Question

1. Max Weber’s principles of organization resembled those of Henri Fayol. What other items did Weber emphasize?                                        
2. What does the term division of labor mean? How has this concept been implemented at Whole Foods?
3. What is a hierarchy? What hierarchies are in place at Whole Foods?
4. Organizations like Whole Foods need to follow the principles of Henri Fayol, such as the “unity of command.” What is unity of command?
5. Whole Foods structures its organization in a decentralized manner. What does that mean for the company’s operations?
6. Do you think the corporate culture at Whole Foods is somewhat resistant to change or accepting of change? Why?

Answer 1

[1] Max Weber emphasized on approaches to dispose of administrative inconsistencies because of maltreatment of power which added to inadequacy. This was the period of the industrialization and manufacturing facility arrangement. Substantial scale production wouldn’t be feasible without respect for the values overseeing the organization of manufacturing dependent on labor division and specialization, the connection among man and the machine, and managing individuals.

Hierarchical assets were utilized to support proprietors and administrators instead of to meet authoritative objectives. Weber was persuaded that associations’ dependent on sound expert, where the specialist was given to the most equipped and qualified individuals would be more effective than those dependent on who you knew. Weber considered this kind of rational association a bureaucracy.

[2] Division of Labor implies that the primary manufacturing process is divided into many easy components and that each component is drawn up by various employees who are specialized in manufacturing of that particular portion. The reality is the specialization of employees. Each employee contributes very little to the manufacturing of some resources or even some system. This is the core of the division of labor idea.

A complex business, similar to a huge assembling processing plant, for example, the whole food marketing, can have many job groupings. At the point engaged with creating a product or service are partitioned and subdivided, laborers and organizations can deliver a more prominent amount of outcome. For the total achievement of Division of Labor, the products must be created on an enormous scale. At the point when there are huge scale creation more workers will be utilized and after that Division of Labor will be conceivable in a decent manner. Division of Labor is for the most part found in enormous production lines, where wares are created on a huge scale at exactly that point it will be conceivable to separate the activity into various procedures and to assign procedure to an alternate set of laborers.

[3] Hierarchy is an approach to structure an organization utilizing various degrees of power and a vertical connection, or hierarchy of leadership, among unrivaled and subordinate degrees of the organization. Higher levels control lower levels of the progressive system. You can think about a hierarchal progression as a pyramid. The most elevated amount of power is at the highest point of the pyramid, and requests stream from this top-level down to the following level where it keeps on proceeding onward down until it arrives at the level where the request should be done.

Whole Foods Market's authoritative structure is a layout that characterizes the cooperation’s among laborers and segments of the foundation. The hierarchal structure impacts company skills. Whole Foods Market has a divisional authoritative structure. Likewise, every division has a functional authoritative structure i.e. four-tier hierarchy of command. Whole Foods Market has a worldwide unit of command in its hierarchical structure. In this unit of command, there are four fundamental levels, to be specific, [a] headquarters, [b] local workplaces, [c] offices, and [d] stores. This part of Whole Foods Market's authoritative structure has vertical lines of power, order, and correspondence. For instance, an office supervisor report to provincial presidents and provincial presidents’ report to the headquarters. This pecking order in Whole Foods Market's authoritative structure bolsters corporate checking and power over the whole enterprise.

[4] Henry Fayol was a mining engineer who gave leadership standards for overseeing huge organization. One of the value standards was unity of command it implies employees get orders from just a single prevalent [Superior].

Unity of command offers that a representative is dependable to just a single boss, who is accountable of just a single boss, so on the hierarchical unity of command. This is genuine regardless of whether the highest point of the organization is driven by an assembly of individuals. While the top managerial staff of the organization administers the policy development and key planning and management, under the idea of the unity of command, one doesn't reply to all individuals from the board, however just to the administrator of the board. The standards of the unity of command are implemented all through the present reality in the organization going from the military, government administrations and organizations, from a private venture as far as possible up to worldwide partnerships. The unity of command is the possibility that an expert depends on the position held.

[5] Whole Food Market is exceptionally decentralized authoritative structure, it includes group, leadership and administration style, and their one of a kind HR forms. Whole Foods Market is additionally known for its projects in sustainability and corporate social duty. Whole Foods Market is a decentralized organization whose fundamental beliefs incorporate a pledge to both client happiness and colleague bliss. The connection between happy workers equates with upbeat clients and decentralized ways to deal with business. The administration and leadership advance fulfilled workers. Decentralized organizations divide obligation and basic leadership among its staff individuals at all degrees of the association versus a unified structure that permits just top officials or pioneers to settle on most choices for the business. The capacity to diminish control and expert by scattering basic leadership among an association upgrades the position and probability of employment fulfillment which identifies with maintenance. The decentralized structure promotes the efficacy to meet industry demands.

[6] I believe the corporate culture at Whole Food is accepting of the change. As change is inescapable. It is a basic factor in the company's prosperity It is important that doesn't imply that it is an awful thing. The market is in the process to advance. The hierarchical culture is developing constantly. Whole Food Market has distributed Core Values that accentuate representative fulfillment and joy, notwithstanding a guarantee of selling the most notable quality natural items accessible. Whole Food Market has representative satisfaction implanted in their central goal, nearby enchanting clients. The proposal is that you can't accomplish either without both. As change impacts each part organizations hierarchical culture. It also demonstrates that the change in corporate culture is a noteworthy supporter of the brand's quality. The firm has turned out to be well known in light of its quality items, yet additionally due to its cultural change and adaptation to new challenges, which is detectable at Whole Foods Market stores.