Question: Summarize the entire report, highlighting key points, findings, and recommendations for incorporating in the executive summary recommendations.

This study delves into the intricacies of Save-On-Foods' operations and the quality of its services. Save-On-Foods, a well-known Canadian grocery store under the ownership of Pattison Food Group, is recognized for its affordable range. The store features its own brands like Western Family. Beyond groceries, it offers additional services such as pharmacies, clinics, and nutrition programs. Save-On-Foods also includes Starbucks kiosks, juice bars, and restaurants exclusively offering British Columbia wines. The Save-On-Foods Arena, named after the grocery chain, has been sponsored by the Jim Pattison Group since 2004. Despite controversy surrounding Jim Pattison, the company expanded in 2014 by acquiring eleven Sobeys shops on Vancouver Island, including Safeway and Thrifty Foods stores, major regional employers. The rebranding of eleven PriceSmart Foods locations as Save-On-Foods was announced, universally recognized for their servi

Company History/Background

Save-On-Foods is a well-known chain of Canadian grocery stores that traces its origins back to the early 1900s and it was established in 1915 by Jim Pattison, an entrepreneur, from Vancouver, British Columbia. The first store, "Pattison's Save-On-Foods," entered the retail market by prioritizing fresh products and outstanding customer service. The Save-On-Foods grocery store chain is owned by the Pattison Food Group and boasts multiple locations across Western Canada. Save-On-Foods continues the tradition of supplying exceptional value and customer service as part of the Overwaitea Food Group from 1915.It is a chain of supermarkets, and it can be found in Western Canada, featuring a collection of well-known brand products and fresh vegetables. These stores also offer various services such as nutrition tours, health clinics, and changing Recycling Centers, including housing pharmacies.

Save-On-Foods supplies a wide range of products, including fresh produce, meats, and everyday essentials, aiming to set up itself as a respected presence within the community. Achieving this goal involves keeping fair prices and prioritizing initiatives that cater to customers' needs. Save-On-Foods launched a loyalty program "Save-On-More" in 1982. This program was designed to recognize and reward customer loyalty by allowing shoppers to earn purchase points, which would later be redeemed for various discounts and rewards. The program's success enhanced customer engagement and solidified the company's position in the market.

Retailers carry private-label products like Only Goodness and Western Family alongside well-known brand names. Various stores include pharmacies, while selected ones offer added services such as nutrition tours and health clinics. Added features may form juice bars, Starbucks Coffee kiosks (formerly Safeway locations), or sections dedicated to Tim Hortons (former Sobeys locations) that highlight BC wines. Save-On-Foods has steadily expanded, venturing into new territories as part of its growth strategy. The company plans to open new sites in the Yukon Territory, Alberta, Saskatchewan, and Manitoba, alongside buying existing grocery shops. Committed to enhancing the shopping experience in the ever-evolving retail landscape, Save-On-Foods has embraced technological advancements by introducing online shopping platforms and delivery services for easier product access. Established in 1915, Overwaitea Foods, bought by Jimmy Pattison in 1968, introduced the Save-On-Foods brand to British Columbia in 1982. Starting in the 1980s, most Overwaitea-branded stores gradually transitioned to Save-On-Foods locations, with the final two Overwaitea stores completing the conversion in 2018.

In 2017, Tesco, a UK-based grocery company, began offering its private-label products at Save-On-Foods. However, by early 2019, this partnership concluded. Save-On-Foods, a prominent supermarket chain, gained recognition for its extensive product variety, commitment to quality, customer-centric approach, innovative use of retail technology, and active engagement in community initiatives. The company's dedication to meeting evolving customer needs and its core values have remained pivotal factors driving its sustained success in the fiercely competitive grocery industry.

Organizational Vision and Mission

Save-On-Foods is a well-known Canadian supermarket chain that has been in operation since 1915. Over the years, the company has evolved and developed, becoming vital to many communities across Western Canada. We will outline and elaborate on Save-On-Foods Canada's vision and mission, focusing on women in management and job satisfaction.

Vision Statement of Save-On-Foods

An organization's vision statement is the future aspirations it strives to achieve (Top Hat, n.d.); it outlines its long-term aspirations and goals. Save-On-Foods' vision statement is as follows:

"To be the best place to shop and work, where customers and employees love to be."

(About Us | Save-On-Foods, n.d.)

Save-On-Foods strives to provide customers with an exceptional shopping experience by offering a diverse selection of high-quality products at reasonable prices and excellent customer service. By striving to be the best place to shop, the company hopes to foster strong customer loyalty and satisfaction; we can see this in the reward cards given to all customers to get discounts while shopping and gain points to receive store credits.

Save-On-Foods values its employees and strives to be the best workplace in the industry. This entails fostering a positive, inclusive workplace in which employees feel valued, respected, and motivated. Job satisfaction and opportunities for career advancement are critical to achieving this aspect of the vision.

The importance of both customer and employee satisfaction is emphasized in the vision statement. Save-On-Foods recognizes that these two factors are inextricably linked: happy employees are more likely to provide excellent service, resulting in more satisfied customers. The company's vision is to foster a mutually beneficial relationship between its customers and employees. The statement reflects the company's desire to excel in customer service and to create a workplace where employees are proud to be. A key component of this vision is the close relationship between customer and employee satisfaction, emphasizing the belief that happy employees mostly lead to satisfied customers.

Mission Statement of Save-On-Foods

A mission statement outlines the purpose and fundamental values that guide an organization's daily operations. Save-On-Foods' mission statement is as follows:

"At Save-On-Foods, our purpose is to give our customers the best. That means the best products, the best prices, and the best service in the industry. We believe our customers deserve nothing less, and we deliver on that promise by offering top-quality brands, innovative solutions, and impeccable service." (About Us | Save-On-Foods, n.d.).

