Best BuyBest Job
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Case Study: Best BuyBest job
There are two customer programs (“Pushing gadgets to catering to customers” and “Customer-centricity”) and three employee programs that offered by Best Buy in this case study which are as follows:
i) “Reward long hour and sacrifice”
Advantages:
* Reinforcement theory-Shaping employees behavior by controlling the consequences of the behavior, that is people will do the routine things repeatedly and giving the results that you want.
* Psychological and safety – as long as you work hard you will be rewarded.
Disadvantages:
* Expectancy theory – Employees expect a hard day ahead and low in moral.
ii) “Result oriented work environment (ROWE)”
Advantages:
* Self-actualization and esteem – It provides an opportunity for employees to be creative and work hard to achieve their goals.
Disadvantages:
* Expectancy theory – Employees with less talent will not feel secure to work in such a environment.
iii) “Innovative incentive program to foster our innovative culture”
Advantages:
* Again self-actualization and esteem play a role in this program – it is an incentive program that reward and encourage people to achieve goals.
* Social-employees might create social bonds with the customers.
Disadvantages:
* Expectancy theory-People with less talent might not be able to reap the rewards and will be feeling being deserted.
2. Cashier Jobs – this is a normal cashier job with but according to Best Buy, this job is about so much more than transactions. Through your day-to-day interactions, youll learn about our products and services, which might naturally lead to new opportunity in customer service or sales.
Customer Service Jobs – this could be another interesting job in Best Buy because you do not only serve customer but you become a customers most trusted advisor. This is how they put it – Nobody brings Best Buy to life more than our service specialists. As a Blue Shirt, you become our customers go-to resource. They depend on you to know their needs and set them up. And your courtesy, knowledge and professionalism will bring them back — along with a few other people they know.
3. A “top achiever” ribbon program should fit in with Andersons managerial philosophy. This program