Outsourcing Practices Research Paper - 1375 Words

Outsourcing Practices (Research Paper Sample) Content: A research on the effectiveness of outsourcing of apparel production from UK to China Chapter 1: Introduction1.1 BackgroundThe concept of outsourcing has increased in popularity in the last decade. Outsourcing involves the process by which organisations acquire service and manufacturing needs and requirements that are expensive to own or not locally available. One of the key emerging issues in the global international market is an international outsourcing. Under this outsourcing category, organisations source and acquire services and raw materials, as well as manufacturing and production process with support from other international markets that have a competitive advantage (Zhang Huang, 2012). The rise of this global business practice is based on the theory of national comparative advantage. The theory holds that nations have different competencies, and each develop a national comparative advantage over others due to its possession of a given production and economi c resource, or the reduced cost of producing a given market product as compared to other global market competitors (Lee Karpova, 2013).Although the global outsourcing practice has spread equally across the globe, the developing nations in Asia and Africa have been the core focus of outsourcing services and factors of production for the western market organisations. In particular, China, as an emerging market and with the expected growth potential in the future has been a core beneficiary of the outsourcing practice, with key focus on its large supply of labour as well as a high population and market demand base (Olson Wu, 2011).Currently, the increased access to a deregulated global market has increased the competition intensity in the UK apparel industry. This increased competition has forced UK apparel firms desire flexibility in design, speed to market as well as low cost (Bhardwaj Fairhurst, 2010). It can be seen that the UK apparel industry has been the most labour intensive sector over the years, with labour cost accounting for 40-50 percent of the final apparel cost (Miller, 2012). The high labour cost has caused many apparel firms to prefer outsourcing their production processes to other lower cost countries. In this regard, China has been known to be the best outsourcing destination owing to the presence of low cost labour. As such, the desire to reduce cost and to increase their competitive edge in the apparel industry has seen many UK apparel firms adopt the production outsourcing of their apparel to China.Besides cost saving, outsourcing apparel production from UK to China also brings some other benefits for the UK apparel firms. For example, Chinese have a large population pool which represents a huge consumer market. Through outsourcing their apparel production from UK to China, these firms can easily access to and serve local market and achieve market expansion. Although, UK companies can get these benefits through outsourcing their apparel p roduction to China, they may face some risks or challenges. For example, it may be difficult for the multinational corporations to monitor and control the production process of outsourcing suppliers, which may result in poor product quality and consequently impact the brand reputation (Oshri, Kotlarsky, Willcocks, 2011). In this case, the research focuses on the study on effectiveness of outsourcing of apparel production from UK to China in order to help these apparel firms better make outsourcing decision and get high outsourcing effectiveness.1.2 The Research Aim and objectivesThis research study aims at investigating the effectiveness of apparel production outsourcing from UK to China. In order to achieve the above aim, this research proposal will focus on the following objectivesTo review the concept of offshore outsourcing in the apparel industry contextTo investigate the reasons behind the UK apparel industry outsources their apparel production from UK to ChinaTo evaluate the benefits gained by UK apparel industry in outsourcing their apparel production from UK to ChinaTo evaluate the challenges faced by the UK apparel industry in outsourcing their apparel production from UK to ChinaTo provide recommendations for the outsourcing decision of UK apparel firms1.3 Research QuestionsIn order to meet the study objectives in the study developed a series of questions for the study. In this regard, by responding and providing satisfactory answers, the study aim and objectives would be met. The study questions are: What is the concept of offshore outsourcing?What are the reasons behind the apparel industry outsourcing its production from the UK to China?What are the benefits gained by the UK apparel industry in outsourcing their apparel production from UK to China?What are the challenges faced by the UK apparel industry in outsourcing their apparel production from UK to China?What are some of the recommendations viable for outsourcing apparel industry organisatio ns in China?1.4 Study RationaleThe global market is experiencing a rising market competition with the rise of an increasing number of multinational corporations. As such, in order to mitigate the high levels of competition in the market organisations are bound to focus on outsourcing strategies to reduce production costs, increase efficiency, and consequently expand their market quantity leadership and profit margins (Wang, Niu Guo, 2013). This future market orientation requires an in depth analysis of the outsourcing practices and the common gains and challenges such ventures are likely to experience. Therefore, the study analysis will serve as a complementary tool through which outsourcing organisations can base their outsourcing strategies in a bid to increase success as well as reduce practice failure rates.In addition, the use of the Chinese market is a crucial approach to evaluating the changing dynamics and the future of outsourcing practices in China. Traditionally, a major ity of the organisations outsourced labour from China as it was perceived a cheap labour, thus reducing production costs. However, as Meng (2012) stated, the labour market dynamics in China have changed with rising unions, labour regulations, and rising cost of labour and competition. Thus, the study analysis forms an analysis of the current and future situation of outsourcing in China, evaluating both expected trend changes as well as potential challenges.Finally, the use of the apparel industry is a vital focus industry as it involves outsourcing of labour and production in China. Thus, its evaluation will provide a framework of changes in the labour and market outsourcing practices in China. Therefore, its evaluation provides the study with a focus on the two key dimensions of labour and product markets in China. This will provide a basis through which, other industrie...

