Examining Emotions, Attitudes, and Job Satisfaction
Dr. Thomas Schaefer
Leadership and Organizational
July 20, 2014
Trader Joe’s founder had a perception for his stores after vacationing in the Caribbean. He perceived that the customers would try new things while on vacationing. Also realized that less is better. Many time customers buy more when there is less to choose from in that store. Their attention is only selective when there is not a big variety of supplies.
Trader Joe case describes the business practices and how they reinvented themselves. Trader Joe’s set themselves apart from the 7- Eleven style store they had and ...view middle of the document...
To benefit enhancement to that viewpoint, Trader Joe’s have faith in promoting from with-in. Trader Joe’s believes in that it nurtures its employees with a promote-from-within philosophy, and its employees earn more than their counterparts at other chain grocers. Outlet managers are highly compensated, partly because they know the Trader Joe’s system inside and out because managers are hired only from within the company. Future leaders are enrolled in training programs such as Trader Joe’s University that fosters in them the loyalty necessary to run stores according to both company and customer expectations, teaching managers to imbue their part-timers with the customer-focused attitude shoppers have come to expect. Trader Joes instill into their employees customer service values by asking them to know the consumer.
With Trader Joe’s casual and nontraditional work environment, newly hired shift leaders often find it hard to establish themselves as skillful managers of their team.
Trader Joe’s has been ranked by Fortune magazine “among its best 100 places to work (www.studymode.com). At Trader Joe’s their primary focus is a sharply edited assortment of
Today’s leaders need to develop their emotional intelligence in theory and in practice (Butler, Deborah). Coaching behaviors are important not only for executives but for supervisors, managers, and employees as well. Coaching behavior enhances individual’s sustainability. In this this case study managers can effectively manage relationships by promoting positive attitudes among all employees and customers. Job satisfaction reflects a person positive or negative feelings toward a job, co-workers, and the work environment. Also job involvement is very important. Job involvement is the extent to which and individual feels dedicated to a job. Three different positions have been advanced about casualty in the satisfaction-performance relationship. The first is job satisfaction causes performance; next is performance causes job satisfaction; and last job satisfaction and performance influence one another, and are mutually affected by other factors such as the availability of rewards (Schermerhorn). Attitudes not only effects job satisfaction and performance but also the relationship with customers. Managers and employees should never express negativity around customers at any given time this type of attitude can cause loss of sales. We tend to perform better when we can recognize and deal with emotions in ourselves and others. When our emotional intelligence level is high we are able to cope with all attitudes and behaviors at any given time. Success comes easier if I shall say when we possess and can identify the four key competencies in being a leader. The four competencies are self- awareness, social awareness, self-management, and relationship management. Managers must be in a good...