Styles at U-Haul Sales & Reservations and Implications on Job Satisfaction & Performance MGMT 591: Leadership and Organizational Behavior 12/14/2013 Introduction The organization chosen to be the topic of discussion is U-Haul international, located in Phoenix, Arizona. U-Haul is the largest DIY commercial moving truck rental company in the U.S.A and Canada. They rent and lease moving trucks, trailers, vans, pickup trucks, and storage facilities. U-Haul International is the headquarters for all the workings of U-Haul worldwide. The two 12 story towers reside in downtown Phoenix, AZ, where everything is handled from the executive level down to, marketing, sales and reservations, truck locations, the graphics department, accounting, and many other departments as well. When someone is looking to rent a U-Haul they call 1-800-Go-UHaul and reach the Sales and Reservations department. This department is the focus of my project paper. The Sales & Reservations department can employ up to 200 reservation representatives that quote moving cost and rent trucks and trailers to customers across USA and Canada. U-Haul International alone is worth $1.5 billion dollars. The Sales and Reservations department pays a minimum wage base salary and commission based on the number of moving equipment rented over the specified quota for your work hours. Some reps have made up to $3000 in commission alone in a month. Calls are monitored for accuracy, and your bonus/commission...
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...Case Study 1: Examining Emotions, Attitudes, and Job Satisfaction Trader Joe’s Strayer University Examine the approach Trader Joe’s uses to promote a positive work environment for its employees. Determine at least three (3) ways in which Trader Joe’s is able to increase job satisfaction and performance. Whether or not Trader Joe’s knows it or not, they are in an environment that is experiencing emotion and mood contagion. This works both ways from the customer to management and vice versa. Customers go to the store in anticipation of a fun and friendly environment. This is exactly what they get. This is generated by a positive philosophy that starts from the top and works its way down. This is also driven by the concept of emotional labor; a situation where a person displays organizationally desired emotions in a job, (Schermerhorn, Osborn, Uhl-Bien, & Hunt, 2012). Trader Joe’s founder Joe Coulombe states that his store have “cheerful guides sporting Hawaiian shirts” (Schermerhorn, Osborn, Uhl-Bien, & Hunt, 2012). The tones of his stores are friendly and upbeat and his hiring practices ensure he has people that meet those needs. Directly from Trader Joe’s website; “Where fun, food and opportunity align” and “A Career For The Adventurous” (Trader Joe's: Home>Careers, 2014) Trader Joe’s also hits on all five of the components of job satisfaction. The work itself; he hires people that have a passion for food and want to work for a company that has the same general...
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...Organizational Behavior and Human Decision Processes Vol. 86, No. 1, September, pp. 99–130, 2001 doi:10.1006/obhd.2001.2974, available online at http://www.idealibrary.com on Mood and Emotions in Small Groups and Work Teams Janice R. Kelly Purdue University and Sigal G. Barsade Yale University Affective influences abound in groups. In this article we propose an organizing model for understanding these affective influences and their effects on group life. We begin with individuallevel affective characteristics that members bring to their groups: moods, emotions, sentiments, and emotional intelligence. These affective characteristics then combine to form a group’s affective composition. We discuss explicit and implicit processes through which this affective combination occurs by examining the research on emotional contagion, entrainment, modeling, and the manipulation of affect. We also explore how elements of the affective context, such as organizationwide emotion norms and the group’s particular emotional history, may serve to constrain or amplify group members’ emotions. The outcome, group emotion, results from the combination of the group’s affective composition and the affective context in which the group is behaving. Last, we focus on the important interaction between nonaffective factors and affective factors in group life and suggest a possible 2001 Academic Press agenda for future research. During the past century, a tremendous amount of research attention...
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...Committment Case Study Overview/Introduction A person’s behavior toward work can be affected by a combination of personality traits, level of loyalty to one’s organization, level of immersion into one’s work and dedication to one’s profession (Pennsylvania State University, 2011). All job attitudes overlap and are highly related, thus providing us with a complete illustration of the way in which individuals approach their jobs, perform and make choices regarding their employment (Pennsylvania State University, 2011). In the following case study, we will follow an employee named Robert through the evolution of his career in the concrete industry, focusing on the affects of his varying job attitudes over time. Robert clearly enjoyed the concrete industry. At the young age of 20 he developed a desire to learn the concrete industry and developed many skills that involved concrete construction. At Company A, Robert worked in a division he felt he was unable to perform his job as wholeheartedly as he wanted to. He met directly with the owner expressing his desire to be of use anywhere in the company to demonstrate his willingness to work. Robert felt rejected by not only the lack of reciprocation but his ultimate layoff with Company A. Summary of the Case Robert was 20 years old when he started to work for Company A as a concrete pump truck operator. At Company A, Robert’s division was made up of 3 pump operators who were delegated work based upon seniority. Robert enjoyed...