Joy the Movie - 1169 Words

Joy is a 2015 American semi-biographical dramafilm, written and directed by David O. Russell and starring Jennifer Lawrence as Joy (loosely based onJoy Mangano), a self-made millionaire who created her own business empire. Mangano was a divorced mother with three children in the early 1990s when she invented the Miracle Mop and became an overnight success, after which she patented many other products, often selling on the Home Shopping Network and QVC. The film is a semi-fictional and inspirational portrayal of how Mangano overcame personal and professional obstacles to rise to the top. Joy received a wide theatrical release on December 25, 2015, and is distributed by 20th Century Fox. In 1989, Joy Mangano is a divorced mother of three,†¦show more content†¦From being a kid up to the moment that she have her own kids we can see how brave Joy is. Now, let’s go on how she came up to the idea of her miracle mop. After her father got divorced to his third wife her father starts dating Trudy, a wealthy Italian widow with some business experience. While on Trudys boat, Joy drops a glass of red wine, attempts to mop up the mess, and cuts her hands on the broken glass while wringing the mop. Joy returns home and creates blueprints for a self-wringing mop. So that’s how she came up of her miracle mop; from an accident. How playful destiny is it for Joy because imagine she became very successful after a horrible moping a floor with broken glass. After creating the blueprint of her miracle mop, she then went to one of her father’s employees and builds a prototype of this so-called self wringing mop. I really like the way she convinces Trudy to in vest with her product; full of determination. As for the parts of her mop, Joy found a manufacturing company in California that will provide its parts for a very low price. Through this, we can say that Joy is a person that is full of ingenuity. It is really amazing how fate and destiny walk their path through Joy’s success. Of course it is not only fate and destiny who worked together in favor to achieve Joy’s success, it also the person itself, Joy. I believe that no one will ever be that successful if we only sit our backs andShow MoreRelatedEssay About The Movie Joy998 Words   |  4 PagesWho is Joy? And what does she do to financially support her family? Joy is a young woman and was the main character in this movie. In the beginning of the film, she struggled financially along with her family. Throughout, she supported her family financially by working as a flight attendant as well as helping her dad with his business and the accounting aspect. Furthermore, Joy had sacrificed many things of her life to aid her family including being the family’s plumber to save money. Overall, JoyRead MoreAnalysis Of The Movie The Joy Luck Club 983 Words   |  4 Pagesrespect from their daughters. Therefore, the mother s opinion on how they should act, which is behaving like the Asian woman, is most evident. This is the case in the movie The Joy Luck Club. There are certain behaviors that Asian women are expected to have, and the mothers feel that their daughters should use these behaviors. In The Joy Luck Club, the film traces the fate of the four mothers-Suyuan Woo, An-mei Hsu, Lindo Jong, and Ying-ying St. Clair-and their four daughters-June Woo, Rose Hsu JordanRead MoreReport on the Movie Joy Luck Club1873 Words   |  8 PagesBased on the Joy Luck Club, please write a 2-3 page report which should:    1. Address 2 ICC scenes/themes you can identify with.   Reflect on these and include examples. 2. Address the questions Am I (or a family member)  more of a June or a Waverly?†. †How did this come about?   Ã‚   1. One of the major ICC themes in the movie is the conflict between individualism and collectivism. Although not explicitly expressed, it has a strong impact on the whole course of the movie. The 4 immigrant ChineseRead MoreThe Movie, The Joy Luck Club, By Amy Tan1563 Words   |  7 PagesIn the movie, the Joy Luck Club, by Amy Tan, we see many examples of the challenges of intercultural translations. The movie portrays cultural conflict between Chinese culture and the American culture as portrayed by the lives of four mothers and their daughters. The mothers were born and raised in China, adopting the high-content Chinese culture, while their daughters, born and raised in America, adopted the low-context American culture. This movie clearly brings out the cultural clashes andRead MoreJoy Luck Club Novel vs Movie Essay1004 Words   |  5 PagesThe Joy Luck Club; an intriguing novel and movie about the hardships about being a Chinese immigrant to America soon after the immigration ban was lifted. A challenging story that forced the reader to try to understand that certain customs and traditions that were seen as usual can be very unlike the ones we as Americans are used to. A story where, even though it lacked a lot of violence, action, or suspense it still was able to grab its readers and viewers. With a littleRead More Movie Essays - Comparing the Novel and Film Version of Joy Luck Club1811 Words   |  8 PagesComparing the Novel and Film Version of Joy Luck Club   Ã‚   Wayne Wangs adaptation of Amy Tans Joy Luck Club combines literary and cinematic devices by adopting the novels narrative techniques and strengthening them through image and sound. The adaptation exemplifies not a destruction or abuse of Amy Tans novel, but the emergence of a new work of art, not hindered but enhanced by the strengths of its literary precursor.