Save-On-Foods is dedicated to providing its customers with the best products on the market. Fresh produce, groceries, meats, and other items are included. To meet the diverse needs of its customers, the company emphasizes quality and variety. The mission relies heavily on price competitiveness. Save-On-Foods strives to offer reasonable prices to its customers, ensuring that they get good value for their money. This is consistent with the company's vision of being the best place to shop.

The mission of Save-On-Foods is centered on providing exceptional customer service. By providing excellent store service, the company hopes to exceed customer expectations. This entails attentive and knowledgeable staff committed to improving the shopping experience.

The mission statement emphasizes the company's dedication to exceeding customers' expectations and desires. Save-On-Foods centers its operations on the customer, focusing on understanding and meeting their needs.

Women in Management at Save-On-Foods Canada

Globally, since 1991, the share of women's participation in the labor force has grown, with differences between countries; research finds that the percentage of women in managerial positions across the globe is growing considerably. Gender diversity is a smart business strategy: the lack of gender diversity may hinder enhanced business performance. Most companies of all sizes around the world report that gender diversity helps improve business outcomes (International Labour Office 2019), which is a culture that has been imbibed by Save on Foods.

Gender diversity in leadership positions is a priority for Save-On-Foods Canada. The company recognizes that having women in management is essential for promoting equality and benefiting from diverse perspectives and experiences. Creating an environment where women can thrive in leadership positions is integral to the company's commitment to its vision and mission. (More Women in Leadership Roles - Why and How It Should Happen - (Borderless, 2018)

Save-On-Foods Canada invests in leadership development programs to support women's career growth and promote women in management. These programs give women the skills, knowledge, and opportunities to advance into leadership positions. The company actively seeks and hires qualified female candidates for management positions. This commitment to diversity ensures that the company has a pool of talented individuals to select its leaders.

Save-On-Foods Canada encourages an inclusive workplace culture in which all employees are valued and supported. The company has work-life balance policies, particularly for women, and celebrates the success stories of women in leadership positions, demonstrating its commitment to gender diversity and empowerment.

Job Satisfaction at Save-On-Foods Canada

Job satisfaction is important in employee retention and productivity. Job satisfaction is a central concept in work and organizational psychology as it is associated with important individual and organizational outcomes, such as higher life satisfaction, higher job performance, lower absenteeism, and lower counterproductive work behavior (Osbourne, 2015). Save-On-Foods Canada strongly emphasizes creating a work environment that fosters employee satisfaction.

The company actively engages its employees better to understand their needs, concerns, and feedback. Open communication channels are established to address any issues that may affect job satisfaction. Save-On-Foods Canada offers competitive pay packages, career advancement opportunities, flexible employee scheduling, and management positions. It is generally predicted that job satisfaction among racial/ethnic minorities is lower than their nonminority counterpart (Hur, 2023), which Save of Foods does not practice; the company values employee contributions from diverse cultures and has recognition programs to celebrate outstanding performance. Also, the company promotes an inclusive and supportive workplace culture by encouraging team-building activities, social events, and community involvement to increase employees' sense of belonging and contribute to overall job satisfaction.

Feedback and Surveys of employees regarding job satisfaction (PASTE IT WHERE IT IS NEEDED TO GO ROHIT WHY IS THIS IN BOLD AND ITALICS?)

Feedback is information given in response to someone's actions to help them improve. It can be evaluative, focusing on performance and position, appreciative, recognizing value, or coaching, guiding improvement. In simpler terms, feedback guides individuals to become more effective through assessments, recognition, and constructive advice (Cameron Conaway, 2023).

Feedback is a powerhouse for growth. It shapes talent development by aligning employees' skills with company needs. Fostering an open environment through feedback fuels innovation, unlocking creativity. It's a catalyst for organizational learning, encouraging improvements in processes and structures. This positive ripple effect extends to customer satisfaction, as companies leverage feedback to identify strengths and areas for enhancement, ensuring a continual cycle of improvement and success (Castillo, 2023).

We have compiled the feedback and reviews of the employees are working or were former employees of the company:

Source: Indeed

Positive Review

Collaborative Atmosphere with Perks

At save-on-foods, the things are done with having a good time, creating an atmosphere that loves hard work and positivity. Everyone is involved and loves the lively setting that boosts overall job happiness. The co-employees not only work well together but also add to a lively and friendly work vibe. The company goes beyond regular benefits, offering lots of extra perks that make us feel valued and excited.

Excellence in the Canadian Business Landscape:

This company shines as a standout in Canadian business, known for doing exceptionally well, trying new things, and always aiming for the best. Other companies look up to it as a role model. People love working here because it's not just a jobit's a great place where everyone is happy, can grow in their careers, and the company cares about how they feel. It's where people do great work and feel truly happy.

Effective Management and Growth:

Beyond its inherent productivity, the workplace at Save-on-Foods thrives under adept management. Effective leadership, clear communication, and a strategic vision ensure that the company not only meets its goals but also creates an environment conducive to personal and professional growth.

Family life beyond work:

The Save-on-Foods workplace goes beyond the usual boss-employee relationship, forming an environment where each person feels important and backed up. The close-knit bond is often compared to a second family, where everyone respects and values each other, making it a fulfilling experience for all.

Some excerpts of the feedback on the Indeed are given below for positive experiences:

Source: Indeed

Neutral Experience

Suitable for short-term benefits, inconducive for long-term goals

While the company proves lucrative in the short term, providing financial gains, the long-term prospects may pose challenges for individuals with aspirations beyond immediate monetary rewards. Balancing short-term benefits with the pursuit of enduring professional goals requires careful consideration.

Decent Launchpad for Young Professionals

This workplace at Save-on-Foods provides a good beginning for young professionals entering their careers. While it might not be the final place for long-term career goals, it serves as a stepping stone for those in the early phases, giving them important experiences and chances to learn.

