Leadership and Organizational Behavior
This paper about determining why job satisfaction is low and what is needed to turn OfficeMax into an HPO in efforts to increase job satisfaction. With guided research I will define HPO and research how current company initiatives compare and contrast to HPO. With the research findings I will create preliminary steps and outline for OfficeMax to increase job satisfaction within its organization which should increase job performance.
The organization that will be topic of discussion in my final project paper is OfficeMax. OfficeMax Incorporated (OfficeMax or ‘the company’), formerly Boise Cascade ...view middle of the document...
However, intense competition can pressurize OfficeMax’s sales and revenue margins.
Earlier this year (2013) Office max and Office Depot announced a merger for equal between both companies. The merger was complete as of November 5, 2013, and both companies have become a $17 billion dollar company.
Over the Years OfficeMax has continued to make several budget cuts to make financial quotas. These financial cuts caused some stores to close and also several positions within the company to be eliminated, thus causing some employees to lose their jobs. With less positions more work was shared amongst current employers and companywide expectations became more crucial.
I became employed with OfficeMax in August 2008 as an operation supervisor and remained employed until April 2013. When I first came aboard, OfficeMax had just finished making changes with roles and positions within the company. For example there where several department managers overseeing different facets of the store/business. There was a manager over the front end, Manager over operations, Manger of printing Services, and etc. OfficeMax eliminated many of these roles and ended with just a store manager, and assistant manager, operations supervisor, furniture specialist and technology specialist and impress supervisor. All of these positions had some type of leadership capacity within the company.
I worked very hard in my new role. The store that I was hired in was a bottom performing store. The store I worked in did not receive a great rating at the end of the year due to previous sales and ratings before I came aboard in August. So I made it a goal to get a fresh start in 2009 and work hard to turn the store around and receive an excellent rating. Managers, Assistant managers and Operations supervisor were due for a bonuses at the end of the year, if the store received a minimum rating of meeting expectations and making 96% of revenue goal for the year. Well In June 2009, they had changed the bonus payout and have eliminated Operations Supervisors from receiving a bonus. So when yearly reviews came up for 2009, I had received and exceeds expectation. Even though my review was superb, I did not receive a bonus due to company policies changings in effort to cut back and save money. I was very disappointed. I was proud of myself for my hard work but was also disappointed and thought it was not fair. I felt as though everyone else worked hard in leadership, but I was the only one in leadership team that did not receive a bonus.
Early in 2010 I was promoted to assistant manager. I had decided to stay positive. Although I had not received a bonus payout the year prior, I was excited that OfficeMax recognized my talent and hard work and promoted me to Assistant manager. As assistant manager I was asked to go oversee another store who was not performing well. Soon in just 6 months after being promoted to assistant manager, I was promoted to store manager. I was very...