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...Selected Thesis Topics for BScBA students Bachelor´s Thesis 2013-2014 Please use this list of the fields of International Business for thesis work and potential thesis topics when choosing and informing us the field of your thesis + the thesis topic in the form Indication of Interest Area for Thesis 2013-2014. Part 1. Thesis topics for companies and other organizations We have first listed the thesis projects that are available to do for companies and organizations. If you are interested in these projects, please mark the topic to the Indication of Interest Area form the same way than any other topic. It should be noted that the students selected to do the thesis from these topics must be motivated and committed for the work. Please do not contact these organizations yourself before the selection process has been completed for all students. More information on topics can be asked from Mari Syväoja or Tomi Heimonen. Organization: Thesis Biofenno projects for (www.biofenno.fi) companies and organizations Selected Thesis Topics for companies and organizations Internationalization plan Plan how to take and promote product Tuovi Tuotevirtakirjanpito to EU markets. Tuovi Tuotevirtakirjanpito is a stock and feed recording program for organic farmers. It produces necessary stock and feed reports for annual inspection. Also stock balance reporting benefits farm managements. Because Tuovi Tuotevirtakirjanpito complies with all the regulations EU has set for organic farmers, it has...
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...CHAPTER 1 INTRODUCTION 1. PRE-AMBLE An extensive review of job satisfaction is conducted to telegraphs their openness to employee input throughout related variables. The second is to genuinely to access what is on their employees’ minds about satisfaction. The performance between departments will be appraised through the survey. Different employees will have different minds about job satisfactions, so that ranks of satisfaction level will be particularly measured regarding organizations commitment and employees evaluations. 1. OVERVIEW OF THE STUDY Job satisfaction is workers’ sense of achievement and success on the job. It also could be defined as the extend of how workers contented with the rewards, particularly for their intrinsic motivation ( Statt; 2004). Job satisfaction importantly to express favorable attitudes and feeling toward jobs, it could be negative and unfavorable attitudes or positive and favorable attitudes. Hence, complicated to measure satisfaction because different people have different meaning of it, especially related with organizations commitment. Every organizations should conduct job satisfaction survey because it may serve as indicators of organizational performance. Through job satisfaction evaluation different levels of satisfaction in different organizational units can be defined, but in turn can serve as a good indication regarding in which organizational unit changes that would boost performance should be made(Aziri;2011)...
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...com/locate/ijhosman Does workplace fun matter? Developing a useable typology of workplace fun in a qualitative study Simon C.H. Chan ∗ Department of Management and Marketing, The Hong Kong Polytechnic University, Hung Hom, Kowloon, Hong Kong a r t i c l e Keywords: Workplace fun Useable typology Qualitative study Hospitality industry i n f o a b s t r a c t A fun work environment is a positive atmosphere for organizations to attract and retain employees. This study identifies the significant factors of workplace fun and develops a useable typology of workplace fun activities in the hospitality industry. A qualitative case study with grounded theory approach was used by conducting interviews with ten hotel human resource (HR) practitioners in the People’s Republic of China. The results identified four “S”s of workplace fun factors, namely: (1) Staff-oriented workplace fun, (2) Supervisor-oriented workplace fun, (3) Social-oriented workplace fun, and (4) Strategy-oriented workplace fun. This study provides a roadmap to guide future hospitality management research in workplace fun domain. © 2010 Elsevier Ltd. All rights reserved. 1. Introduction As the jargon goes, “Happy Employees Produce Happy Customers.” (Wong and Ko, 2009, p. 196) There is a great challenge for organizations to attract and retain employees, to encourage employee well-being, and for employees to have fun on their job in the hospitality industry (Yu, 1999). Given the long working hours, shift work schedule, and handling...
