Organizational Behavior Forces

MGT/307

Organizational Behavior Forces The first organization we examine is the Guardsmark Corporation. This organization is an international security contractor that provides security related services to its clients in the form of security officers to safeguard the assist and employees of each client. Based in New York, Guardsmark has clients in every state of the union and in five different countries. This privately held multimillion-dollar corporation has accomplished this by strong promotion of its mission statement, a focus on customer satisfaction, and superior service over its competition (Lipman, 2006). The Guardsmark mission statement must be read and signed off on by every employee each year. In the mission statement, Guardsmark devotes the company to quality service, integrity, continual improvement, and superior conduct by all of its employees (Lipman, 2006). Guardsmark also provides a company code of ethics, and sexual harassment policy that accompanies the mission statement. All employees also sign these documents yearly. These organizational commitments give the employees a working environment that they can feel relaxed in as well as a voice in the event of issues that may arise. These statements are not just created and hidden but rather displayed and purposefully made known to all employees. This helps retain employees in a market where external companies with higher paying positions would try to employee Guardsmark employees who go through extensive training. The Guardsmark mission statement and devotion to proper conduct gives potential customers a sense that they are choosing the correct firm to secure their company assets. Security is very important for a wide range of reasons. From internal theft to data crimes, a company thrives or fails dependent on how secure its facilities and employees are. Customers must know that they are choosing a security firm with integrity internally and externally. How a company treats its own employees is how they will treat its clients. Guardsmark competition is very strong. With hundreds of companies’ low bidding on customer accounts, security is very competitive. To combat these external forces Guardsmark relies on the reputation of the highest quality service. While a customer can obtain security services at a lower cost, the service will suffer. On many occasions, Guardsmark has obtained customer accounts not based on the best barging but on the quality of service, it brings to the client. The Internal and external forces affect organizational behavior on many diverse levels within an organization. For the second company we analyze the organizational mission for Jewel Osco stores deals with the strategic way the managers handle daily operations. Jewel Osco has to carry on a steady reputation of selling fresh product and offering good assistances that offers a pleasant shopping experience. Jewel Osco operates 182 stores and 2200 retail locations nationwide. The management department is responsible for monitoring associates work ethics and reassuring workers that providing satisfactory service for every customer is standard operations for the company. Even with challenges from local competitors worker at Jewel continue to have a go-getting attitude, making Jewel Osco a better place to shop and work. Having the commitment to serve customers with an authentic greeting style and provide them with the finest and freshest product is the mission for Jewel and surely makes a difference on whether a customer comes back for service. Jewel Osco has 150,000 employees including 816 in-store pharmacies with robust supply chain capabilities. However, the competition of grocery stores is now at the highest level yet. Jewel Osco grocery stores from the south side, west side, eastside, and even north side have begun to feel the intensifying losses of money and decreasing asset value of merchandise. Because of so many other resources that are available, Jewel has begun to close the doors of many neighborhood grocery facilities. Jewel Osco certainly recognizes the benefit it gains from maintaining control over soaring consumer prices for its customers. This is why the online survey is so popular with shoppers; this is a survey that gives voice to the people. The plans for Jewel are heading in the right direction now with goals to improving prices and new promotions. With growing demands for organic products and online activity for private labels and store name brand’s the continuous food sales will create a wide-range of retail formatting. However, customers must opt to take advantage of the ability to demand what they desire. For example, organic foods are more popular than ever before and more people have become accustom to having natural products. This has made it possible for customer’s different options for healthier eating habits. Jewel-Osco is now campaigning for organic choices, farm fresh fruits, and vegetable, annual seafood cooking seminar, even discount flu-shots for the best entrances of their shoppers. The two previously mentioned companies that are being compared are Guardsmark and Jewel-Osco. Both companies rely heavily on their name and reputation for customer satisfaction to stay on top of their chosen area of business. Each company adheres to their mission statement of the customer’s needs whether it be in security for a public or private institution (Guardsmark) or as to supplying the best market value for fresh produce, meats, perishable/non-perishable items as well as pharmaceutical items supplied by the company (Jewel). Both Guardsmark and Jewel train each employee thoroughly on a task before a new employee is put on the floor or in the field. Both companies have their mission statements on display for each employee to see and make note of when needed. Both companies have dealt with major competition against them and came out on top even if their companies might have been the costlier company to choose or keep. Although Jewel has had to take a few steps backwards due to stiff competition and soaring prices, each company has managed to vanquish their competition due to their overall customer satisfaction in most areas that was important to the customers/consumers. For both companies, satisfying the customer/consumer always has been and still is the driving force that keeps each company continuously moving to the next level. Where the two companies contrast is mainly in their internal workings. Guardsmark has each employee re-sign, yearly, an acknowledgement of its mission statement; code of ethics and sexual harassment policies, Jewel does not. Guardsmark has its policies displayed as a constant reminder to all its employees of the standards that Guardsmark holds all it employees to regardless of their location of duty. Besides its mission statement of its commitment to customer satisfaction, Jewel does not have a code of ethics or its policy of sexual harassment on display for employees to view or adhere to. Nor does Jewel has its employees resign a yearly statement as to its policy and procedures such as its mission statement, its code of ethics, or its policy regarding sexual harassment in the workplace. Externally each company compares and fares well with each other but, internally, each company is quite different on how it handles internal policy and procedures.

References
Lipman, I. A. (2006). Guardsmark Orders Regulations and Instructions (6th ed.). Nashville, TN: Guardsmark Press.
Robbins, S. P., & Judge, T. A. (2009). Organizational Behavior. Upper Saddle River, NJ: Pearson Education, Inc..
Schermerhorn, J. R., Hunt, J. G., & Osborn, R. N. (2008). Organizational Behavior. New York, NY: John Wiley & Sons, Inc..