Case Study

Title

Human Behavior in an Organization

Midterms AY 2017-2018

Name:

Date Submitted:

Submitted to:

Case Study HBO Page 1 of 5

Executive Summary

Statement of the Problem/Discussion Questions

Intro par…..

The following are the discussion questions:

1. What are the policies and procedures does Whole Foods enact to allow it to develop

a successful associate team?

2. What impact do you think that the process of allowing team members to vote on

hiring new members has on the dynamics and performance of the Whole Foods teams?

3. Whole Foods has been opposed to the unionization of its associates. However,

associates on Madison, Wisconsin, store voted to become unionized. That types of

conflicts or power struggles may have this to occur?

Causes of the Problem/Situation

Whole Foods management model breaks with the conventional mind-set in

managing. Whole Foods, by focusing on workers and their contribution to constant

company improvements, showed that is possible to get a real competitive advantage.

The fundamental work unit of the company is the self-directed team. Such teams

meet regularly to discuss issues, solve problems and appreciate each other’s

contributions. Every employee belongs to team. Whole Foods structural organization is

very decentralized, the basic operating unit is based on teams; each team -such as

grocery, bakery, fruits and vegetables, meat and seafood, cashiers, prepared foods-

Case Study HBO Page 2 of 5

Decision Criteria and Alternative Solution

Policies and procedures Whole Foods enact to allow it to develop a successful

associate team

A research conducted by Kristin Pearson about Whole Foods Markets’

Leadership and Employee Retention, done through field research and observation

presents the following interpretation. The theories that emerged from it are some of the

policies and procedures the company enact to develop associates team.

Mission and values driven culture:

Based on interview responses, all six employees agreed that the company most

certainly operates according to its mission and values; “They take care of their

employees, we have high quality products and offer the best customer satisfaction”, The

fundamental culture is instilled in the team from day one, four of the six interviewees

reported that the most common reason for voluntary leave from the company was

conflict due to the employee not being a good cultural fit. Research showed that people

who reported greater compatibility between personal values and the values of their

organizations also reported significantly greater feelings of success in their lives, had

greater understandings of the values of their managers and coworkers, were more

willing to work longer and harder hours, and felt less stress at home and on the job

(Shriberg, Shriberg, & Kumari, 2005).

Laid back, team centered atmosphere:

Case Study HBO Page 3 of 5

Recommended Solution, Implementation and Justification

As presented above, the treatment its employees are above average. The

compensation and incentive are fair when compared to other employers. But still recent

development that is occurring in the last few years has brought changes to the business

environment, internal and external.

Based on the information gathered, the researcher came up with the following

recommended solutions.

WHO WHAT WHEN HOW

Top 1. Business Semi-annual or  To be equipped with the

management Environment and ASAP latest trend in the business,
Cost center review this could be outsourced so
2. Opening smaller Depending on the that the review will not be
stores(like 7 11) market biased. Internal Review of
review/feasibility the supply chain and
consumer behavior must
be done also. Identifying
admin expenses or
overhead cost that can be
reduce without affecting
the quality of service
 Review of the costing of
products, to have a
competitive pricing also
 To reach the masses of
buyers, convenience is a
factor. Putting many
smaller stores open 24
hours in crowded places
Marketing Loyalty program Year-round  Offering loyalty programs
department Competitive pricing that is unique from other
organic grocery store
 Researching or
benchmarking other
companies.
 Market research
Human Communication Program Year-round  Providing a hotline for
Resource Dept. employees where they can

Case Study HBO Page 4 of 5

 suggest or voice out if
there are any issues to be
resolve.
 feedback form from
customers
 Putting posters or giving
items to employees with
the slogan or company
visions to remind them of
their responsibility
Associates/tea Seminars At least Once  About conflict negotiation,
ms every quarter communication and
Motivation
Here are the contingency plans for Whole Foods Market.

 Acquire ownership(stocks) in other grocery companies, that is their competitor.

 Diversify the investments of the company. Based on consumer preferences, it

can be related to the food industry like restaurants or not related like real estate.

External Sourcing

Cuenllas, Arturo (2013). WHOLE FOODS MARKET MANAGEMENT CASE STUDY: A

BENCHMARK MODEL FOR HOSPITALITY. https://conscious-hospitality.com/whole-
foods-market-management-case-study-a-benchmark-model-for-hospitality/#more-69
retrieved July 24, 2018

Case Study HBO Page 5 of 5