A Unique Partnership Drives Wegmans
AUnique Partnership Drives Wegmans
AUnique Partnership Drives Wegmans
CaseSituation
Wegmansis a foodstuff enterprise located on the East Coast. The familybusiness has more than seven outlets in six cities. As agrowth-oriented organization, Wegmans analytically examines factorsthat can ensure the contentment of its staff. The company was namedas one of the most employee friendly firms in Fortune Magazine.Unlike other businesses, Wegmans understands the value ofcapitalizing in its workforce. The organization regards this as themost integral facet to ensuring consumer satisfaction (Griffin,2014). The paper analyses how Wegmans’ approaches to strengtheningand rewarding managers and employees have developed an atmospherethat motivates the workforce, as well as what the company needs to doin relation to its current practices.
Analysis
Thenaming of Wegmans in the Fortune magazine was worthwhile consideringthe company’s engagement to business productivity. The firm allowsflexibility in terms of work timetables and also providessatisfactory healthcare benefits to the employees. The managementunderstands that these are the essential aspects if it has to remaindominant. To the company, health and flexibility are fundamental thansalaries (Griffin, 2014). The business focuses on these areas becauseit desires to have permanent employees who have full level of skillsin the industry operations.
Inaddition, the company ensures faith in leadership by its mechanismsof reminding the management that they are the key to the success ofits operations. It offers incentives such as scholarship awards,reduced work durations, discounts at the gymnasia, homeworkingallowances, as well as spouse welfares. Similarly, these incentivestend to be more important than the actual wages. The scholarshipsguarantee that the company has motivated employees as a result ofproper training (Levering & Moskowitz, 2015).
Furthermore,through the company’s ways of building experienced and loyalworkforce, it is able to ensure that a good number of the customersare satisfied. The gratification that results from the variousapproaches equally ascertains that there is a high degree of employeeengagement to the company’s operations. This makes it possible forWegmans to work for the realization of its longer-term corporatestrategies. Employee satisfaction at the company makes it attract themost skilled individuals (Griffin, 2014). Consequently, the firmmanages to gain more benefits as compared to the amount of financesinvested.
Thevarious benefits at the company are what have made it have highlymotivated workforce, and this has been effective as its tactic ofemploying and retaining experienced personnel. The overall effect islow rates of employee turnovers. The possession of devoted andknowledgeable workers makes it possible for the organization to bemore competitive than the competitor companies (Levering &Moskowitz, 2015). More importantly, the business`s family-friendlynature leads to reduced challenges during inheritance.
Conclusion
Thecompany should continue with its view that health is even moreimportant than salary. Any company can take advantage of theprivileges brought by emphasizing on health than wages. While thereis the need for better remunerations, the employees equally want tohave flexible work schedules because they consider it important tohave a stress-free life. Nonetheless, there are potentialshortcomings from Wegmans’ approach. A business that substitutessalaries for proper healthcare is obliged to show a high level ofrespect for the workforce. Without esteem, the personnel wouldreadily forego the low salaries for better-paying employers.Moreover, it is possible that no younger individuals would opt towork for Wegmans because they are not easily enticed by the healthrewards.
References
Griffin,R. W., (2014).Businessessentials.Pearson Education Canada.
Levering,R., & Moskowitz, M. (2015). The 100 best companies to workfor.Fortune, 51(2),61- 90.
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