American Wear Case Analysis

M. John Auriemma is a very successful entrepreneur, who started and still rules the company American Wear. American Wear is one of the few remaining family-owned uniform supply companies, in the US. As a consequence of that, M. John Auriemma tends to treat his employees as members of his own family, and thus, takes to heart their interests. Indeed, in 2012, M. Auriemma has been recognized as a top employer by the textile rental association, for the high rate of employees’ retention in his company “American Wear”. This proves that a high percentage of M. Auriemma’s employees are satisfied by the way he treats them. Nevertheless, in 2010, at his own surprise, he found himself fighting in court against two of his employees. As witnesses of this, we are tempted to …show more content…
To this date, M. John Auriemma has not given up on his commitment toward his employees. He still counts for his success upon a loyal, devoted staff. He has avoided problems by operating in a transparent, above-board manner. However, there are some issues that you cannot plan for or avoid, he says. The good news is, those potential risks, does become minimized, by trying to do the right thing, which is treating the employees the right way (with care and respect). The key element, then, when it comes to dealing with conflicting relationships with our employees, according to him, is to be able to spot the potential conflicts before they happen. The question then, is, how? According to M. John Auriemma, in order to spot those conflicts before they happen, you have to understand that, if you have some suspicion about someone in your company, those suspicions are more likely to be legitimate. Because of that reason, you should not wait too long before taking preventive actions, otherwise, by the time you take the required actions, it may be too late. As M. John Auriemma likes to say, “If it looks like a duck, and walks like a duck, and quacks like a duck… it’s a