Typical Workplace Evolution.

Over time, Save-on-Foods has maintained a level of decency, but there's a palpable shift from its former glory. Changes in management, company culture, or overall dynamics may have led to a departure from its earlier reputation, leaving employees with a sense of nostalgia for the workplace it once was.

Encouraging Beginning, Regrettable Deterioration:

The initial promise and positive aspects of Save-on-Foods have regrettably given way to a decline in overall satisfaction. Whether due to changes in leadership, shifts in organizational priorities, or other factors, the trajectory of the workplace has taken a downturn, leaving employees with a sense of disappointment compared to its promising beginnings.

Below is a collection of mixed points of view gathered from the Indeed reviews

Source: Indeed

Negative Experiences

Overworked and underpaid

Employees find themselves grappling with an excessive workload, often stretching beyond reasonable limits, coupled with compensation that does not commensurate with the level of effort and dedication invested. The imbalance between the demands of the job and the compensation provided creates a challenging and frustrating work environment.

Avoid Save-on-Foods Workplace

This workplace at Save-on-Foods is characterized by an overwhelmingly negative atmosphere, prompting a strong caution against seeking employment there. The detrimental working conditions extend beyond employment concerns, even impacting the recommendation to patronize the business as a customer.

Excessive oversight and intervention

In contemporary workplaces, "micromanagement" is frowned upon, with bosses who excessively intervene earning a negative reputation. Modern organizations prioritize employee autonomy over constant oversight. Research indicates that unwanted assistance triggers strong negative emotional and physiological reactions, potentially harming interpersonal relationships (Fisher, 2020).

The management style in Save-on-Foods is characterized by an excessive focus on control and micromanagement. Employees often find themselves subjected to intense scrutiny and detailed oversight, stifling autonomy, and creativity. The pervasive micromanaging culture can contribute to frustration and a lack of job satisfaction among the workforces.

Boredom

The Save-on-Foods provides opportunities for learning and skill development, contributing to the educational aspect of the experience. However, the overall atmosphere lacks the excitement or engagement necessary to make the educational journey enjoyable. The work may be informative, but the monotony and lack of stimulation can lead to a sense of boredom among employees.

Some excerpts of the reviews are as depicted below

Source: Indeed

The Synergy WHAT IS THIS>? WHO IS RESPONSIBLE?

Save-On-Foods Canada's dedication to its vision and mission is inextricably linked to its efforts to promote women in leadership and ensure job satisfaction. The company recognizes a leadership team that includes women, consistent with its vision of being the best place to shop and work. Furthermore, it recognizes that a happy and engaged workforce is critical to fulfilling its mission of providing the best products, prices, and services. An engaged and satisfied workforce is more likely to go above and beyond in providing exceptional service, directly contributing to customer satisfaction.

The synergy is clear here: as Save-On-Foods strives to be the best place to work, it also strives to be the best place to shop. By promoting women in leadership and creating an environment where all the employees feel valued and supported, the company improves its internal culture and strengthens its ability to meet and exceed customer expectations.

RecommendationWHAT IS THIS>? WHO IS RESPONSIBLE?

To build on Save on Foods' positive momentum, the company should develop mentorship initiatives that pair aspiring female leaders with experienced mentors. This, in turn, will provide women aspiring to become leaders with guidance, support, and valuable understanding. Also, the company should provide ongoing training to all employees to cultivate a diverse culture of respect and understanding. This training should emphasize the advantages of a diverse workforce, set measurable goals for gender diversity and job satisfaction, and report progress to stakeholders regularly.

Transparency can improve accountability and motivate continuous improvement. Women in management should constantly be celebrated through internal communications and public recognition, highlighting their contributions to motivate others. Save on Foods should invest in employee well-being programs that address physical and mental health, ultimately increasing job satisfaction.

These recommendations will assist Save-On-Foods Canada in building on its existing strengths and solidifying its position as a good organization in gender diversity, women in management, employee satisfaction, and customer service excellence.

Organizational Behavior Analysis of Save-On-Foods

As we all know, Canadian grocery store chain Save-On-Foods is renowned for its community involvement and customer service. Examining the company's management of its personnel, culture, leadership, and general operations is a necessary step in analyzing organizational behavior. Save-On-Foods is renowned for tailoring its assortment of groceries to each community it serves. In addition to the standard grocery selection, Save-On-Foods prides itself on carrying locally produced goods, offers a large assortment of international goods, prepares fresh meals daily in-store, and keeps up with the latest culinary trends. Save-On-Foods enjoys playing with food and encourages its patrons to do the same with their selection of hand-stretched, Napoli-style pizza, chocolate-dipped marshmallows, and other treats. Their sausages are artisanal and have seasonal flavors. Save-On-Foods makes grocery shopping easier than ever with services like in-store meal ideas in the Fresh Solutions Centre and online shopping (delivery or pickup). The study of individual and group interactions within an organization and how these interactions impact the organization's performance towards its goal or goals is known as organizational behavior. The furthermore description about organizational behavior analysis of save on foods are described below:

Management of its personnel:

It is the method by which companies plan their personnel and resource allocations, monitor employee attendance, and adhere to ever-changing workplace laws and regulations. The ultimate goals are to minimize risk and maximize productivity. It's possible that Save-On-Foods priorities are possible that Save-On-Foods priorities staff development, engagement, and training in order to have a knowledgeable and driven workforce. The business might also place a strong emphasis on employee collaboration and teamwork's staff development, engagement, and training in order to have a knowledgeable and driven workforce. There are no discriminations between men and women as both of them are given equal opportunities according to their skills and abilities. The focus is on long-term empowering the women for developing their careers and future. The business might also place a strong emphasis on employee collaboration and teamwork. We came to know that there is strong and systematic management of employees and staffs in order to manage risk and to be more innovative.

