According to Chapter 11, "Managing Internal Operations," specifically, the sectionentitled "Using Rewards and Incentives to Promote Better Strategy Execution," as well as Illustration Capsule 11.2, "HowWegmans Rewards and Motivates Its Employees," in crafting and executing strategy, the quest for competitive advantage by Thompson, peteraf, gamble and Strickland III, answer the following questions.How has Wegmans motivated its employees through attractive perks and fringe benefits?Multiple Choice0 Having an onsite health center and free health care.0 Providing flexible or compressed schedules, policies that extend to same-sex partners, and above average wages.0 Paying generous individual commissions to encourage competition among employees.0 incentivizing new hires to work cooperatively with existing teams and rewarding achievement both at work and in the community.0 Allowing union membership to be optional.

Assurance of Learning: How Wegmans Rewards and Motivates Its Employees Read the overview below and complete the activities that follow. Companies have come up with an impressive variety of motivational and reward practices to create a work environment that energizes employees and promotes better strategy execution. Illustration Capsule 11.2 provides a sampling of the motivation and rewards used by Wegmans Food Markets, a supermarket chain that is routinely listed as among the top five companies to work for in the United States. Financial incentives generally head the list of motivating tools for gaining wholehearted employee commitment to good strategy execution and focusing attention on strategic priorities. Generous financial rewards always catch employees' attention and produce high-powered incentives for individuals to exert their best efforts. But most successful companies and managers also make extensive use of nonmonetary incentives. Some of the most important nonmonetary approaches companies can us to enhance employee motivation include the following: (1) providing attractive perks and fringe benefits; (2) giving awards and public recognition to high performers and showcasing company successes; (3) relying on promotion from within whenever possible; (4) inviting and acting on ideas and suggestions from employees; (5) creating a work atmosphere in which there is genuine caring and mutual respect among workers and between management and employees; (6) stating the strategic vision in inspirational terms that make employees feel they are a part of something worthwhile in a larger social sense; (7) sharing information with employees about financial performance, strategy, operational measures, market conditions, and competitors' actions; and (8) providing a comfortable and attractive working environment. The goal of this exercise is for you to understand how and why the use of well-designed incentives can be management's single most powerful tool for promoting adept strategy execution. Before completing this exercise be sure to review Chapter 11, \"Managing Internal Operations,\" specifically, the section entitled \"Using Rewards and Incentives to Promote Better Strategy Execution,\" as well as Illustration Capsule 11.2, \"How Wegmans Rewards and Motivates Its Employees,\" which is below. With approximately 49,000 employees spread across 96 stores throughout the Northeast and Mid-Atlantic, Wegmans stands out as an organization that delivers above-average results in an industry known for its low margins, low wages, and challenging employee relationships. Guided by a philosophy of employees first, Wegmans employs an array of programs that enables the company to attract and retain the best people. Since the creation of its broad benefits program for full-time employees in the 1950s, Wegmans has had a strong benefits philosophy. Today, flexible or compressed schedules ar common, and policies extend to same-sex partners. Regarding financial compensation, wages are above average for the grocery retail industry, which also has an added benefit of keeping its workforce non-unionized. In addition to the traditional elements of compensation and benefits, Wegmans invests considerably in the training and education of its employees. Known for its strength in employee development, more than $50 million annually is spent on employee learning. Since 1984, the company has awarded nearly $110 million in scholarships to their employees. Another crucial aspect of employee motivation is feeling heard. Employees see their thoughts put into action through a series of programs designed to capture and implement their ideas. Wegmans deploys a series of programs, including open-door days, team huddles, focus groups, and two-way Q&As with senior management. With the recognition that employees are critical to delivering a great customer experience, Wegmans directs a considerable amount of resources to its biggest asset, its people. Its suite of programs and benefits, along with a policy of filling at least half of its open opportunities internally, leads to one of the lowest turnover rates in its industry. They have also resulted in Wegmans placing, year after year, among the top five firms on Fortune's list of the 100 Best Companies to Work For