Whole foods SWAT analysis organization design class Essay

Whole foods SWAT analysis organization design class - Essay Example The explicit set of core values underscore the commitment of Whole Foods personnel in delivering foods that abide by the highest quality standards and adhere to compliance with the following: organic farming, seafood sustainability, animal welfare standards, caring for communities, and whole trade guarantee (Whole Foods Market: Mission & Values); The financial success of Whole Foods over the last five years, as measured by its net income figure had been on the uptrend, from $49.68 million in December 31, 2009 up to $146.00 million in the same period in 2012; which is indicative of a 194% growth rate of the three-year period (Whole Foods Market Net Income Quarterly); The management team and leaders of Whole Foods have continued to stir the company towards success through a proactive stance in leadership, strategies design and implementation, as well as in applying the most effective management styles. Likewise, it was evident that the management team has consistently provided appropriate motivation, rewards, and incentives for all its personnel to accord them professional growth and continuous development; Has always and consistently been recognized by Fortune among the 100 Best Companies to Work For (Whole Foods Market) for 16 consecutive years; attesting to the high job satisfaction and exemplary motivation accorded by the management to all of its personnel. Although the organization has manifested steady and continuous growth in strategic store locations, it could be deduced that the locations are confined to three main areas: the USA, Canada and the UK; as such, there is a lack of market expansion and exposure to other international markets; Since the ingredients are all natural and organic, the prices of their products are relatively more expensive than other traditional food items and therefore, the target market is limited to the middle-to-higher income groups. Whole Foods is continually looking for strategic store locations, and it

Cross-cultural Training literature review ( International HRM) Essay

Cross-cultural Training literature review ( International HRM) - Essay Example Although cross-cultural study proceeded throughout the 1980s, the 1990s faced an ups and down in the account of research committed to Cross-cultural training. The increasing rate of economy globalization was one accelerator for the expanded interest in CCT. Moreover, research pointed to cross-cultural problems in the workplace has expanded in importance because researchers have been unable to find out the minor issues and to specify their research advances into an implementation. Particularly, multinational corporations (MNCs) have not yet designed many of the CCT policies that researchers present because the researches by the researchers have not completely solved the issues and the controversies lying under the goals, content, objectives of Cross culture training. The programs designed for encouraging cross culture environment is an objective to train people to live and survive in a cross culture environment. In early days, it was hard to cope up with different cultures at workplac e. Usually, people from developing countries feel depressed while working at multi cultural environment. People feel more pressure especially people from under developed countries. There was a need to cope up with the cultural difference and to treat all employees on the basis of their work and progress, rather than rating them on the basis of culture, race and religion. First study on Cross culture training was done by Brislon with the topic â€Å"Cross culture Orientation program† (Brislin, 1981). In the end of the year, other researchers realized the fact that there is more effort required to train the people to live abroad comfortably, with the passage of time, the field is now being referred as Cross culture or intercultural training worldwide. Paige (1986) described cross culture training as the program designed to prepare people to live outside their country and to work with confidence without being in the pressure of other cultures. Other researchers define cross cult ure training as the program to prepare people for the success in their jobs and to improve their interpersonal skills. The main idea of the programmers is to train people for the moment when they deal extensively with the people belongs to culture than their own. There are several training programs are in progress under different organizations and groups. These programs are influenced by experts who have great knowledge about the range of issues people face while working in the cross culture environment. These programrs do not train people only for any other country but also for their home land. In 1950’s, Oberg introduces the term â€Å"Cultural shock† describing the issues people face when they deal with people from other cultures. He described the term† Cultural shock† as a disease of people who have suddenly been transported aboard and presented as the predicated by the anxiety that results from losing all familiar signs and symbols of social intercours e. Thus, he described the term as the issues people face while moving or dealing with other cultures. The symptoms of cultural shock include both physical and physiological complaints. Physical person may feel headache, dyeria and psychological a person might feel depression. The concept of cultural shock encouraged people to provide training in this domain. The contrast American Method, taps on