Culture and Tradition:

Within an organization, the appropriate conduct is determined by its culture. This culture is composed of common values and beliefs that have been established by leaders, disseminated, and reinforced via a variety of channels, ultimately influencing employee attitudes, actions, and comprehensions. Save-On-Foods use to encourage an inclusive, community-focused, and customer-service-oriented culture. Its corporate culture may place a higher priority on virtues like inventiveness, integrity, and respect. Save on foods has the set of values, beliefs, attitudes, systems, rules and regulations that outlines and influences the employee behavior within an organization.

Leadership

When it comes to influencing organizational behavior, leadership is essential. It establishes the direction and goals, serves as an example of behavior, makes decisions, settles disputes, manages change, assesses performance, shapes organizational culture, and encourages lifelong learning and growth. Employee empowerment, support, and open communication may be encouraged by the company's leadership style. It is likely that motivated staff members will take the initiative and help the business succeed. Corporate responsibility at Save-On-Foods begins with a leadership team that understands how critical it is to build shared value in the communities where we do business. Given that 92% of people prefer to do business with organizations that share their values (Edelman Brand share, 2015), we know how critical it is for all of our initiatives to have the backing and support of Save-On-Foods at every level in order to ensure their success.

Operations

The term "operations" describes the jobs and duties that businesses perform in order to generate goods and services. Planning, organizing, directing, coordinating, and controlling the different production-related tasks, like purchasing, manufacturing, distribution, and marketing, are all included in this. Save-On-Foods places a higher priority on effective operations in order to provide its clients with high-quality goods and services. Process simplification, efficient supply chain management, and an emphasis on social responsibility and sustainability could all be part of this. This organization has effective management relating the elements of producers to the ultimate consumers.

Examining above research and their roles in the company's performance, employee happiness, and customer experience are the parts of an analysis of Save-On-Foods' organized behavior. We can be sure that customers as well as the employee and staff are fully satisfied by the services and goods provided by Save-On-Foods.

Critical Analysis and Industry comparison

Making informed decisions about where to buy groceries requires thinking about a lot of various things, such as price, quality, and the whole shopping experience. (Gomes & Lopes, 2022). Additionally, the best place to buy groceries may be determined by a number of variables, notably the quality of the customer service, the cleanliness of the shop, and the ethical business practices of the place of business. We are going to investigate the reasons why Save On Food is a superior choice than No Frills when it comes to the organizational behavior of businesses in this critical examination. We are going to investigate the manner in which Save On Food manages its employees and provides customer service in a manner that adheres to the fundamentals of organizational behavior. The commitment to providing great customer service that Save On Food has makes them stand out in comparison to No Frills. They place a high priority on providing customers with a pleasant shopping experience by instructing their staff to be well-informed and friendly. In addition, the staff management techniques at Save On Food build a friendly and motivated working atmosphere, which eventually translates into improved service for the company's customers.

Both Save on Foods and No Frills have different organizational cultures due to the comparison of their business practices. The degree of involvement and contentment of the workforce is the first thing to consider. A decent work environment, competitive pay and benefits, and opportunities for professional growth and promotion are all things that Save on Foods has consistently invested in.Their constant dedication to satisfying their clients' needs has allowed them to build a loyal customer base and maintain an excellent reputation. Save on Foods goes out of their way to ensure that their customers have a pleasant shopping experience by creating a welcoming store environment, stocking a wide variety of high-quality products, and delivering prompt, courteous service.

This is in contrast to No Frills, which may have problems keeping employees happy due to lower compensation and less prospects for advancement in their careers. The organizational behavior of Save on Foods is superior to that of No Frills in several important respects, including the level of staff involvement, the dedication to providing excellent customer service, and the number and variety of possibilities for personal growth and professional advancement. In contrast to No Frills, which may place more of an emphasis on cost-cutting strategies, Save on Foods places a higher premium on providing a pleasant shopping environment, stocking a large selection of high-quality goods, and providing outstanding assistance to clients. In addition, the firm makes use of cutting-edge technological solutions, such as self-service checkout and various online buying possibilities, to improve the consumer experience in terms of both effectiveness and convenience. The dedication of Save on Foods to ensuring the pleasure of its customers is further strengthened by the implementation of feedback programs and regular customer surveys. "Not Defined."

Women in Management

McKinsey's report "Women in the Workplace," partnered with Leanin.Org, states that women are still underrepresented in C-suite roles. The report from 2023 states that women make up only 28% of these roles in the retail industry; however, there has been an increase from 17% in 2015. (Field et al., 2023). Similarly, the 2021 report suggested that women comprise less than 25% of executive-level positions. (Still struggling: Not enough women in the C-suite 2021).

Furthermore, the 2022 report highlights that only 1 in 4 C-suite leaders are women, and only 1 in 20 is a woman of colour. (More women needed in leadership roles 2022). Regarding the board seats in the US, a report by the Catalyst in 2021 reaffirms a slow progression concerning gender parity. There is an incremental improvement wherein women occupied 26% of board seats. The statistic of this culminated report highlights the need for a continuous effort to bridge the gender gap in decision-making bodies in the retail industry. An enhanced board diversity will ensure varied perspectives, correlating to improved corporate performance and governance. (Women in management (quick take) 2023).

