Relative Study of Wegmans' and Giant's Management Styles

Comparative Analyze of Wegmans' and Giant's Management Designs and the Results on their Company Culture

Management and Organizational Behavior

Professor Rainwater

20 April 2010


Organizational culture can be defined as some understandings or perhaps meanings shared by a group of people that are typically tacit amongst members and therefore are clearly relevant and unique to the particular group that happen to be also transferred to newbies (Louis, 1980). A review of two long-time super grocers, Wegmans and Huge, suggests that a great organization's tradition develops to help it manage its environment. Wegmans' includes a defined culture that is noticeable in all aspects in the business and is considered a significant attribute towards the organization's financial success. Big does not have a defined culture as well as the result is definitely evident in dissatisfied personnel and problems with organizational conversions. The success of an implementation of any new tactical plan bringing about a new eye-sight must be like organization's tradition.

Comparison Study of Wegmans' and Giant's Administration Styles as well as the Effects issues Organizational Tradition

Core Values/Philosophy

Wegmans is a independently owned business with modest beginnings in 1915 as being a mom and pop food store in Rochester, New York which is still its head office. The company's ideals are deeply embedded in the roots. The ideology of your family organization was born once sons Walter and David Wegman helped by working the business. Walter worked in the grocery store when John peddled fresh develop from a pushcart. In 1916, David opened the Rochester Fruits & Vegetable Co., and Walter became a member of him a year later. By 1921, the two siblings bought the Seel Grocery Co., and expanded their particular operations to incorporate general groceries and bakery operations. Today, Danny Wegman is CEO and his daughter, Colleen, is president. Wegmans boasts of 75 stores positioned in New York, Pa, New Jersey, Virginia, and Baltimore (" Regarding Wegmans”, 2010).

Colleen Wegman, president, states that " at Wegmans, we believe that good people, working toward a common aim, can complete anything that they set out to perform. In this heart, we collection our goal to be the very best at offering the needs of our consumers. Every actions we take must be made with this in mind” Wegman (2010). This assertion forms the organization's main beliefs. In addition, she speaks regarding the belief that the organization's target is met only after the demands of the workers are satisfied. The determination pledge can be therefore designed to the customers and the employees intended for continuous improvement: " Daily You Get Our Best" (" Key Values”, 2010).

An important a part of Wegmans' philosophy is qualified. The organization is usually committed to knowing people while individuals and supporting so that they are able to take all of their gifts and abilities to the office. One worker speaks about how he necessary to get his bachelors level and Wegmans worked out his schedule so that he may to school and complete his education. Another is respect simply by listening to one another and valuing various points of views because together the organization is more powerful. Wegmans allows all staff to give type in their work environment and those ideas gathered are being used at some time yet another. All new workers are taken up Rochester, NYC prior to the starting of a fresh store to enable them to feel the traditions and get the " Wegmans' happy pill” (" Respect”, 2010).

Fresh employees are greeted by the owners and welcomed towards the Wegmans' friends and family. The substantial standards beliefs is referred to as " going after excellence in everything that we all do without being pleased that we have arrived” Wegman (2010). Management promotes ownership which leads to pride in their self plus the feeling that management can be serving you. A flexible time-table is not an issue at Wegmans. As CEO Danny Wegman shakes the hands of employees in a newly opened store, this individual acknowledges it is...

References: Pfeffer, Jeffrey & Veiga, John (1999). Adding People First for Organizational Success. Schools of Administration Executive, 13(2), Retrieved 04 15, 2010 from


Value (2010). Recovered April six, 2010 by

Schermerhorn, John, Jr., Hunt, Osborn and Uhl-Bien (2010). Organizational Behavior 11th Ed.

Steve Wiley & Sons, Inc.

Wegmans Determination to the Community (2010). Recovered April 7, 2010 via

Wegmans Scholarships (n. deb. ). Gathered April 15, 2010 from