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<p>XXX XXXXXXXXXX XXXX provide for their employees XX XXXXXXXXXX and XXXXXXXX XXXXXXX solidify XXX claims. XX XXX Great XXXXXX XX Worksite, employees of XXXXXXX companies XXXXX XXXXX thoughts on XXX XXXXXXX they work XXX. It is XXX surprising that 81% of XXX employees at XXX XXXXXXXXX Store, say XXXX their workplace XX great. Specifically, when it XXXXX to XXXXX XXXXXXXXXX, atmosphere, pride, XXXXXXXXXXXXX and boss XXXXXXX, XXX scores fell within a 90 to XX XXXXXXX XXXXX. XX XXXXXXX XXXX XXX XXXXXX, in 2017 they XXXXXX 93rd in Fortune 100 Best Companies to XXXX XXX; XXXX XX XXXXXX Companies That Care, XXXX in XXXX Workplaces in Texas, 83rd in XXXX XXXXXXXXXX XXX XXXXXXXXX, XXXX in Best XXXXXXXXXX XXX Women XXX 19th in Best Workplaces in Retail (XXXXXXXX Reviews XXX Container XXXXX, XXXX).</p> <p><XXXXXX>3. Do you XXXXXXX Tindell’s XXXXXXXXX that highly XXXXXXXXX employees will lead to highly satisfied customers and shareholders?</strong></p> <p>I XXXXXXXXXX believe XXXX XXXXXXXXX employees will ultimately lead to satisfied customers and XXXXXXXXXXXX. Obviously, it has worked for XXX XXXXXXXXX XXXX, that XX XXX Tindell XXX say it. I really think it boils XXXX XX XXXXXX sense and the XXXXXX rule, "XX unto XXXXXX...". Mutual respect goes a long way. XX an employee feels XXXXXXXXX XXX valued in XXXXX position, XXXX are more XXXXXX XX enjoy XXXXX job, XXXXXXXXX XXXXX performance XX XXXXXX resulting in happy XXX repeat XXXXXXXXX. A XXXXX look XX a page XX XXXXX XXXXXXX XXXXXX, “What We Stand XXX”, clearly shows why they XXX one of the most beloved XXXXXXXXX to XXXX for. XX the XXXX, they state that XX employers, they feel it XX XXXXX XXXXXXXXXXXXXX XX XXXXXX an XXXXXXXXXXX where employees XXXX XX XX work. XXXXXXX, XXXX share how XXXX XXXXXXXXXX XXXXXXX their employees on XXXX a XXXXXXXXXXXX and XXXXXXXX level (XXX Employee First Culture, n.d.). I XXXXX it XX XXX thing XXX a XXXXXXX XX <i>XXX</i> XXXX care XXXXX XXXXX employees and another to <i>show</i> they XXXX, so I think XXXX gives XXXX XXXXXXXXXX leverage in hiring XXX best XX XXX best.</p> <p>In an XXXXXXXXX XXXX XXXXXX XXXXXXXX, XXXXXXX stated, “XX XXXXXXX XXXX if we XXXX better care of our employees than anyone else – by paying XXXX XXXXXX XXX training them XXXX – XXXX XXXX, in XXXX, will XXXX XXXXXX care of our customers than XXXXXX else. This keeps our XXXXXXXXX XXXXXX XXXX XX see XX over XXX over XXXXX, which XXXXXXXXXX benefits XXX XXXXXXXXXXXX, XXX!” (XXXXXXXX, 2014). XXXX XXX of thinking has served the Container XXXXX XXXXX XXXX, XXXXX XX apparent considering XXXX have XXXX in XXXXXXXX XXX 40 XXXXX and boast only a XX% turnover XXXX (XXXXXXX, 2016). As I XXXXXX XXXXXXXXXX, XXXXXX XXXXXXXX XXX respect XXXX a long way. Nobody wants to XXXX XXX a XXXXXXX XXXXX they XXXX XXXX are “less than” or being dictated XX.</p> <p><strong>4. XXX XXX Tindell wants to make XXXX XXXXXXX in job XXXXXX. XX XXXXXXXX tools such XX flexible scheduling strategies XXX job enrichment XXXX XXXXXXXX employee XXXXXXXXXXXX. He XXXXX you to advise him XX XXXXX XXXX of XXX design strategies would be appropriate for an organization XXXX XXX XXXXXXXXX Store.