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Justine Rancy, Brett Melnick, Scott Cameron, Hanif Charania, and Roberta Carson Organizational Behavior 261:12 Atlantic Superstore Antigonish

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Presentation on theme: "Justine Rancy, Brett Melnick, Scott Cameron, Hanif Charania, and Roberta Carson Organizational Behavior 261:12 Atlantic Superstore Antigonish"— Presentation transcript:

1 Justine Rancy, Brett Melnick, Scott Cameron, Hanif Charania, and Roberta Carson Organizational Behavior 261:12 Atlantic Superstore Antigonish http://www.theguardian.pe.ca/Business/2012-05-07/article-2972864/Zellers-pharmacy-making-move-over-to-Atlantic-Superstore/1

2 Introduction Atlantic Superstore Antigonish Imposes a Managerialistic view on the corporation Division of LobLaws Ethnographic approach Power Culture http://blu.stb.s-msn.com/i/C6/D382E461119E159EBE7C2A5E4FBD.jpg

3 Culture at Superstore Integrated perspective on culture Vertical structure in organization Task oriented Predominantly role culture Human Resources Department Attempts to improve colleague engagement Regular feedback Awarded Canada’s Top 10 Employers for Young People and Canada’s Top 10 Most Admired Corporate Culture Programs

4 Culture: Values “Clarify what is important in our organization, and guide our behavior and decision making”. The values are outlined as: Customers matter most We respect each other Getting better every day Care for community and environment

5 Care for Community & Environment President’s Choice Children Charity (PCCC) The PCCC offers financial support to disabled children National Premier Sponsor of Breakfast for Learning Funds the Boys & Girls Club of Canada’s PCCC Basic Needs Brighter Future Program Superstore employee involvement with PCCC (Loblaw Companies Limited 2011c)

6 Power at Superstore The One Dimensional Model Person in power has the ability to get others to do what they want System of management at Superstore shows that they have this form of power over their employees Ex) Produce Manager asking employee to stock shelves with fresh lettuce, employee in return will stock the shelves without questioning the manager Managerialist Approach Hierarchy: People of higher levels have more power Excellent management style in the workplace of Superstore because of the substantial size of the company

7 French and Ravens Five Sources of Power within Atlantic Superstore French and Ravens Five Sources of Power: Coercive, Reward, Expert, legitimate, and Referent Power Coercive Power Management having the ability to fire/reprimand employees Superstore being a unionized company Potential threat of strike Reward Power Pay, promotions, and Benefits Employee Reviews Referral Bonuses

8 French and Ravens Five Sources of Power: Coercive, Reward, Expert, legitimate, and Referent Power Expert Power Seniority for the more experienced / higher skilled worker Legitimate Power Positional authority Referent Power Charismatic, Motivational French and Ravens Five Sources of Power within Atlantic Superstore

9 Conclusion Culture Role Structure discourages employees creativity Consistent culture programs across superstore. Values are created and imposed by head office. Ex) Workers are given the opportunity to support the President’s choice Children charity, however are not given opportunities to support local charities. Power One Dimensional Model of power. This structure is good because of Superstore’s size.


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