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Macy's Organizational Behavior

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I work part-time as a flex beauty advisor at Macy’s. I’ve been working there for 3 years. Although I went to college for music and I teach music, beauty is another one of my passions. I enjoy working at Macy’s for the constant education, the family environment and the opportunity to change lives with my beauty skills. The department ran well when I first got there but over the past 2 years, we’ve lost an amazing manager and the dysfunction within the department has grown massively. The root causes of organizational issues stem from many behavioral issues from employees and management. Macy’s holds a very high standard on giving the “MAGIC” of Macy’s. It’s important to give the customers a great experience. As an employee, one must make sure …show more content…

Yes, they are different type of companies where as retail is direct contact with customers. So, with that argument it would be even more important for managers and supervisors to ensure that employees are satisfied. Instead the employees are made to feel expendable at every turn. Newstrom (2015) states that when an employee’s expectations aren’t being met, employees tend to have lower work satisfaction. A lot of contributing factors decrease the work fulfillment in my organization but the main issues stem from poor leadership: a lack of support, poor training, scarcity of appreciation, and an overabundant use of coercive …show more content…

A “good job here, but maybe if you tried this” could bring about a big difference in the acceptance of criticism and an employee would still feel recognition and appreciation. Suleman (2012) mentions in his newsletter “Recognition changes the employment relationship; it encourages teamwork and camaraderie, reinforces company culture and taps into discretionary effort. For management, not only are these elements directly related to achieving targets and goals, but it’s also a reflection of effective

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Macy’s is a well-established and diverse company. This comes with many different challenges in regarding Human relations between co-workers and customers. One of the challenges Zandra face is

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In the article, “Find the Coaching in Criticism” by Sheila Heen and Douglas Stone, there is a discussion regarding difficult conversations in the workplace regarding performance reviews and criticism. The article highlights the current downfalls of the way that feedback is being given to employees and how employees are taking the feedback that is given to them. Throughout the piece, various ideas are recommended regarding how feedback can be both provided and received. The complications between those who are giving feedback and those who are receiving feedback are far from one-sided.

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I am a Macy 's employee and customer for over five years working in the call center and now the logistics center. Over the last 6-12 months I have experienced several concerns with Macys.com orders. Each time I contacted Macys.com 's customer service the experience is always worst than the last one. I receive conflicting information and agents discounting the calls which results to multiply calls with the same experiences. The language barrier also impacts the experience because the associate does not respond appropriately.

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Organizational behavior is the study and application of knowledge about how people, as individuals and as groups, act with in organizations. An organization’s behavior will correlate their effectiveness with task achievement and it’s understanding of organization behavior is crucial in determining how to improve productivity. The human behavior can influence a company either negatively or positively depending on the company and the way they interact with employees and how the employees feel they are treated. At Engstrom Auto Mirror plant they had a decline in productivity plus production of low-quality mirrors, after being very successful for a period of time.

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Decentralized management and operations as well as the high peer pressure that existed at Nordstrom added to these extremely serious problems that led to litigations starting in 1991 by Local 1001 clerk union and could’ve cost Nordstrom its hard-built reputation in the industry. The sales per hour (SPH) incentive compensation

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It is with great enthusiasm that I submit my application for the position of Store Team Member for CVS. Although, my experience with customer service is brief I believe in working for a company that goes the extra mile to not only satisfy their customers but presents new challenges and opportunities. When I worked as an Sales Associate at Macy's, I learned that I am more than a cashier; I am a problem-solver, an advisor, and a friend. While working in the housewares department, I often provided insight to customers on which kitchenware would better serve their needs and even provide in-house demonstrations on special items. Even during the final stage of closing a sale, I realized the importance of acquiring and maintaining brand loyalty

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The management at Zappos attracts customers through exceptional service that has created a “WOW” philosophy and embedded it within the fabric and culture of the company. Zappos has several competitive dimensions in which they compete with other online retailers in the market. The company has always maintained its sales growth rate on the long-term basis at a certain output level. Therefore, the competitive advantages of Zappos have always been sustainable. The corporate culture of the company is nurtured and developed by its management team.

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Recognition for hard work is a great way to accomplish a positive work environment. If an employee receives recognition and positive reinforcement, they will the prompted to continue carrying out the hard work. Recognition can range from a small verbal recognition by another employee or a superior; to a pay raise or promotion in the company. Even the smallest bit of recognition can change how an employee works and their opinion about the company. Smart companies do not want their employees to be unhappy, without recognition, there is no reason for an employee to be positive in their work environment.

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I found that is more than management, it is to ensure that the experience of a customer is simply outstanding, while the motivation of a team of employees to effectively fulfill the following responsibilities: service exceptional customer service, building and maintaining a customer base loyal customers, train and guide the knowledge and application of the product, call customers for tracking, organizing events, managing the arrival of new merchandise, and the work team to meet individual, team and store objectives. All these factors I have now a good

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Using constructive criticism can be an effective tool for management to encourage and provide support to employees who could improve. Other benefits of implementing constructive criticism in the workplace is that it can help make your product or service stronger. Providing feedback for improvement will result in more efficient productivity. Providing constructive feedback to employees not only helps improve their performance but it can also help a manager think about how they work and self-evaluate themselves to access where they may need improvement. When implemented correctly, constructive criticism can be a very effective tool for management.

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Sam Walton always said the greatest risk to his business was that his customers would stop buying at his stores. That fear translated into customer fanaticism is strengthened by HR to this day. Traditionally, everyone is focused on improving every aspect of customer service, because they know the greatest risk of all may depend on it… their own job.

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This risk increases through hyper-responsiveness, which is constant catering to the customer’s needs and wants, while abandoning the organizational culture. Put another way, “loss of organizational culture is when processes of mirroring and impressing become all-consuming that they disassociated from the processes of reflecting”. Seen in Zappos’ CEO, “If I’m living my life through these 10 core values, it all goes towards building the Zappos brand while shaping me personally as well”. In conclusion, Zappos has some potential to suffer from cultural narcissism and decline, although because of their constant innovation, open communication, self-reflection, core values and top management team the current risk is not

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In the end, job satisfaction also plays an important role through satisfying the customers, satisfied employees have a

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Before I attend to this class, I think Organizational Behavior (OB) is a concept how behavior affects the management, leadership and relationship among people in an organization resulting from the meaning of OB word by word. Nevertheless, this assumption was changed after I attend the Organizational Behavior class, which has the subject code BUS 314 thanks to my lecturer- Mr. Nguyen Dinh Hoang, who put huge efforts to inspire me to learn this subject. At the beginning of this course, he drew an overview of Organizational Behavior, is a field of study that explores the impact of three determinants: individual, groups and structure of an organization.

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If there is a choice, the evaluators should try to choose to give the feedback on the job itself instead of feedback about the personal criticism to the employee. There is no one would like to be disrespected. However, if the evaluators want to give the feedback that is not really be encouraged like on personal criticism, the evaluator can learn to give the feedback in a positive way and positive tone, so that the employee can accept the feedback easily. The feedback that is received by the employee might affect the future performance. There is a possibility that the employee might lose of confident rather than perform better about the feedback given.

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