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚     Incorporating her familys own experiences as ChineseRead MoreThe Bucket List Reaction Paper1480 Words   |  6 PagesWhen their souls go to the entrance to heaven, the guards asked two questions. Their answers determined whether they were able to enter or not. Have you found joy in your life? Has your life brought joy to others.† This quote came from Carter Chambers, played by Morgan Freeman in the movie â€Å"The Bucket List.† The Bucket List is a movie about two men who meet in the cancer ward and are roommates. Both men form an unlikely friendship as they come from different walks of life. One is a very wealthyRead MoreInside Out Is A Positive And Influential Movie1551 Words   |  7 PagesOut is a positive and influential movie to watch for kids or adults. 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Organizational Profile Of Walt Disney Company - 2296 Words

11 ORGANIZATIONAL PROFILE Organizational Profile of the Walt Disney Company: Beyond the Disney?s Magical Experience Pedro E. Cruzfeliciano University of Louisville Dr. Carpenter ELFH 490: Leadership and Management May 29, 2015 1 Running Head: ORGANIZATIONAL PROFILE Introduction In this paper, we will explore the magical experience of Walt Disney Company through the structure and symbolic frames based on the Bolman and Deal?s individual lens. The structural frame focuses on the architecture of an organization and other features like: rules, regulations, goals, policies, roles, tasks, job designs, job descriptions, technology, chain of command, vertical and horizontal coordinating mechanisms, assessment and reward systems, and many more (Bolman, L., Deal, T. 2013). The symbolic frame focuses on the culture, meaning, metaphor, ritual, ceremony, stories, heroes and inspiration of the organization (Bolman, L., Deal, T. 2013). On this analysis I will also explain the organization?s strengths, weaknesses, opportunities and threats that impact the leadership, partners, employees and community internally and externally. Disney was founded on October 16, 1923, by Walt Disney and Roy O. Disney as the Disney Brothers Cartoon Studio. Guided by Walt Disney?s imagination and willingness to take risk, he influencedShow MoreRelatedCase Conflict at Walt Disney880 Words   |  4 Pagesbetween Michael Eisner and the Weinstein brother, the two board members (Disney and Gold), and Steve Jobs† Was it functional or dysfunctional? The functional conflict is defined as a confrontation between groups that enhances and benefits the organization’s performance’ while dysfunctional conflict is defined as any confrontation or interaction between groups that harms the organization or hinders the achievement or organizational goals. 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Organizational Restructure free essay sample

Within the field of customer service it is just about impossible to deliver satisfactory customer service without first delivering a certain level of job satisfaction to your employees. Wall-Mart is known for having everything known to man on its shelves, but its also known as being one of the country leading employers. In recent years, the company has received media attention and backlash in areas of employee job satisfaction the way stores are being ran.This paper seeks to identify the ways in which the organizational behavior of the company can be revamped, by answering implementing the following questionsdoes managerial control and approach have a positive or negative effect on Wall-Mart employee satisfaction? How does the company manage workforce diversity are those employees treated fairly in position levels and pay rates? How does the companys organizational practices influence employee job satisfaction and what changes can be made to improve employee job satisfaction?With reliable academic sources, I seek to answer these questions and also provide insight into changes that can be made with the companys organizational structure. Introduction To attract the brightest and best employees, the workplace must be aware of and receptive to the overcharging desires of the knowledge worker.. . Jameson Jameson, 2008). Regardless of the field of expertise an organization is a part of, the time attention given to its employees is of the utmost importance.Many times, companies fail and or are known for bad service when the happiness of its employees is suffering greatly. Robbins Judge defines organizational behavior as a field of study that investigates the impact that individuals, groups, and structure have on behavior