The representation of women in leadership roles in the retail industry is improving, but it still needs to be on par with male representation. Many retail companies, including grocery chains like Save On Foods, have been continuously taking steps to address gender diversity. According to the company website, women in middle management at Save On Foods comprise 47%. (World-class culture: Save-on-foods 2023). a significant level of gender representation in Save On Foods' middle management, potentially indicative of the company's proactive efforts to create an inclusive work environment. It could signify a deliberate strategy to empower and promote women into managerial roles, showcasing a commitment to breaking traditional gender barriers within the retail industry. The organization's strong representation of women positively impacts the company's culture, decision-making processes, and innovation. Diverse perspectives at managerial levels lead to comprehensive problem-solving, boost creatives and showcase a broader range of insights that contribute to the company's overall success. The website also indicates the company's focus on gender diversity and inclusivity. The representation signifies equal gender distribution and speaks volumes about Save On Foods' commitment to leveraging diverse talent, culminating in organizational excellence. The acknowledgment of celebrating gender representation exemplifies a progressive approach to fostering an inclusive workplace culture, setting an example for other organizations in the retail industry. It is known that Save On Foods embraces diversity with various initiatives such as

a) Inspire Network: A vital program which aims at fostering an inclusive culture at the company. The network delves into a working committee consisting of a working committee representing all regions across the country, which meets regularly to develop content strategies and plan events and workshops to promote diversity and inclusion. (World-class culture: Save-on-foods 2023).

b)Dress For Success: An initiative focused on empowering women to achieve economic independence by providing professional attire and development tools to help women thrive in work and life. (World-class culture: Save-on-foods 2023).

c) Star Women recognition: Save on Foods has been recognized for its commitment to gender equality. The women working in the organization are acknowledged as "Star Women" in the grocery by Canadian Grocer, which celebrates the remarkable achievements of women in the grocery industry. (World-class culture: Save-on-foods 2023).

d) Annual workshops: The company has constantly focused on facilitating annual leadership development workshops focusing on the importance of diversity, advocating unconscious bias education, and ensuring all genders are engaged at work. The workshops are aimed to provide support and increase the flexibility for women in leadership roles. (World-class culture: Save-on-foods 2023).

Programs by competitors

Several food and retail firms have taken initiatives to address gender diversity in leadership roles. Here are some examples of programs by companies to support gender diversity.

a)Target and Pepsi's future fund: CEOs of Target as well as Pepsi, Brian Cornal and Indra Nooyi, initiated the Future Fund in 2016, which aims to bankroll research and pilot programs focusing on gender equality with the central goal of reaching 50/50 parity in leadership roles. (Wells, 2018)

b)British Retail Consortium initiative: The British Retail Consortium launched an initiative to boost the number of women in executive roles in the food industry. (Wells, 2018)

c)Females in Food Partnership: Females in Food is an organization that helps companies increase gender diversity and develop talent within the food and beverage industry. This organization emphasizes the importance of showcasing women in leadership positions, highlighting diversity and inclusion investments, and proactively connecting with companies to attract female talent. (Corporate Partners 2023).

d)Diversity and Inclusion Training Programs: The food industry executive has cited targeted talent programs, which include diversity and inclusion training programs and formal and informal mentorship and sponsorship programs for employees as effective recruiting and retaining a diverse workforce. (Renner et al., 2021)

These initiatives reflect a growing awareness and commitment in the reta in il space to address gender diversity and promote inclusivity in the leadership roles of an organization. Today's companies recognize the importance of empowering and supporting women in leadership roles to create an equitable work environment and promote diversity.

In conclusion, the representation of women in leadership roles within the retail industry shows signs of improvement. Save On Food asserts an impressive 47% representation of women in their middle management, signaling proactive initiatives to foster an inclusive work environment and break traditional barriers. The representation fosters diverse perspectives at managerial levels and positively influences the company's culture, decision-making processes and innovation. Save On Foods commitment to boosting gender diversity is evident through its various initiative programs, which emphasize inclusivity, empowerment and professional growth for women, which contributes to creating an inclusive workplace culture. Moreover, the industry-wide initiatives by other organizations highlight a collective effort within the retail sector to address gender diversity in leadership roles. These initiatives signify a growing awareness and commitment in the retail industry to empower women in organizations by fostering an equitable work environment. Companies recognize the value of diverse leadership positions to drive innovation and success.

Moreover, industry-wide initiatives by competitors such as Target and Pepsi's Future Fund, the British Retail Consortium, Females in Food Partnership, and Diversity and Inclusion Training Programs highlight a collective effort within the retail sector to address gender diversity in leadership roles.

Career Advancement Opportunities for Women

Promoting diversity among genders and giving women equal access to leadership positions are crucial to the success of any modern business today. We may establish how well Save On Foods corresponds with industry criteria for gender diversity in management roles by analyzing the career progression possibilities that are available for women inside the business. By doing so, we may identify any possible gaps or areas for growth in order to build a more inclusive and equal work environment. This not only benefits the firm by recruiting and maintaining top personnel, but also adds to a more varied and inventive decision-making process. Comparing On Foods' gender diversity data with those of its competitors in the food business can shed light on its performance and point to areas in need of improvement. The good and negative features of women's experiences in management positions can be revealed by analyzing employee feedback and satisfaction surveys at Save On Foods.

Women in Leadership: Considerations including the number of women in leadership roles and the career advancement of women within Save On Foods are crucial for assessing the company's representation of women in management roles in comparison to industry benchmarks. Examining the company's diversity and inclusion activities and policies can also shed light on whether it is serious about advancing women to executive positions.

Career Path: Save On Foods' progress toward gender equality may be measured by comparing. The percentage of women in leadership roles to averages in the food retailing sector. Examining the career trajectory of women inside Save On Foods can offer insight on any potential impediments or prejudices that may exist in their rise to managerial roles. Save On Foods' commitment to creating an environment where women feel welcome in leadership roles may be gauged through an examination of the company's diversity and inclusion programs and policies.

Management Role: Examine the data to see how many women are holding executive roles at each level of the company. Investigate the present situation of women in leadership roles across different industries, drawing attention to any notable discrepancies or disadvantages that exist. Second, explain why women are underrepresented in top management and what institutional impediments may be preventing them from rising through the ranks. Analyze effective company or initiative tactics for empowering and supporting women leaders, exhibiting best practices for fostering gender diversity and inclusion at all levels of a business. Study the Effects of More Women in Leadership Roles.

