The21stcentury comprises of a competitive market environment where companiesare competing for resources, quality products, and customers. For acompany to succeed in the market, a trade policy should be formulatedto act as a guideline for the business. However, when creating thetrading strategy, the interests of the company and the employeesshould come first before that of the customers.
Acompany cannot operate and make profits without the help ofemployees. Workers form an important section in the organizationbecause they run the daily activities of the business and ensure theattainment of the day’s objective. The essay provides two prolificcompanies that have considered the needs of their employees firsthandbefore that of the customers. According to Jianfei (2014), Schultz,the chairman of Starbucks began an employee-oriented culture thatbetter changed the success of the business. Starbucks is one of thecompanies that does not rely on advertising yet it makes asubstantial amount of profits than other firms in the industry.
Thesuccess of the business culminates from the good employeerelationship. For instance, Starbucks provides generous wages andbenefits, respects the contributions of the workers, and reflects theproblems of the employees by encouraging them to bring in new ideas.Furthermore, Vineet Nayar, the CEO of HCL uplifted the performance ofthe company when it was undergoing severe financial setbacks. Nayarfocused on employee empowerment, which enabled HCL to survive the2008 economic crisis. Additionally, since initiating the culture in2005 as a marketing strategy, HCL increased its annual revenue, netincome, market capitalization, and reduction in employee attritionrate from 2005 to 2013 (des Horts, 2014).
Thetwo companies act as a leading example that employee’s interestsshould be conceptualized first in the trade policy to createefficiency. The needs of the workers in the trade policy should bestressed because employees bring a foundational modification in thecompany’s creation and delivery of exceptional value for itscustomers, and differentiating its operations from other companies.
desHorts, C H B. (2014). HCLtechnologies since the global 2008-09 Crisis: Creating value throughemployee empowerment.Retrieved fromhttp://www.hec.edu/heccontent/download/17181/388675/file/HCL+Technologies+since+the+Global+2008-09+Crisis_Case+study_CH+Besseyre+des+Horts_HEC+Paris.pdf
Jianfei,X. (2014). Analysis of Starbucks employees operating philosophy.InternationalJournal of Business and Social Science, 5(1), 55-63.