within organizations (Robbins Judge, 2014, p. 1 1). In other words, the behavior of the individuals within an organization, greatly impacts the success of that organization. This includes management styles, communication diversity amongst employees just to name a few.All companies and organizations have some form of organizational behavior and that behavior is reflected through its employees. So what exactly does organizational behavior have to do with a place like Wall- Mart? As stated in my definition above, B is made up of three different components that all fall under the umbrella of the organization. Theres the employee/individual, groups within the workplace, and the structure of the organization. When studying B, it is important to recognize that all three of hose components are necessary for fully understanding organizational behavior.In fact Griffin Morphed (201 2), point out in regards to B, that we can study the individual and his or her actions without considering the organization, but because of the fact the organization influences and most times is influenced by the individual, we cant fully understand the individuals behavior without learning something about the organization! In other words, the behaviors of the individuals within an organization usually Stem from the structure and norms of an organization. B is a field of study that ancestress specifically with situations such as jobs, employment turnover, absenteeism, productivity, and performance to name a few. So in actuality, every organization that is an organization, deals with B on some level. Wall-Mart is a billion dollar company that employs more than a million people across America. With more than 4,700 f acilities across the country, its not surprising to learn of someone you know working for the retail giant (Walter. Com). Although the company has made good effort in turning things around, in recent years Wall-Mart has been in the media numerous times for heir business practices. Being criticized for everything from discrimination, poor employee benefits, and lack of quality pay for employees. All of the criticisms allegations of huge employee disc-satisfaction points to the organizational structure of the company and its leadership. In order to successfully turn all of these negatives into positives, the company must reevaluate the way they interact with treat their employees!In most cases within a group SETI Eng, especially within the workplace, all things start with the head. For example if management implements a certain style or way of owing things, that same style will trickle down to the companys subordinates and they will follow suit. By re-evaluating the leadership managerial styles of the company, and implementing a greater representation of diversity within different positions Of the sto res, Wall-Mart will be able to turn employee satisfaction around greatly reduce the likelihood of employees feeling unappreciated, unmotivated, most importantly underpaid.Employee and Labor Relation Issues Judging from the media coverage of Walter and its employees over the last few years, many of the workers, arent happy with their employer. In recent years the company has been in the media for things such as gender racial discrimination, poor employee wages, and overall poor employee satisfaction. One of the big issues that hit newsstands concerning the company was the Dukes vs.. Walter Stores, Inc. Class action lawsuit.This was a case of one female employee, Betty Dukes, taking a stand on what she felt was unfair treatment and discrimination in regards to pay rates, promotional policies and practices within Walter stores (Wisped, 2014). Although the case was thrown out, the case opened the eyes of many across America concerning the Houghton and feelings of female workers within Walter stores across America. The case triggered a big enough reaction to cause almost 2,000 female employees of Walter to take legal action concerning their pay and lack of promotion within the company because of their gender.Another big media issue that the company had surrounding discrimination was the case of Daryl Nelson, who was denied employment with the company as a truck driver because of his race. Although these two cases were of different sectors of discrimination (race gender), they both fall under the umbrella of coordination, and painted a picture of a corporation who has an issue with respecting the diversity and differences of its employees.Another major concern of Walter employees that has also made its way into media outlets is poor pay wages. Many of the companys employees feel that they are greatly underpaid for their work and dedication to their jobs and this affects their job satisfaction all across the board. According to an article on Malabar. Org written by Scott Hotchpotch, the average hourly wage of Walter employees is under $10 an hour, putting the average Walter worker in the à ©tagà ¨re of living under the poverty level. In the past few years employees have openly shown their dissatisfaction for their wage levels