MGT517_W2Assignment.docx Whole Foods Case Study MGT 517 Describe how Whole Foods use

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MGT517_W2Assignment.docx Whole Foods Case Study MGT 517 Describe how Whole Foods uses human capital as a course of competitive advantage. Whole Foods uses human capital better than any other c... ompany I have researched. They invest in their employees heavily providing great wages and health insurance polies. They also run a democratic model which allows all team members to be involved in the selection of new associates. This provides a harmonic environment for everyone to thrive and operate. They provide incentives for high performing teams and build a shared identity for the company. When someone says they work for Whole Foods only one identity is seen. To capitalize on the human capital aspect the company uses an open book policy which shows the company™s financial salaries for all employees even the upper management. Employees feel rare and needed which reflects in their work ethic and therefore it gives the company at competitive advantage. (Hitt, Miller, & Colella, 2015, p.2) Identify the aspects of high-involvement management contained in Whole Foods™ approach to managing its associates. Whole Foods displays an innovative approach to high level management it allows all team members to be involved in every aspect of the company. Some of this involvement even includes being a part of the hiring process of new employees this provides the company with ecstatic employees who feel like they really belong to something greater than themselves. It also allows each employee to provide input on. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . .. .. . . . . . . . . . . . . . . . . . .. . . . . [Show More]

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