Read The Case Study: The J.M. Smucker Company In Chapter 1

Read The Case Study The Jm Smucker Company In Chapter 1 O

Read the case study "The J.M. Smucker Company" in Chapter 1 of our text. In a 3-4 page analysis, respond to all of the questions provided at the end of the case. Support your ideas with sources in addition to the text. Cite all sources, including your textbook, using the standard APA format.

Include a title page, case summary, headings, and conclusion in APA format. Case study J.M Smucker From its founding in 1897, when Jerome Monroe Smucker sold apple butter from the back of a horsedrawn wagon, the J.M. Smucker Company has recognized that acting ethically is a key element of its success. The Orrville, Ohio, manufacturer wants to ensure that its signature comfort foods—fruit spreads, frostings, juices, and beverages—remain American staples, and that its daily operations are guided by honesty, respect, trust, responsibility, and fairness. Ensuring that the company meets the highest ethical standards starts with hiring people who already have a strong personal value system.

To do this, Smucker steeps job candidates in its ethical standards and refers frequently to how company values relate to the particular position a job candidate is seeking. The company also engages in rigorous reference checks. Once hired, the ethics emphasis intensifies. Each new hire attends a daylong training seminar that includes presentations by company officials, videos, and breakout sessions on moral awareness, moral courage, and values. The discussions go much deeper than a superficial review of how to be a good person.

One session concentrates on three ways to make a decision when faced with a dilemma. One option is seeking to do the greatest good for the greatest number of people. The second is a rules-based approach in which the decision will set a standard that everyone else follows. The final alternative is to use the Golden Rule: “treat others as you would like to be treated." The sessions also explore the complexity of ethics. Employees are rarely in a clear-cut situation where right and wrong are obvious.

Ethical decisions often involve a nuanced balance between right and wrong. For example, the choice an employee has to make may involve questions related to the pulls between truth and loyalty, the individual versus the community, and short-term versus long-term approaches to business decisions. Smucker communicates that it wants its employees to act with truth over loyalty, community over the individual, and long-term over short-term company interests. All employees go through the ethics program again every two years and sign a detailed nine-page ethics statement annually to ensure that they truly understand the level of performance Smucker expects from them.

Smucker also strongly believes in environmental sustainability, including utilizing renewable energy, improving wastewater management, using sustainable raw materials, and reusing resources rather than consuming new ones. Smucker promotes social sustainability in the communities in which it operates, promoting initiatives and programs that support and enhance the quality of life. The J.M. Smucker Company has often appeared on Fortune Magazine’s “100 Best Places to Work For” list, which it attributes in part to its strong culture.

Questions:

1. Why would ethics be important to a company like J.M. Smucker? How can its focus on values and ethics improve its business performance?
2. Appearing on “best places to work” lists can increase an employer’s popularity, even among lower-qualified applicants. The increased volume of applicants can be costly and time-consuming. What do you feel are the benefits and drawbacks to being on this type of list? Do you think that it is generally beneficial to be publicly recognized as a good employer? Why or why not?
3. Do J.M. Smucker’s values and culture appeal to you as a potential employee? Why or why not?

Paper For Above instruction

Introduction

Ethics play a vital role in shaping the culture, reputation, and overall success of a company. For a family-oriented, ethically driven organization like J.M. Smucker, the emphasis on strong moral principles and social responsibility is not only integral to its identity but also instrumental in maintaining its competitive edge. This paper explores the significance of ethics to J.M. Smucker, how its focus on core values enhances business performance, the implications of being recognized on “best places to work” lists, and an individual perspective on aligning personal values with corporate culture.

Importance of Ethics to J.M. Smucker

For J.M. Smucker, ethics are foundational to its longstanding reputation and operational integrity. The company's history, which dates back to 1897, underscores a commitment to honesty, respect, responsibility, and fairness—values that resonate at every level of its operations. Ethical standards serve as guiding principles for decision-making and interactions with stakeholders, including employees, consumers, suppliers, and communities. As a producer of household staple foods, adhering to high ethical standards ensures consumer trust, regulatory compliance, and brand loyalty (Harrington, 2005).

Moreover, emphasizing ethics fosters a positive workplace environment that attracts and retains talented employees who share similar values. This alignment reduces misconduct, enhances cooperation, and promotes a culture of accountability. Ethical conduct is also critical in mitigating risks associated with legal penalties, reputational damage, and operational disruptions. Therefore, a robust ethical framework supports the company’s sustainability goals and social responsibilities, reinforcing its corporate reputation and ensuring long-term stability.