by going on strike some even simply walking off of the job during high peak shopping times, to take a stand against being paid so low. All of these examples, the cases of discrimination dissatisfaction of pay rates, paint a picture of what employee engagement is really like within Walter stores. Employee engagement is defined as, an individuals involvement with, satisfaction with, and enthusiasm for the work he or she does (Robbins Judge, 2013). Even if pop leadership within Walter felt as though they were successfully engaging their employees, the level of job dissatisfaction would show that the type and level of engagement, isnt effective at all. As Hotchpotch states, The first key factor that shapes the working culture at Wall-Mart is the store manager (Hitcher, 2013). The store manager of any retail chain is the liaison between the big wigs at corporate headquarters and the front-li ne staff that are everyday employees.In order for Walter to address the issues that the everyday employees have grievances with, the store managers must take on n approach of communication that allows them to actively seek out employee opinions and suggestions for change. The thing to recognize with employee engagement is that the satisfaction level of the employee can and will affect the involvement level for the employee as well. For example if a woman working for Walter feels that no matter what she does shell never be promoted or given a raise, the amount of effort and involvement she puts into her job will more than likely suffer.So, with that in mind, Walter leadership its store managers must make an effort to not only involve their female workers more but also create n atmosphere that welcomes female workers for the future and one that shows respect and appreciation for the current female employees. I think that doing this will allow Walters job satisfaction level to go up for female employees, and higher job satisfaction always means higher customer satisfaction.Infamous, Homoeopath, Mortality, and Seed (2014) argued that satisfied employees feel more commitment to their organization and its customers, thus put forth more effort to be succes sful as an employee, and improve the quality of the organizations customer service. This concept of improving employee engagement wouldnt only work for the female workers that feel discriminated against, but also any employee that feel like the company doesnt take their needs and desires as employees into consideration.Management Styles throughout Stores As Robbins and Judges (2014) states, organizations need strong leadership and strong management for optimal effectiveness (Robbins and Judger 2014, p. 368). Walter is no different within this concept. In order for the company to be successful in business and business relationships with employees, they must exercise strong leadership and management. In an article written by Nelson Liechtenstein (2011 Walter is showcased as an organization that has an authoritarian culture of management leadership, and this is what has led to the many causes of employee dissatisfaction over the years.Liechtenstein states, The underlying issue, which the Supreme Court has now ratified, is Wall-Mares authoritarian style, by which executives pressure store- level management to squeeze more and more from millions of clerks, stockers and lower-tier managers (Liechtenstein, 2011 In other words, the style of management throughout Walter stores promotes employees at all bevels working as much and as hard as they possibly can at no matter the cost or risks!What this means to me is that, Walter has a certain set of rules and policies and those are the laws of the land-?the company leaves no room for employee input on ways to implement change and or problem solving. This is a problem because regardless of your line of work or profession-?times always change! The sort of products that Sam Walton originally sold in his stores, arent necessarily the same now today, thus the customer pool isnt the same! That also means, that the sorts of people working behind the counter arent the same either.In order to have continued success, the leadership of the organization must change and adjust with the times. But it is important to note that leadership and management are not one in the same. Robbins and Judge (2013) defines a manager as an individual who achieves goals through other people (Robbins and Judge, 201 3, p. 5) But they define a leader as someone with, the ability to influence a group toward the achievement Of a vision or set Of goals (Robbins and Judge, 201 3, p. 368). In other words, a manager or management is just an administrative title, whereas leadership is the administration. The goal of the leader/leadership is what the goal of the manger/management becomes. Although these two arent the same thing within Walter they mirror each other rather well. As Liechtenstein points out in his article, the management and leadership within Walter is based on a culture that the company created from the begin inning and has just sort of always been