Taking A Look At Ace Hardware Company

Another comment was provided by a cashier who has worked with the company for more than three years. This person recognized that the job is made better through the good working relationships established with the group (Glassdoor (a) 2015). However, the cashier looked at work as routine and provides no career advancement. This comment confirms the previous comment posted by another employee in a different outlet. Based on the period dates of the comments, no improvement has been made regarding employee development.
Still another comment from another employee in 2013 indicated a consistent interactional/relational atmosphere in the company. This full-time employee, working less than a year at Ace Hardware, mentioned that people are “very friendly

Glassdoor ( c ) presented further comments of other employees at different points in time which included:
• “Great work-life balance,” “Great and flexible people” – full-time employee, more than 3 years, 2013
• “good place to learn about hardware, great for younger folks,” “good way to interact with the community,” “great retail experience” – full-time employee, more than one year, 2013
• “good pay for the work you do” – full-time employee, more than one year, 2015
• “satisfaction from helping customers with a difficult problem”, ordering and vendor systems provided “a sense of job satisfaction and responsibility’, “small group creates a sense of family”, “decent employee discount” – full time employee, working more than a year, 2015
• “do not expect anything but eternal servitude,” “decent location, steady stream of customers, easy going workers” – full-time employee, working less than a year, 2015
• “great environment, love the small-town mentality” – part-time employee, working more than one year,

This provides an atmosphere where people feel good about their working relationships as they are treated like family members. Customers are treated well and employees value and learn from the interactions and service orientation.
On the one hand, if employees prioritize other values, they may express job dissatisfaction and eventually resign from the company. These sources of dissatisfaction were consistently mentioned to be “few advancement opportunities” (full-time employee, working more than a year, 2015), “hate being used” (part-time employee, working more than one year, 2015), and “fairly low wage and limited flexibility” (full-time employee, working more than one year, 2015). The lack of advancement opportunities appears to be the more common complaint.
A different perspective is offered by Art Pulis, an educator, who had participated in the annual Ace-Hardware-Guys-Who-Grill competition in Wickenburg in 2011. He implied that companies who practice the “Golden Rule” provide a favorable experience for people. The event was presumed to be participated in by the employees of the company. The turnout of the event was perceived to be successful according to Pulis. He further said that activities like these derive good community response and monetary benefits for members of the society – the business, its sponsors, and the general public. He commended that