Waitrose and its Organizational Behaviour Structure Case Study

Waitrose and its Organizational Behaviour Structure - Case Study Example Last year, Waitrose registered gross sales up 251.6 million pound which is 6.8% to just under 4.0 billion pound. Waitrose operating profits (excluding property profits of 8.6 million pound) has increased 38.3 million pound which is 22% increase to 212.1 million pound. It is likely to grow at the rate of 3.6 % (excluding Petrol). It has the market share of 3.9% and has registered growth in operating margin by 5.4% (excluding property profits). Waitrose sales have growth by 47% in last four years. Its market share of the UK organics market stands at over 18%. Sales density of Waitrose has increased by 2.3% to 1,038 pound per square feet. Due to its higher product quality, Waitrose achieved 13 out of 18 quality standard industry awards. Waitrose has maintained its long-term relationship with farmers and suppliers and committed to support and sell only British farm products. Waitrose is providing specialized services to provide knowledge of the products to its customers. So Waitrose aims to combine the convenience of supermarket with the expertise and services of specialist shop and offer price commitment to ensure its customer to get good value for money at Waitrose. These are the sole reasons why Waitrose voted as the most favorites. These are the sole reasons why Waitrose voted as the most favorite grocer of U.K (All the data has been extracted from the website www.waitrose.com ). Individuals as an employee are motivated through the fulfillment of their desires & needs, and is the base for the fact that why people behave in a certain way to achieve their personal goals. The two factor theory (sometimes also called motivation-hygiene theory) was proposed by psychologist Frederick Hertzberg. According to Hertzberg, the factors leading to job satisfaction are separate and distinct from those that lead to job dissatisfaction. Therefore, managers who seek to eliminate factors that can create job dissatisfaction may bring about peace but not necessarily motivation. They will be placating their workforce rather than motivating them. As a result conditions surrounding the jobs such as quality of supervision, pay, company policies, physical working conditions, relation with others and job security is characterized by Hertzberg as hygiene factors. When they are adequate, people will not be dissatisfied; neither will they be satisfied. If we want to motivate people on th eir jobs, Hertzberg suggested emphasizing factors associated with the work itself or to outcomes directly derived from it, such as promotional opportunities, opportunities for personal growth, recognition, responsibility and achievement. Maslow's hierarchy of needs theory based on five needs, first two lower needs and later three upper needs (Physiological, Safety, Social, and Esteem & Self Actualization) has received wide recognition, particularly among practicing managers. This can be attributed to the theory's intuitive logic and ease of understanding. In the later years, Alderfer has reworked Maslow's need hierarchy to align more closely to empirical research. It is revised need hierarchy is labeled ERG theory (Alderfer, 1969). Alderfer argues that there are three groups of core needs- existence, relatedness & growth. The existence group is concerned with providing basic requirement, which Maslow considered to be physiological and safety needs whereas relatedness considered Masl ow's social needs and the external component of

The Coaching Philosophy of Dr. Jack Ramsay Assignment

The Coaching Philosophy of Dr. Jack Ramsay - Assignment Example He was able to produce good results in his first major role as a coach, as he led the 76ers to three playoff appearances in four years, before moving on to do the same for the another NBA team, Buffalo Braves. (Dave, 2013). During these coaching stints, he fine tuned his coaching skills and the related philosophy, and it was optimally exhibited during his coaching of Portland Trail Blazers. When Ramsay landed on his job in Portland, Blazers had a very poor record, as they missed making to the playoffs and also could not came up with any positive winning streak in their short six year history. However, Ramsay with his optimal coaching methods plus philosophy, and by strongly imbibing those methods among a group of young and fresh individuals, made the Blazers a potent team in the 1977 season and led them to their maiden as well as their only NBA title till date. â€Å"Ramsay conducted a stunning symphony of basketball that even now testifies to the way the game should be played.† (Dave, 2013). Although, Ramsay was blessed with strong knowledge about the game of basketball, what made him successful was, he combined that skill with his good player or man-management skills. Cultivate a work ethic One of the basic approaches he followed as part of his coaching philosophy was cultivating a strong work ethic among the players, particularly regarding fitness. Being a supremely fit person himself, who participated in grueling triathlon races, Ramsay was considered one of the early coaches to stress the importance of physical fitness. He viewed general exercises like running, swimming and weight training, as a means to elevating the physical fitness of the basketball players, and thereby making them more agile, speedier and at the same time endowed with good stamina. In the book, Dr. Jack's Leadership Lessons Learned From a Lifetime in Basketball, Ramsay had this to say about fitness regime including weight training, â€Å"They not only focus on gaining strength, but also have techniques for improving agility, speed, quickness, and stamina. There is an accepted theory that strength plus quickness equals power, and power translates into improved performance in every sport.† (Ramsay, 2004, pg.105). Thus, he was of the opinion that peak fitness will result in peak performance from the players. Due to this opinion, he pushed the players to follow a strict fitness regime as part of a strong work ethic. â€Å"He put his team through conditioning drills and took them seriously.† (Dave, 2013). This cultivation of fitness centric work ethic reflected in the game plans formulated by Ramsay, and also positively in the performance of the players. Optimal fitness and the resultant agility as well as the speed of the players facilitated Ramsay to use fast break as the first option. â€Å"He didn't want his bigs to hold rebounds or slow the game. Grab it, turn, fire the outlet, and get down the court. If the guards couldn't get a layup the c enter could fill the lane on the secondary break.† (Dave, 2013). Thus, it is clear how his strong work ethic in relation to fitness provided good benefits to his teams. Good communication Another key approach he adopted as part of his coaching philosophy is building or having good communication with the players. He developed his communication skills throughout his career by maximally interacting with his players, understanding them and even by learning from his mistakes in