Enhancement of Business Performance through Values

J.M. Smucker’s focus on core values and ethical behavior directly impacts its business performance in several ways. First, it differentiates the brand in a competitive marketplace where consumers increasingly prefer ethically responsible companies (Schoeff, 2006). Ethical practices attract loyal customers who value transparency and corporate responsibility, thus driving sales and market share. Second, the company’s internal culture, rooted in respect, trust, and fairness, boosts employee morale and productivity (Smoother & Bosse, 2014). Engaged employees are more committed and motivated, leading to higher quality products and customer satisfaction.

Furthermore, ethical practices foster innovation by creating an environment where employees feel safe to propose new ideas without fear of unethical repercussions. This innovation is vital for sustained growth and adapting to changing consumer preferences, especially concerning sustainability and health concerns related to food products. Additionally, by integrating environmental sustainability into its operations—such as renewable energy use and waste management—the company can reduce costs and mitigate environmental impacts (Smucker, 2017).

Impacts of “Best Places to Work” Recognition

Recognition as a “best place to work” offers tangible benefits, including enhanced employer branding, increased applicant quality, and improved employee morale. Such accolades attract top talent who seek positive work environments, fostering better recruitment outcomes at lower costs (Shen et al., 2014). Moreover, being publicly recognized enhances the company's image, encouraging customer loyalty and investor confidence.

However, there are drawbacks, such as the potential for complacency among leadership or the challenge of maintaining high standards consistently. The increased volume of applicants—while beneficial—can overwhelm HR processes, requiring significant resources for screening and onboarding. Additionally, some critics argue that such awards may sometimes reflect superficial qualities rather than substantive workplace culture improvements (Colvin & Tolbert, 2015).

Overall, though, the benefits of being recognized as a top employer tend to outweigh the drawbacks, especially when the recognition aligns with genuine organizational practices and corporate values. It emphasizes a commitment to employee well-being, which can translate into better service, product quality, and stakeholder trust (Schoeff, 2006).

Personal Reflection on J.M. Smucker’s Culture

As a potential employee, J.M. Smucker’s values resonate positively with my own personal and professional principles. The company’s emphasis on sustainability, ethical decision-making, and community engagement reflects a responsible approach to business that I find appealing (Smucker, 2017). Working for an organization that prioritizes honesty, respect, and long-term thinking aligns with my desire to contribute meaningfully within a values-driven environment. Additionally, the company’s focus on employee development and fostering a positive workplace culture would foster growth, job satisfaction, and a sense of purpose.

Therefore, I find the values and culture of J.M. Smucker compelling. They demonstrate a balanced approach to profitability and social responsibility, which is increasingly important in today’s globalized economy. Aligning personal values with organizational culture not only creates a more fulfilling work experience but also encourages ethical behavior and social contributions beyond profit margins.

Conclusion

In conclusion, ethics are fundamental to the success and reputation of J.M. Smucker. Its unwavering focus on core values, sustainability, and social responsibility enhances its business performance by fostering consumer trust, employee engagement, and innovation. Recognition as a top employer brings both opportunities and challenges but ultimately benefits the organization’s growth and stability. Personally, the company’s culture aligns well with my values, making it an attractive potential workplace for professionals committed to ethical and sustainable business practices.

References

• Harrington, A. (2005, January 27). Institute for Global Ethics Expands Focus on Business Practices with Center for Corporate Ethics. CSRWire. https://www.csrwire.com
• Schoeff, M. (2006, March 13). Workplace Management, 19.
• Shen, J., Chanda, A., D’Netto, B., & Monga, M. (2014). Managing diversity and fostering inclusion in the global workforce. Journal of Business Ethics, 123(4), 701–716.
• Smoother, S., & Bosse, D. (2014). Employee engagement and organizational performance. Journal of Organizational Behavior, 35(7), 923–938.
• Smucker, J.M. (2017). J.M. Smucker 2017 Annual Report. Retrieved from https://www.jmsmucker.com
• “Sustainability.” (n.d.). J.M. Smucker. https://www.jmsmucker.com/sustainability
• Colvin, G., & Tolbert, S. (2015). Culture eats strategy for lunch: But good culture drives strategic success. Harvard Business Review.
• “Award-Winning Company.” Smuckers.com. https://www.smuckers.com
• “The University of Akron. (2012). Smucker Gift Will Establish Business Leadership Institute.” https://www.uakron.edu/
• Shen, J., et al. (2014). Managing diversity and fostering inclusion in the global workforce. Journal of Business Ethics, 123, 701–716.