the foundation of who they are.The article points out how when the company started in the sass and ass that it was the culture of the company to hire men as the managers and leaders and have their wives as the clerks and store workers; sort of like a community thing (Liechtenstein, 201 1). From then until now, thats sort of the way the company has evolved, but its also what has brought them to a point of female workers feeling discriminated against.Liechtenstein argues that there are thousands of current female Walter employees who would love to take promotional roles within management at Walter, but even if those opportunities were presented, Walter makes it impossible for many of them to take that post, because its ruthless management style trustees the job itself as one that most women, and e specially those with young children or a relative to care for, would find difficult to accept (Liechtenstein, 2011 Changing the Organizational Structure am a firm believer that any change that needs to be implemented, starts with the head (leader). For example if parents want their children to embrace a healthier diet, then they themselves have to first lead by example and eat fruit as a snack instead of sugary sweet fruit snacks! Whatever the leader does should trickle down and cause change with and for those below them in rank. One thing hat Walter could do to change the management style throughout stores is recognize and embrace the need for change! Since their management style is based on remnants of the past, they must recognize that what once was, no longer exists!This means that the culture of the company needs to change! Feel that the best way to do that is for leadership to effectively communicate the vision of the company to its management so that the company can move forward as a whole on the same fresh page! As Mattock states, when leaders effectively common iGATE their vision, they gain the trust of their followers and heir followers in turn experience greater satisfaction (Mattock, 2007, p. 67). It is clear that W alter needs to improve their employee satisfaction this is one way to do it.Another thing that should be done is implementing training for leaders and managers within the stores. This can be done by offering leadership programs within the company but also by supporting employees going back to school to learn of leadership and or gaining management credentials. By training the leaders for improvement and advancement, Walter would open a door for employees of all races and genders to be exposed to the possibilities of advancing and being successful within the company. That leads me to my next suggestion for the company-?once that door is opened, it also increases the possibility of diversity throughout management within the company. Implementing diversity is probably one of the most important steps the company needs to take in increasing job satisfaction and customer satisfaction. Our Walter, a group created by a group of current and former Walter employees, to ensure that every Associate, regardless of his or her age, race or sex, is respected at Walter (Aubrey 201 3, p. ). Thats what the employees seek-?to be respected at whatever level they work for the company! So making diversity a top priority will ensure that this is done! So how can diversity be implemented throughout the company? Teamwork! Store managers should make a sound effort in implementing teams to get certain job tasks done, but the key is to make sure those teams are made up of people from different genders, backgrounds and age groups-?the diversity factor!Doing this will allow e mployees to see the importance of their own contribution to the company goal, but also the importance their co-workers introductions. We all have different skill levels and levels of knowledge, but as Grant and Klein(1 997) states, that when working together with people from different backgrounds and ethnicities, it is imperative to keep in mind that every person comes to the table with a different set of values, ideas and motivations (Grant and Klein, 1997). All of these differences are what make up the endless possibilities for success!And then finally, what I feel could be done to improve employee satisfaction as well as business practices throughout the company is-?instead of having n authoritarian culture/leadership style, the company should adopt an employee-oriented leadership style. An employee-oriented leader is one who emphasizes interpersonal relationships with their employees and take a personal interest in those employees needs (Robins and Judge, 201 3, p. 371 feel that this would be the best leadership style to utilize because it also accepts individual differences of employees, which once again, leaves room for diversity within the company.As stated earlier, leadership is about being able to influence a group toward a common goal, so with this sort of adhering style, the task at hand for management would be to know and understand their team so that they would be able to effectively utilize the knowledge and skill of their