The company

Dillard's, Inc. is an American department store chain with 330 stores in 28 states, founded by William Dillard in 1938. The department store chain is still managed by the Dillard family with William Dillard II as CEO, Alex Dillard as president, and William Dillard III as vice president (Dillard's 2017).

  • "The Company focuses on delivering maximum fashion and value to its shoppers by offering compelling apparel and home selections complemented by exceptional customer care."
  • "We cherish quality, integrity and value."
  • "We believe a manager’s role is to bring out each employee’s uniqueness to full positive impact.”

Representation in the media

"Dillard’s is currently the second worst company and the worst department store in the U.S. to work for." (Daily Mail 2013, 24/7 Wall St. 2016)

  • Employees complain about unrealistic sales goals and inadequate benefits (24/7 Wall St. 2016)
  • "The benefits are pitiful and the salaries are not current with industry" (Daily Mail 2013)
  • Employees most commonly criticize management , e.g. "The people at the top of the ladder do not seem to really care what is going on in the pits of the company" (24/7 Wall St. 2015)

"Not only is employee morale suffering at Dillard’s, but it seems business is as well. The company posted net income of $269.4 million in its fiscal 2015, down from $331.9 million the previous year." (24/7 Wall St. 2016)

Employee reviews

(Glassdoor 2017)

Links to theories of motivation

  • Goal-setting theory states that people`s behavior is motivated by their internal intentions, objectives, or goals, and is advocated as one of the most valid and practical theories of employee motivation in organizational psychology (Locke and Latham 2002)
  • Self-efficacy theory states that motivation and performance are determined in part by how effective people believe they can be, which has been well-tested and supported in research taking place both inside and outside the workplace (Bandura & Locke 2003)
  • Control theory states that the person must believe the goal is attainable and accept it, and that feedback can positively influence motivation and facilitate adjustment to meeting a goal, which has been supported in research by Donovan and Williams (2003)
  • Justice theories state that employees value equity and fairness above all (Colquitt et al. 2001)


  1. Bandura, A. and Locke, E.A. (2003) "Negative self-efficacy and goal effects revisited". Journal of applied psychology 88 (1), 87-99
  2. Colquitt, J., Conlon, D., Wesson, M., Porter, C. and Ng, K. (2001) "Justice At The Millennium: A Meta-Analytic Review Of 25 Years Of Organizational Justice Research". Journal of Applied Psychology 86 (3), 425-445
  3. Daily Mail, (2013) The Nine Worst Companies To Work For - And Retailers Make Up Half The List [online] available from <> [30 March 2017]
  4. Dillard's, (2017) Dillard's - Official Site Of Dillard's Department Stores - Dillards.Com | The Style Of Your Life [online] available from <> [31 March 2017]
  5. Donovan, J. and Williams, K. (2003) "Missing The Mark: Effects Of Time And Causal Attributions On Goal Revision In Response To Goal-Performance Discrepancies". Journal of Applied Psychology 88 (3), 379-390
  6. Glassdoor, (2017) Working At Dillard's [online] available from <,20.htm> [31 March 2017]
  7. Locke, E. and Latham, G. (2002) "Building A Practically Useful Theory Of Goal Setting And Task Motivation: A 35-Year Odyssey". American Psychologist 57 (9), 705-717
  8. 24/7 Wall St., (2015) The Worst Companies To Work For [online] available from <> [30 March 2017]
  9. 24/7 Wall St., (2016) The Worst Companies To Work For [online] available from <> [30 March 2017]

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