</strong></p> <p>There are XXXXXXX XXXXXXXXXX XXXX XXXXXXXXX XXX XXX XX XXXXXXXX motivation XXXXXXX its employees. The first, XXX rotation, XXXXXXX to reduce the XXXXXXX of having XXXX one role in XXX XXXXXXXXX. For example, have an employee XXXX XX the frontline working XXXXXXXX with customers for a XXXX XXX the XXXX week, XXXXX XXXX in XXX operations XXXXXX. XXXXXXXXX XX XXX XXXX listed in the rotation, XXX problem XXXXX XX XXXX XXXXXXX XXXX XXXXX XXX in, XXXX XXXX XXX following XXX XXXX XXXXX. XXX next XXXXXXXX is XXX enlargement, which XXXX more XXXXXXXXXXX to a particular job XXXXXX XXXX XXXXXXXX each assignment separately. XXX XXXXX XXXXXXXX is job enrichment, XXXXX XXXXXXXX XX XXXXXXXXX motivational XXXXXXX XXXX recognition XXX dedicated XXXX, XXXXXXXXXXXXX XXX achievement, additional XXXXXXXXXXXXXX XXX the XXXXXXXXX for job XXXXXXXXXXX. The fourth strategy is flexible XXXXXXXXXX, that XXX XXXXXXX XXXXXXXX, XXXXX XX an arrangement XXXX XXXXXX employees XX XXXX some XXXXXXXXXXX to choose the XXXXX that XXXXX them, XXXXXXXXX it XX XXXXXX a "XXXX" period that is XXXXXXXXXX XX XXX XXXXXXXX. An XXXXXXXXXX part of XXXXXXXX scheduling XX a compressed workweek. XXXXXXXXXX workweeks XXX XXXXXXXXX a compact version of a full week, the XXXXXXXX XXXXX XXXXX XXX XXXXXXXX XX-XXXX XXXX, XXXXXXX rather XXXX the days XXXXXXXXXX of X XXXX XXXX 8 hours each day, the XXXX XX XXXXXXXXXX XX XXXX days at 10 hours XXX day. Job XXXXXXX XX XXXXXXX XXXXXX. This occurs when XXX XXX XX XXXXX XXXXXXX two XXXXXXXXX. For example, XXX XXX XXXX the first half XX XXX XXX while someone XXXX comes in and works XXX second half XX the day. One XXXXXXXX job design XXXXXXXX is XXXXXXXXXXXXX, XXXXX an employee works from XXXXX home (XXXXXXX, 2016). </p> <p>Because XX the XXXXXXXXX XXXXXX XXXXXXX glowing reputation, I think any of XXXXX job XXXXXXX would XXXX XXXX XXX XXXX. I would XXXXXXXX advise XXX to begin with XXXXXXXX scheduling and job XXXXXXXXXX XXXXXXXXXX since he would like XX explore XXXXX options, XXXXXXX, I XXXXX XXXX advise XXX XX XXX XXX XXXXX XXXXXXX until XXX or a XXXXXXXXXXX proved to XX XXXXXXXXXX XXX company and XXX employees.</p> <p>Resources </p> <p>Ferrell, O. X., Hirt, X. X., & XXXXXXX, L. (XXXX). Business a XXXXXXXX XXXXX. XXX XXXX, XX: XXXXXX-Hill XXXXXXXXX. </p> <p>XXXXXXXX Reviews the Container XXXXX. (2017, September 8). Retrieved XXX 4, 2018, XXXX <a href="XXXX://reviews.XXXXXXXXXXXXXXXX.XXX/XXX-container-store">http://reviews.greatplacetowork.com/XXX-XXXXXXXXX-XXXXX</a> </p> <p>XXX XXXXXXXX XXXXX Culture. (n.d.). XXXXXXXXX May X, 2018, XXXX <a XXXX="XXXX://standfor.containerstore.com/putting-our-employees-first">http://standfor.containerstore.XXX/XXXXXXX-our-employees-first</a> </p> <p>Pinder, C. X. (XXXX, June 29). Two-factor XXXXXX. XXXXXXXXX XXX 4, 2018, from <a href="https://www.XXXXXXXXXX.com/XXXXX/XXX-factor-theory#ref1234258">https://XXX.XXXXXXXXXX.XXX/topic/XXX-factor-XXXXXX#ref1234258</a> </p> <p>XXXX, E. (n.d.). Is Money a Motivator? (XX. X-4, Rep.). </p> <p>Schawbel, D. (2014, XXXXXXX XX). XXX XXXXXXX: How XX XXXXXXX An XXXXXXXX-XXXXX Culture At The Container Store. Retrieved May X, XXXX, XXXX <a XXXX="https://www.XXXXXX.com/sites/XXXXXXXXXXX/XXXX/10/XX/kip-XXXXXXX-how-he-XXXXXXX-an-employee-first-culture-at-the-container-store/#XXXXXXXXXXXX">XXXXX://www.XXXXXX.com/XXXXX/XXXXXXXXXXX/XXXX/10/XX/XXX-tindell-how-he-XXXXXXX-an-employee-XXXXX-culture-at-th...</a> </p>">
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