Training and Programmes: It is important to investigate the policies and programmes that are already in place to encourage the professional growth of women. Some examples of such efforts include mentorship programmes and chances for leadership development. Analyze the salary disparity between men and women at Save On Foods and compare the results to the norms set by the industry. Investigate the efficacy of Save On Foods' diversity and inclusion practices in terms of creating possibilities for women to enhance their careers within the company. Review the responses and input from employees to any surveys or feedback addressing possibilities for women to enhance their careers at Save On Foods.

Work-Life Balance:Evaluate the availability of work arrangements that allow for flexibility and assistance for maintaining a healthy work-life balance, since these factors can have an effect on the career progression of women.- Conduct an investigation of the recruiting and promotion procedures at Save On Foods with the goal of locating any potential prejudices or hurdles that may impede the progress of women in the company. Check to see if there are any discrepancies between the presence of women in managerial roles at Save On Foods and the criteria established for the sector.

Analyze how successful diversity training programs are in fostering an atmosphere that is welcoming and encouraging of women's professional development and evaluate their results.- Examine the several avenues of professional advancement that are open to women working for Save On Foods and evaluate how they stack up against the standards set by the industry.- Investigate the number of women who serve as role models.

Analyze the influence that Save On Foods' management roles have on the options available to women for professional progress in their careers. Investigate whether or if Save On Foods has any programmes that offer sponsorship or mentoring for women who are interested in advancing their careers there. Examining the company's diversity and equal opportunity policies will provide insight into the extent to which the organization is dedicated to fostering an inclusive environment for people of all genders. Conduct a thorough examination of the performance review procedure to ascertain that it treats female employees in an equitable and objective manner. Conduct research into the assistance and resources that are offered to women at Save On Foods so that they may enhance their leadership abilities.

Barriers and Challenges for Women in Management

As noted, women have made significant strides over the past half a century in terms of advancements in the workforce (Sule et al., 2017), which Save on Foods has also been able to adapt. However, it is well established that women hold top leadership positions in management far less frequently than men. (The World Economic Forum, 2015 Sule et al.,2017).Women face several barriers and challenges in advancing to management positions in the retail sector in Canada, including companies such as Save On Foods. Societal, organizational, and individual factors cause these difficulties.Gender differences, according to Eagly's (1987) theory, are a product of the social roles that regulate behavior in adult life. According to this theory, the differences in behavior between men and women are due to the different roles that the two genders play based on the expectations of their society (Eagly, 1987). With women still striving for the top, they face challenges that many of their male CEO counterparts do not comprehend. These issues are preventing many women from achieving their goal of becoming company leaders and limiting their ability to advance in business.

One of the most pressing obstacles female aspiring leaders encounter is workplace equality; gender bias and stereotypes may limit women's career advancement in the retail industry. Women's growth in management can be negatively affected by the perception that specific roles in management are better suited to men. This bias can be seen in hiring decisions, promotion opportunities, and daily workplace interactions.The demands of retail leadership positions, which frequently involve long hours and frequent travel, can be difficult for women who are primary carers at home. Balancing work and family responsibilities can be more difficult for women, leading some to choose less demanding jobs like customer service to maintain a work-life balance.

Developing a solid professional network is essential for career advancement. Women may find it difficult to network and find mentorship opportunities due to harassment and discrimination, which can make workplaces unfriendly and deter people from pursuing leadership roles. These problems can be anything from covert forms of discrimination to overt abuse.The term "glass ceiling" describes an imperceptible barrier that keeps women from rising to high leadership positions (Kagan, 2022). Within Save On Foods and the retail sector, women frequently find it difficult to advance to executive positions despite their qualifications and abilities.

Recommendation(this needs to go in the final recommendation)

Retail stores such as Save on Foods should Implement policies and initiatives that promote organizational diversity and inclusion, such as setting goals for gender diversity in leadership roles, developing mentorship programs for women, and providing training opportunities tailored specifically to women to help them develop the skills and confidence required for management roles. Employees and leaders should be trained to recognize and address unconscious bias in hiring and promotion decisions. Encourage inclusive hiring practices.

It is easier for women responsible for taking care of others to pursue leadership roles when flexible work arrangements and work-life policies are available. Additionally, a culture of zero tolerance for harassment and discrimination should be established, along with transparent reporting procedures and consequences for such behavior. Promote mentorship and sponsorship initiatives that link women to seasoned leaders who can offer advice and support for professional growth. To serve as role models and encourage other women to aspire to leadership positions, highlight accomplished women leaders within the company.

According to (Council, 2018), many women leaders get paralyzed by their perfectionist tendencies; I frequently recommend reflection. It could be a brief pause, such as a few deep breaths, a short meditation, or a longer activity, such as a walk, journaling exercise, or a TED Talk or book excerpt by Bren Brown. All these methods have proven effective in reducing perfectionism. (Council, 2018)

Finally, we advise female leaders at Save on Foods to pursue their dreams and never give up. Keep updated on the skills required to provide you with those opportunities, such as communication, leadership development, and emotional intelligence. Raise your hand if you want to participate in meetings. Speak up and make your voice heard.

Job Satisfaction:

4. Employee Feedback and Surveys: ROHIT THIS IS YOUR PART

Member 4.4: Examine employee feedback and satisfaction surveys, focusing on women's perspectives within Save On Foods Canada and comparing these findings with industry norms.

Work-Life Balance Initiatives

The effectiveness of work-life balance initiatives in enhancing job satisfaction among female employees can be evaluated based on different factors:

Flexibility in Work Arrangements: Offering flexible work hours, remote work options, or compressed workweeks can notably benefit female employees, especially to those who have the responsibilities of balancing family. Industries with healthy flexibility practices tend to witness higher job satisfaction among women as it allows them to better manage personal and professional commitments.