workers to accomplish the goal of the company. In Other words, in order to carry out the overall goal Of Walter as a business, the management must know and understand its employees, and that can be done with an employee-oriented leadership style.Also, having this sort of leadership style could have an impact on motivating employees to w ork harder as well as overall job satisfaction! Effects of Implementing Change In April of 2005, the united Food and Commercial Workers Union founded Wake of Walter, a campaign founded to make the world aware of the business practices of the retail giant. The organization claimed that Walter was offering its employees substandard wages and health care benefits, and has called on the retailer to improve both (wisped. Rug, retrieved May 24, 2014). The group name was later changed to Making Change at Walter since then, slowly but surely, change is exactly whats been happening. I thought that this name change was interesting in a self-fulfilling prophecy sense. What I mean by that is, if Walter were to wake up and realize the importance of communicating company goals with the employees, and implement better diversity throughout frontline and management level positions within the stores, then they would see positive change at Walter!This is just an example of how important it is for the company to not only implement change, but listen to the front line employees while doing so. If Walter were to change their culture and leadership style, their employee satisfaction would be greatly increased and that would in turn increase their customer satisfaction. This is what it all boils down to-? job satisfaction. Robbins and Judge (2013) defines job satisfaction as a positive feeling about a job, resulting from an evaluation of its cha racteristics (p. 74). When an employee has a high level of job satisfaction with their employer, they have a more positive outlook on the company as a whole. This means that the employees level of involvement within their position is greatly influenced by how satisfied they are with their job. When this is the case, employees are more likely to be more productive and proactive in getting the task at hand done every time. According to Robbins ND Judge (2013), several studies have proven that when employees are happy, they are more likely to be productive within their roles (p. 4). So in Walters case, a female employee who is highly satisfied with working at Walter and knows that there is a sure chance for advancement in her role based on her knowledge and skill and not on her gender, is more likely to go that extra mile to ensure that the customers every need is met. Thats a win- win situation for Walter-?why? Because not only are they satisfying a customer, but they are also satisfying an employee, creat ing a level of loyalty from both! ConclusionRegardless of the type Of service being Offered by an organ action, it is always important for that organization to first consider its employees before it can successfully consider its customers. Over the years Walter has grown into an entity that is known for having everything a customer could possibly need or want, but it seems as though they have failed in that aspect for their own employees. This failure on their behalf has caused many employee and labor relation issues, buying them plenty of slots in media outlets across the globe.With such a large roster of employees across the world, Walter easily found homeless having to answer questions of discrimination of both race and gender, and have had to step up to the plate in owning up to its wrong in those situations costing the company millions of dollars. So for the future, the company needs to go back to the drawing board to construct a different culture of leadership. By implementing a leadership style that focuses on its employees, Walter will be able to not only improve their employee satisfaction, but they will also increase overall customer satisfaction.Implementing an employee-oriented leadership style ill also he lp the organization foster an atmosphere of diversity by allowing management to build business relationships with employees of different ages, sex, and race groups. Once the door of diversity gets opened, the organization and the public should start to see more individuals of color and females in roles of management and within higher paying positions. At the present time, the current managerial approach that Walter has seems to have a negative effect on the companys overall employee satisfaction!Although the company employees millions of people across the world, that amen diversity isnt present within their management leadership roles again causing job satisfaction to suffer. But, as stated above, by reevaluating the leadership and managerial styles of the company, and implementing a greater representation of diversity within different positions of its stores, Walter will be able to turn employee satisfaction around greatly, and reduce the likelihood of employees feeling unappreciated, unmotivated, and most importantly underpaid.