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...What is the relationship between person – supervisor fit and job satisfaction? Testing with mediating variable organisational commitment & moderating variable perceived organisational support. Hans Boudewijn, Michèlle Merkx & Eefje Vogels University of Amsterdam, Business School The Netherlands Abstract Today, little is known about the individual relationship of Person-Supervisor fit and job satisfaction. This study examines this relationship as well moderating effect of perceived organizational support and the mediating effect of organizational commitment. This idea came from a real life example on the University of Amsterdam. Employees working in the University were dissatisfied by the low level of perceived support from the organisation itself, but were still satisfied on their job overall, because of the good fit between the employee and the supervisor (Person-Supervisor fit). In this study only evidence is found for the direct relationship of Person-Supervisor fit and job satisfaction and the moderating influence of perceived organizational support, when the level of perceived support is low. This study contributes to the existing literature by extending the current knowledge about the relationship between Person-Supervisor fit and job satisfaction. This information is valuable to applicants, recruiters and employees because it influences their attitudes, decisions and behaviours in the work domain (Kristof-Brown, 2005). Evidence is found for direct relationship...
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...that lead to satisfied customers Kathryn Frazer Winsted Article information: To cite this document: Kathryn Frazer Winsted, (2000),"Service behaviors that lead to satisfied customers", European Journal of Marketing, Vol. 34 Iss 3/4 pp. 399 - 417 Permanent link to this document: http://dx.doi.org/10.1108/03090560010311920 Downloaded on: 16 September 2014, At: 19:29 (PT) References: this document contains references to 72 other documents. To copy this document: permissions@emeraldinsight.com The fulltext of this document has been downloaded 5472 times since 2006* Downloaded by UNIVERSITI MALAYSIA TERENGGANU At 19:29 16 September 2014 (PT) Users who downloaded this article also downloaded: Kathryn Frazer Winsted, (2000),"Patient satisfaction with medical encounters – a cross#cultural perspective", International Journal of Service Industry Management, Vol. 11 Iss 5 pp. 399-421 Göran Svensson, (2006),"New aspects of research into service encounters and service quality", International Journal of Service Industry Management, Vol. 17 Iss 3 pp. 245-257 Göran Svensson, (2006),"The interactive interface of service quality: A conceptual framework", European Business Review, Vol. 18 Iss 3 pp. 243-257 Access to this document was granted through an Emerald subscription provided by 460805 [] For Authors If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write...
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...users of many kinds of social network media, like Twitter, Facebook, MySpac, blogs and YouTube. However, while there are many benefits of using social media for companies, they still face with many problems of the effects of using social network media by their workers, since many workers like to post their comments on social media freely, which may related to the company’s secret information, hence, although many organizations do not have clear guidelines for prohibiting employees from using social media, they still take measures to monitor their employees’ behaviors on social media. In addition, many organizations do not have social media policy, even they have, and the enforcement of the policy is not effective. In this situation, the case study aims to find out resolutions for how the social media policy could be implemented effectively in organizations with Singapore Airlines as an example. Two issues, including enforcement challenges, and de-motivating staff due to monitoring them, will be discussed, and respective resolutions will be presented to each issue for better designing or implementing the social media policies. Enforcement challenges Many companies face with challenges when enforcing social media policy. For example, companies that have implemented social media policy say that the enforcement is not an easy task. Additionally, even though companies have highlight that staff should not post information related to anything about the organization, the rule is often...
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...Examining the Relationship Between Emotional Intelligence of Managers and Organizational Commitment of Subordinates Dissertation Submitted to Northcentral University Graduate Faculty of the School of Business and Technology Management in Partial Fulfillment of the Requirements for the Degree of DOCTOR OF PHILOSOPHY by DANIEL R. BENNETT Prescott Valley, Arizona March 2011 UMI Number: 3452478 All rights reserved INFORMATION TO ALL USERS The quality of this reproduction is dependent upon the quality of the copy submitted. In the unlikely event that the author did not send a complete manuscript and there are missing pages, these will be noted. Also, if material had to be removed, a note will indicate the deletion. UMT Dissertation Publishing UMI 3452478 Copyright 2011 by ProQuest LLC. All rights reserved. This edition of the work is protected against unauthorized copying under Title 17, United States Code. ProQuest LLC 789 East Eisenhower Parkway P.O. Box 1346 Ann Arbor, Ml 48106-1346 Copyright 2011 Daniel R. Bennett APPROVAL PAGE Examining the Relationship Between Emotional Intelligence of Managers and Organizational Commitment of Subordinates by Daniel R. Bennett Approved by: air: Robert Miller, Ed.D Member: Jaime J. Klein, Ph.D. Member: Penny Ann Wilkins, D.M. Date -14- Certified by: School Dean: Arthur Lee Smith, Ph.D. Date ABSTRACT Evidence from numerous studies suggests that Organizational Commitment (OC) among employees...
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