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Publix Supermarket, Inc.: Business Analysis

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positive change to the people it serves as they encourage their green initiatives, to support and share fresh ideas and unique perspectives by hiring different kinds of people, cultures, and abilities (Publix, 2014). Moreover, Publix continues to thrive as they continue to serve a wide variety of customers, support a diverse community that provide the right product in the right store location, while continuing to purchase products from mainstream and diverse vendors and suppliers (Publix, 2014). Rhode (2006), states that organizations like Publix Supermarket, Inc could be more inclusive in their philanthropic giving by increasing self-awareness of intrinsic problems towards their mode of social problem solving (p.263). Additionally, the Publix organization clear strategic plan includes human and financial resources to help implement their proposed workload of their business plan, the mobilization for …show more content…

However, by clearly understanding the true depth of diversity and knowing, it is not just a moral issue, still allows for acceptance in much more diversified areas that is not limited to filling quotas and applying with affirmative action’s initiatives. Additionally, going beyond and not limiting themselves to just one African American manage, Indian Manager, or one person of color per department but open a wider range in hiring employees based on needs, experiences, and opportunities offered per store locations. On the other hand, prior to competing this paper, the student visit 3 regular Publix Supermarket in the geographic zip code of 30044 to study the diversity composition in addition to evaluate personally if Publix hires in the same pattern across the board in all their supermarket

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Finally, John must be an achiever. Since teamwork is key to the success of the store, John must maintain his positive work environment with associates when everyday life seems to be stagnant. He is able to give enough time and attention to several managerial duties while completing his daily personal goals during turbulent times. John delegates duties to associates when needed. For example, ordering supplies, counting supplies and checking for out-dated merchandise.

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Purpose To be an innovative grocery store by providing friendly service, clean stores, quality merchandise, and speedy check-out lanes throughout our locations. Vision To provide excellent customer service that exceeds expectations while building long-term relationships with customers.

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Publix has little fewer than 200,000 employees and 1,110 stores locations across seven states in the southeastern United States. Publix’s focus is on enhancing the customer service, which has helped to differentiate them from competitors and has kept the customers satisfied and wanting to come back. The customer’s experience is paramount for Publix and has been demonstrated consistently

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As part of its social responsibility, the core of every organization is its employees. Publix has merged in areas of social, economic, and environments impact, and consideration of human rights, for business managers to remain productive on a moral-ethical scale, to linger employee turnover rate. Publix plans to install solar power at all locations and finding new ways to cut down on waste. Also, the company is starting to offer on-demand fast and quick services of grocery and liquor front door, same date pickup, and home delivery.

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Publix is a grocery store that I am familiar with in Huntsville. Publix stands out from its competitors like Kroger, Piggy Wiggly, Wal-Mart, and Whole Food Market for many reasons. For starters, Publix has a unique rewards program. For example, the Publix baby club and Publix Paw are free to join and include monthly savings and expert tips on baby and pet items. Publix also has two for one coupon which in contrast most of their competitors do not have available.

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Abstract: This paper examines how JPMorgan Chase, one of the world's largest financial institutions, leverages diversity to foster an inclusive workplace and drive business success. By implementing a range of diversity initiatives, fostering an inclusive culture, and promoting diverse leadership representation, JPMorgan Chase has demonstrated a commitment to leveraging diversity for innovation and growth. This paper explores key strategies and practices that have contributed to JPMorgan Chase's success in promoting diversity and inclusion within the organization.

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There is diversity when it comes to race, age, and education. For example, my manager is a lady of color, and my assistant manager is Hispanic. All the employees ages ranges from 45 to 23 to 19, and more ages in between. Finally, our education is different. I am the only one in college while the rest of the employees were finished after high school.

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Ann and Ryan both work in human resources at a popular retail store, Chern. They both find it important to comply with the equal employment opportunity laws. It has been several years since they have analyzed their workforce for discrimination. Chern holds managers and supervisors responsible for their conduct, and ensures this by hosting diversity training; moreover, Chern realizes there is still a risk associated with adverse impact. Based on Chern’s sales associate position at its flagship store we will evaluate evidence of an adverse impact and offer suggestions to improve its workforce.

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The Houston Texans Organization does not place a considerable measure of emphasis publicly on diversity and inclusion, however, simply by observing the employees you realize how diverse of an organization the Houston Texans are. According to the Human Resources Department, the Houston Texans are an equal opportunity employer. Trang Do, Human Resources Manager, runs an equal opportunity employer commission (EEOC) report quarterly; nevertheless, the Houston Texans are a private company and the information happens to be unavailable to the public. Since I am unable to have access to the EEOC report, I will rely on my observations regarding diversity and inclusion.

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This paper examines Bateman and Snell’s research against the case study video entitled “Diversity in Hiring: Candidate Conundrum” to propose that additional examination be conducted to decide whether Robert Gedaliah or Paul Munez was correct in their decision making pertaining to whom to hire for the Outreach Customer Representative position. Discussion Summary This week’s video discussed diversity in hiring. Robert Gedaliah is the Founder and President of Beck ‘n Call.

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Introduction Since 1996, Royal Dutch Shell (Shell) had been promoting the diversity and inclusion (D&I) initiatives, which aimed to increase the variety of compositions and values the differences such as, age, sex, gender, race, nationality, and education (Sucher & Corsi, 2012, p. 5). Yet, Voser’s, the new Chief Executive Officer, Top Management Team (TMT), was dominated by middle-age American and European men from 2008 to 2009. Because diversity could have both positive and negative impacts on the company (Webber and Donahue, 2001) and the nature of industry as well as the contextual circumstances could both support or hinder various diversity characteristics (Cannella et al., 2008), the implications regarding the short run situations and

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The ways in which diversity can impact on work and work relationships: Cultural diversity can affect the workplace in numerous ways. Negative impacts can include miscommunication, creation of barriers, and dysfunctional adaptation behaviors. Positive impacts can include building a sound knowledge base fellow colleagues, which can make for smoother integration of the organization into foreign cultures. Many organizations have recognized that the workforce is changing and they are working to create a work environment in which diversity and difference are valued and in which employees can work to their fullest. They are dealing with the problems that arise when people in the workplace communicate.

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The organization I work for, Starbucks is highly diversified. In my opinion, Starbucks successfully employs each of the seven diversity components: “authentic leadership commitment, clear organizational communication, inclusive recruitment practices, long-term retention strategies, incorporating diversity into main work of the organization, diversity management metrics, and expansive external relationships” (Cañas, Sondak 2014). With that being said, Starbucks could improve by incorporating diversity into main work of the organization. One way Starbucks proves their commitment to diversity is authentic by holding a diverse board of directors. Of the seven board members, three are women and one of these women is of an African descent.

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Key works: workforce diversity, contract workers, employees, diversity, divergent attitude, human resource management, international employees, consumers, consumer behavior, empathic marketing 1.2 Thesis Statement Diversity in the workforce provides unique employment opportunity and benefit, strengthen organizational outcome and further provides a platform to Exchange culture and lifestyle. On the other hand diversity workforce challenges increased in cost of training requires HRM careful employee’s selection and increased conflict due to demographic differentiation. 2 Part

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Diversity management can defined as an activity that recruits diverse employees such as women and minorities into the workforce and it’s also can increase the competitive advantage of the organization. (Stone 2013). By applying diversity management, a more productive environment will be created so everyone would have a feeling of they are being valued and their talents are being fully used resulting in their organisational goals are achieved.. (Kandola and Fullerton 1994, p. 56). Equality legislation helps the employers to know better on how to recruit and treat their employee fairly and also helps to promote diversity in the workplace. (Nibusinessinfo n.d).

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