Organizational Behavior: Wegmans vs. Nugget Market
Introduction
Effective employee motivation has been one of management’s most difficult and important duties (Kinicki, 147). There will always be employees that are and are not motivated in their jobs and managers need to understand the psychological processes behind motivation if they want to successfully guide employees toward accomplishing organizational goals (Kinicki, 147). According to CNNmoney.com, the “100 Best Companies to Work For” are ranked by employees themselves. When trying to place different companies on this list, two-thirds of their score is based on results of a survey that is sent to a random sample of employees asking such questions like their views on management 's credibility, the camaraderie they get from the job, and, of course, their job satisfaction. Wegmans, a supermarket founded in 1916, is ranked number three, while Nugget Markets, a supermarket founded in 1926, is ranked number five (100 Best, 2010). How have these two companies achieved such high points with their employees? Both companies have found ways to motivate their employees. Whether it’s through benefits and rewards, helping to fulfill certain needs, offering job advancement to enlarge or enrich these jobs through skill variety, or developing interpersonal relationships at work, Wegmans and Nugget Markets have certainly done their part.
Wegmans Rewards Being ranked as the third highest company to work for, it seems as if Wegmans must have some secret behind their superior work ethic. The answer is quite simple; they treat their employees with respect and provide them with extrinsic rewards, which ultimately cause the employees to be intrinsically motivated and help in the success of the organization. Monetarily, Wegmans provides “merit raise evaluations every January and June” based on performance and additional year-end bonuses (Boyle, 2005; Werner, 2010).
Supplemental compensation is surely appreciated by the employees, but it is the work experience and skill
Effective employee motivation has been one of management’s most difficult and important duties (Kinicki, 147). There will always be employees that are and are not motivated in their jobs and managers need to understand the psychological processes behind motivation if they want to successfully guide employees toward accomplishing organizational goals (Kinicki, 147). According to CNNmoney.com, the “100 Best Companies to Work For” are ranked by employees themselves. When trying to place different companies on this list, two-thirds of their score is based on results of a survey that is sent to a random sample of employees asking such questions like their views on management 's credibility, the camaraderie they get from the job, and, of course, their job satisfaction. Wegmans, a supermarket founded in 1916, is ranked number three, while Nugget Markets, a supermarket founded in 1926, is ranked number five (100 Best, 2010). How have these two companies achieved such high points with their employees? Both companies have found ways to motivate their employees. Whether it’s through benefits and rewards, helping to fulfill certain needs, offering job advancement to enlarge or enrich these jobs through skill variety, or developing interpersonal relationships at work, Wegmans and Nugget Markets have certainly done their part.
Wegmans Rewards Being ranked as the third highest company to work for, it seems as if Wegmans must have some secret behind their superior work ethic. The answer is quite simple; they treat their employees with respect and provide them with extrinsic rewards, which ultimately cause the employees to be intrinsically motivated and help in the success of the organization. Monetarily, Wegmans provides “merit raise evaluations every January and June” based on performance and additional year-end bonuses (Boyle, 2005; Werner, 2010).
Supplemental compensation is surely appreciated by the employees, but it is the work experience and skill
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