Jc Penny


QUESTION 1 JCP advocates an informal work environment. Would this change encourage you to work at JCP? What reasons can you give to support or disassociate yourself from this culture change?

The informal work environment would encourage the student to work at JCP. Part of the JC Penney’s ‘Long Term Plan’ in 2005 was to make JC Penney a great place to work. As per the case study in page 3, paragraph 2, Ullman realised that the mood and rigid culture was intimidating new recruits, leading to high turnover and not attracting new talent. He felt that this was not a conducive environment to achieve this goal. Brown (2011, pg. 30) mentioned that some pattern of behaviour can facilitate accomplishment of organizational goals but they can also inhibit or restrict employees’ accomplishment1. In this case, the rigid culture was restrictive. Also, according to Cain, “A corporate culture based on support, creativity, and shared values attracts and keeps talented, hard-working employees”2. The informal culture implemented by JC Penney seems to be in line with this statement. There are two segments to the JCP’s changes: the external and internal changes. External changes are those that can be obviously seen, such as dress codes, changes to environment, etc. Some of the change campaigns were carried out in interesting ways. This indirectly supports creativity and makes it easier to catch on to the new culture. The

relaxation of dress code and decoration of own cubicles give freedom to practice creativity. This would encourage the student to be creative instead of ‘yes men’, to be an employee who will think ‘outside the box’ instead of sticking to stale ideas. The abolishment of “office police” removes the constant feeling of ‘walking on eggshells’ for fear of getting reprimanded for an offence. This removes unnecessary stress and allows the student to concentrate on improving work performance instead. It would allow the student


Brown, D. R. (2011)....