Did the Coronavirus affect the unemployment rate in the counties of Tennessee Equally?
ate and market products and services that promote what they call well being well (“bem estar bem”). In this context, “well-being” is the harmonious, pleasant relationship of the individual with him or herself, and with his or her body. And “being well” is the empathic, successful, pleasurable relationship of the individual with the other, and with the nature which he or she is a part of. Their mission (“well being well”) is what keeps their essence in its internal and external dynamics. In addition to the brand emphasizing the motto in all its platforms of communication, such as the website, its products are the greatest expression of their essence (Natura, n.d.). The company was born with the premise of a business concerned with the social, economic and environmental impact it causes, as well as the use of vegetal inputs from the Brazilian biodiversity for the creation of its products. Natura researches in nature ingredients that bring cosmetic benefits to the body and hair, and for more than 10 years the company does not do tests on animals (Vaz, 2016). Carolyn Taylor attributed to their mission one of the main reasons why Natura has a healthy organizational culture: “they invest a lot of attention in their staff and, therefore, help employees and their dealers represent their products well.” (Exame, 2010). According to Liuchy, Natura believes that results are achieved through good relationships generated by the motivation of its employees through benefits. These benefits include salary, transportation, food, health insurance, dentist, health and education programs, nursery, access to a certain amount of products per month, and others. According to a survey by LinkedIn, Natura ranked in 14th place in the “Top Companies 2018” (Odri, 2018), which shows which companies are most sought after by Brazilian professionals. Therefore, this organization has the team management style in Blake and Mouton’s Managerial Grid (9,9). This style is “characterized by high concern for both production and people, maximizing both productivity goals and employee needs” (Miller, 2015, p. 50). During the interview with Liuchy, she said that in order to maintain Natura’s organizational culture in everyday life, all employees must behave and are evaluated according to four principles: to follow the result of the whole; celebrate and recognize the achievements; manifest and resolve conflicts constructively; and put the “consultant” at the center of decisions (since direct sales still guide the business). In analyzing these principles, one can conclude that Natura follows the concepts of McGregor’s Theory Y. In this, “the manager assumes that workers are highly motivated to satisfy achievement and self-actualization needs and that the manager’s job is to bring out the natural tendencies of these intelligent and motivated workers” (Miller, 2015, p. 43). The fact that Natura encourages its employees to celebrate and recognize their achievements shows that they believe that “commitment to objectives is a function of rewards associated with their achievement.” (McGregor, 1960, pp. 47-48). Moreover, Natura’s position on organizational conflict resolution also refers to McGregor’s Theory Y, that argues that everyone is capable of resolving internal conflicts creatively (McGregor, 1960, pp. 47-48).>GET ANSWER