In Chapter 3 of "The Wal-Mart Way", Don Soderquist demonstrated the dominant culture of Wal-Mart. He believed that it was these widely embraced believes that made the company keep up its revenue as well as unity over the past 40 years.
In Soder's opinion, the most precious belief was the "Can-Do" attitude. However great the challenges were, people in Wal-Mart saw them as opportunities to improve their stores and services. Because of this common belief, Wal-Mart didn't descend after Walton, the founder, passed away in 1992. Instead, as the author stated, it continued opening new stores and making great profits.
Then the author concluded the three core values which guided Wal-Mart during these years:
1. We treat everyone with respect and dignity.
2. We are in business to satisfy our customers, and
3. We strive for excellence in all that we do.
The 1st rule showed people of Wal-Mart respected not only customers, but their peers and colleagues in routine works. Soder claimed that there is no "employees" in Wal-Mart. Everyone was the owner and take charge of their company.
The author saw the 2nd value as the key point that made customers do shopping in Wal-Mart again and again. They were warm welcomed, and could get the lowest price because of Wal-Marters' hard-work.
Wal-Mart has made many innovations to retail business due to the 3rd value. As the former vice chairman noted, all Wal-Marters always insisted on finding new methods to develop the sales model, to lower the prices, and to build up more efficient ways to serve customers.
It is obviously that almost every company has a motto or core value. But Soder insisted that people would forget about their companies’ value gradually in the routine work. He believed only by letting the associates embrace the values in their works and activities could the mottoes be widely understood. In Wal-Mart, people held Saturday Meetings to broadcast the common values to their new comers as well as present colleagues. In Soder’s opinion, the pattern of the meeting was vivid, including weekly sales reports, ceremonies to honor the senior workers, and workshops by some famous people such as Warren Buffet. At last, the author also introduced "the Wal-Mart cheers", which would stimulate Wal-Marters to work hard.
In Soder's opinion, the most precious belief was the "Can-Do" attitude. However great the challenges were, people in Wal-Mart saw them as opportunities to improve their stores and services. Because of this common belief, Wal-Mart didn't descend after Walton, the founder, passed away in 1992. Instead, as the author stated, it continued opening new stores and making great profits.
Then the author concluded the three core values which guided Wal-Mart during these years:
1. We treat everyone with respect and dignity.
2. We are in business to satisfy our customers, and
3. We strive for excellence in all that we do.
The 1st rule showed people of Wal-Mart respected not only customers, but their peers and colleagues in routine works. Soder claimed that there is no "employees" in Wal-Mart. Everyone was the owner and take charge of their company.
The author saw the 2nd value as the key point that made customers do shopping in Wal-Mart again and again. They were warm welcomed, and could get the lowest price because of Wal-Marters' hard-work.
Wal-Mart has made many innovations to retail business due to the 3rd value. As the former vice chairman noted, all Wal-Marters always insisted on finding new methods to develop the sales model, to lower the prices, and to build up more efficient ways to serve customers.
It is obviously that almost every company has a motto or core value. But Soder insisted that people would forget about their companies’ value gradually in the routine work. He believed only by letting the associates embrace the values in their works and activities could the mottoes be widely understood. In Wal-Mart, people held Saturday Meetings to broadcast the common values to their new comers as well as present colleagues. In Soder’s opinion, the pattern of the meeting was vivid, including weekly sales reports, ceremonies to honor the senior workers, and workshops by some famous people such as Warren Buffet. At last, the author also introduced "the Wal-Mart cheers", which would stimulate Wal-Marters to work hard.
3 comments:
Hello, this is lulu. U did good jod. I think you prepare your summary very well, for you state the theory clearly, and you gave several ecample to suppor it. That's good. Moreover, i think you know how to distinguish between fact and opinion, because you use some words to describe that that autnor state the theory.finally ,your speaking is fluent.good job!
Re~
You speak very well, I understand the spirit of Wal-Mart a lot after listening to your presentation.Well done.
You arranged your essay clearly and logically, very nice work, you must have been reading your 20 pages carefully. In class, you gave us very interesting facts about the giant retailer, I enjoyed them a lot.
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