Parental Leave Policies: Generous parental leave policies positively impact job satisfaction among female employees. Companies offering extended paid leave for new parents to encourage a supportive environment and contribute to a higher retention rate among women.

Childcare Support: Organizations providing childcare benefits, subsidies, or assistance can greatly alleviate stress for female employees, enabling them to focus on work without worrying about childcare arrangements. This significantly enhances job satisfaction, particularly among working mothers.

Wellness Programs and Mental Health Support: Comprehensive wellness programs, mental health resources, and counseling services contribute to higher job satisfaction. Women often manage multiple responsibilities, and having access to resources that support their mental and physical well-being positively impacts job satisfaction.

Equal Opportunities and Career Development: Companies that prioritize equal opportunities for career advancement, mentorship programs, and skill-building initiatives tend to have higher job satisfaction among female employees. When women feel supported in their career growth, it positively influences their overall satisfaction in the workplace.

Supportive Work Culture: A supportive work culture that values work-life balance, respects personal time, and discourages overworking fosters higher job satisfaction. This includes setting clear boundaries for work hours and discouraging excessive overtime.

Comparing these practices across the industry can provide insights into their effectiveness. Additionally, evolving societal norms, the changing landscape of work, and individual preferences can influence the perceived effectiveness of these initiatives, making it essential for companies to continually review and adapt their practices to meet the evolving needs of female employees in the workforce.

Impact of Recognition and Rewards

Rewards, incentives and recognition are valuable instruments for enhancing employee motivation and performance. Incentives such as bonuses, promotions, or exclusive rights are examples of rewards; expressions of gratitude or prizes are examples of recognition. Reward and recognition programs have the potential to improve employee satisfaction and foster a positive work environment when implemented properly. They can also serve to raise spirits and motivate staff to put in more effort and produce better work. Save-On-Foods provides a range of awards and incentives to encourage and acknowledge its staff. Typical incentives and awards in the grocery or retail sectors could be discounted. One benefit of working for Save-On-Foods is that employees may be eligible for discounts on store merchandise. This builds brand loyalty by encouraging them to use and enjoy the products they sell. It's possible that the organization has initiatives in place to recognize exceptional work or significant achievements made by staff members. This could include certificates, Employee of the Month awards, or other public acknowledgement. Performance-Based Incentives: Save-On-Foods might have rewards based on meeting sales goals, customer service standards, or other objectives. These rewards could take the shape of commissions, bonuses or the rewards that are related to money. The reward that the employee and staff get from Save-On-Foods encourages them to work more efficiently and effectively. Additionally, rewards and recognition play a vital role for an organization to get its ultimate goal and success by motivating the employees. Recognition and Reward programs have a positive effect on employee which are as follows:

Employee Motivation and Participation: Employee morale, motivation, and work satisfaction can all be increased by praising hard work and accomplishments. This can therefore result in a happier workplace and higher levels of employee engagement. In Save-On-Foods employee are highly motivated in active manger with the help of rewards and recognition.

Stable and Improved Performance: In Save-On-Foods programs for rewards and recognition can encourage workers to give better work. Employee motivation to thrive in their positions may increase when exceptional performance is acknowledged or milestones are met, which may lead to increased output and improved customer service.

Retention and Loyalty: Incentives and recognition have the power to increase staff loyalty and lower attrition. Employee retention and recruitment expenses are decreased when workers feel valued and appreciated by the organization. Women at Save-On-Foods are recognized for their contributions, talents, and accomplishments with specially designed awards. Their efforts and abilities are validated by this acknowledgment, which fosters a sense of worth and value within the company.

Cultural Benefits: An organization's mission and ideal culture should inform the systems it uses to define objectives, choose new hires, and evaluate performance. By putting in place efficient programs for rewards and recognition, businesses can strengthen their culture and core values. Save-On-Foods strengthen its emphasis on teamwork and customer service by praising staff members who live up to these values.

Ultimate user happiness: It is all about the satisfaction got by the ultimate users by the product. A business can use customer satisfaction data, such as surveys and ratings, to decide how best to alter or improve its goods and services. In Save-On-Foods employees that are motivated and satisfied typically offer superior customer service. Employee recognition and rewards can have a positive effect on the overall customer experience, resulting in higher levels of customer satisfaction and loyalty.

With the help and positive effect of reward and recognition Save-On-Food is able to get good feedback from the ultimate consumers. An examination of Save-On-Foods' employee engagement tactics, including training, rewards, and retention rates. The company could demonstrate its commitment to responsible practices in comparison to its industry peers by comparing its sustainability initiatives, waste reduction efforts, and community involvement with industry benchmarks in relation to industry standards would shed light on how well the company maintains a skilled and motivated workforce. By using benchmarking, Save-On-Foods can assess how it is doing in comparison to industry norms, pinpoint areas of strength, find areas for development, and implement best practices to preserve or strengthen its competitive advantage in the Canadian grocery market. The company uses a number of initiatives to actively engage with the local communities. Its impact and conformity to societal expectations within the grocery sector can be demonstrated by contrasting its community involvement program with industry benchmarks. Save-On-Foods can identify areas for improvement, build on its strengths, and align its strategies to meet changing industry standards and preserve its competitive position by continuously evaluating and comparing its practices against industry benchmarks.

Recommendations

For the researcher to put forward suggestions based on the findings of the investigation, the intention of the investigation is to compare the levels of work satisfaction among women who assume management positions at Save On Foods.Major findings that resulted from the investigation includes

I) Key Findings: Save On Foods' female employees who hold managerial roles have shown less levels of satisfaction with their jobs.

