Currently, Whole Foods is expanding into the UK market and is trying to raise standards with their trademark customer service. As such, they hire at a competitive wage (it was £7.10 when the store opened in 2007 but dropped to £6.75 due to the recession) and therefore expect more from their team members than many other businesses of this nature. They encourage a positive work atmosphere by having democratic principles-team members can vote on their benefits package and participate in a “gain sharing” program, which results in extra money on their pay check if they achieve higher department sales. The Human Resources department at Whole Foods actively recruits a higher level of team member than many of its food-store counterparts, with the view that these will be long-term employees with a real interest in the business and what they are selling, rather than temporary ones without any product knowledge or interest. The HR department strives to uphold high standards in the performance of all its activities, which range from advertising, hiring, firing, and everything in between. One of Whole Foods ‘Core Values’ is “Team Member happiness” and much of this falls on the shoulders of the HR department.
In this highly competitive world many businesses are unable to survive due to rapid changes in the business environment (Tripathi, Kapoor, & Tripathi, 2000). In order to sustain in this competitive corporate world, organizations focus to change their culture, management style and relationship with their employees and try to change their internal environment in order to survive. The fundamental aim of this research is to find how core cultural elements affect the performance of the organization.
Culture of any organization is not inborn; it is what people learn over the time period which they spend within the organization. It helps them to solve internal organizational problems. Culture is said to be a set of assumption that is developed over a time period to cope with organizational problems that is why cultural knowledge should be delivered to the new employees. Organization culture keeps an organization bonded that forms a bond between the employee and organization culture. These forms of bond of culture differentiate one organization from another and guarantee success
DEFINITION OF HRM
Human resource management is the term commonly used to describe all the following activates of the organization 1. Recruiting
3. designing work
4. training and developing
5. appraising and rewarding
8. controlling workers
In other words all the activities related to the human resources of an organization come under the umbrella of human resource management.
HRM comprises a number of discrete but overlapping areas of managerial activity....