Strength: Focusing on women in management and job satisfaction at Save On Foods may boost retention, promote an inclusive workplace, and boost organizational performance. Save On Foods can boost female work satisfaction by solving management concerns. Employee engagement, productivity, and loyalty may increase. Focusing on women in management and work happiness can also attract excellent talent. Companies that empower women in leadership roles are more likely to attract job seekers since they prioritize diversity and gender equality. Save On Foods can attract brilliant women seeking industry careers by supporting and including female management.

Recommendation: Save On Foods ought to prioritize the implementation of transparent and fair decision-making processes, the provision of leadership development and mentorship programmed for women in management positions, the promotion of a supportive and inclusive work culture, the investment in ongoing training and development opportunities, and the solicitation of feedback from women in management in order to improve their level of job satisfaction. It is imperative that Save On Foods places a high priority on making arrangements to provide equal chances and recognition for women who hold managerial roles.In addition to this, it will instill a feeling of independence and belonging in women who hold managerial roles, which will ultimately result in higher employee retention and overall success for the organization. It is imperative that Save On Foods places a high priority on making arrangements to provide equal chances and recognition for women who hold managerial roles.

II) Key Findings: Women, questioned about the components that contribute to their job satisfaction, named fair treatment and gratitude as crucial factors.

Strength: A more varied and inclusive workplace culture might result from focusing on women in management and job satisfaction. Save On Foods may establish a diverse workplace by aggressively addressing gender prejudices and promoting women in management.

This can boost company creativity, innovation, and problem-solving. Save On Foods may use women's leadership qualities by elevating and satisfying women in management positions.

Prioritizing women in management and job satisfaction can also inspire other workers and stakeholders. It shows Save On Foods' commitment to gender equality and spreads diversity throughout the company. This may boost corporate image, employer reputation, and talent diversity.

Recommendation: It should be Save On Foods' top priority to ensure that women in managerial positions are treated fairly that they are recognised for their contributions. The implementation of transparent decision-making processes, the provision of leadership development and mentorship programmes, the promotion of a supportive and inclusive work culture, the investment in continuous education and growth opportunities, and the active solicitation of feedback from women in management positions are all ways in which this objective can be accomplished. If Save On Foods takes these steps, it will be able to improve the level of job satisfaction achieved by women who hold management roles and establish a workplace that is more egalitarian and inclusive. In addition, Save On Foods should make certain that women have equal chances for professional progression and growth, that any gender prejudices or preconceptions that may exist within the organization are addressed, and that clear performance evaluation standards are established in order to guarantee that evaluations are fair and objective.

III) Key Findings: Women balancing work and family difficulties, especially in male-dominated fields, endure gender discrimination and sex stereotyping.

Strength :In a world similar to a mature Occidental, it becomes crucial to prioritize women in management and job satisfaction. This approach holds great promise in tackling the distinct hurdles and barriers that women encounter while juggling their work and family obligations. In order to foster a positive and empowering work environment, Save On Foods can take steps to acknowledge and combat gender discrimination and sex stereotyping. In addition, Save On Foods can ease the pressures and stress that women may face in juggling their professional and personal lives by implementing work-life balance policies and practices, such as flexible scheduling and parental leave options. Embracing these practices can create a workplace culture that is more diverse and inclusive, ultimately leading to greater job satisfaction for women in management. It can result in higher productivity, a boost in employee morale, and stronger team dynamics.

Recommendation: Save On Foods should implement the following guidelines to help women balance work and family Offer flexible hours or remote employment to help women balance work and family secondly offer women in management mentorship and development programmes to strengthen skills and progress careers. Thirdly, foster an inclusive workplace that combats gender stereotypes. Save On Foods can empower women managers by following these suggestions. Additionally, Save On Foods should aggressively address organizational gender biases and prejudices.

Development opportunities at Save-on-Foods

The Canadian grocery chain Save-On-Foods offers its staff specially for women in a variety of professional growth opportunities. These may consist of:

Training Programs: Save-On-Foods provides training courses for various career paths, ranging from entry-level work to management positions. The goal of these programs is to improve knowledge and abilities in a number of grocery industry domains.

Professional Growth: The organization frequently offers internal promotions, giving staff members the opportunity to grow in their careers by assuming more senior roles as they acquire experience and prove their worth.

Leadership Development: To assist staff members in acquiring the competencies required to assume managerial or supervisory roles, Save-On-Foods may provide leadership development programs.

Educational Assistance: Certain organizations provide tuition reimbursement or educational assistance to staff members who want to further their education or obtain additional certifications linked to related fields.

Cross-training: Workers may be able to work in several departments within the store, which can increase their knowledge of various business functions and skill sets for their future references.

It's best to speak with Save-On-Foods' human resources department directly to learn more about development opportunities, or search for job postings that include information on possible career paths and training courses.

Save-On-Foods has demonstrated a dedication to inclusion and diversity in the workplace, which includes giving women leadership opportunities. It focuses on following areas for career development opportunities for women.

Leadership Initiatives: Talk about Save-On-Foods' efforts to support gender inclusion and diversity in management roles. Emphasis initiatives created expressly to assist and motivate women to seek leadership positions within the organization.

Success Stories: Examine the achievements of female employees at Save-On-Foods who have achieved success in managerial roles. Describe their successes, the difficulties they overcame, and how the company's encouraging atmosphere helped them to grow.

Corporate Culture: Examine the company's policies and corporate culture to see how they encourage the promotion of women to management positions. This could involve equal opportunities for career advancement, flexible work schedules, and mentoring programs.

Impact of Women in Management: Talk about how the success of the business, team dynamics, and organizational culture are affected by the presence of women in important management positions. emphasizes the importance of a range of viewpoints when making decisions.

Obstacles and Solutions: Discuss any obstacles that women may encounter while advancing up the management ranks and suggest tactics or solutions that Save-On-Foods should take up to help women in management even more.

Implications

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