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Human Resource Management 13th Edition by Robert Mathis,John Jackson
Edition 13ISBN: 978-0538453158Human Resource Management 13th Edition by Robert Mathis,John Jackson
Edition 13ISBN: 978-0538453158 Exercise 1
HR, Culture, and Business Results Success at Google, Scripps, and UPS
Firms in a variety of industries have been recognized as being among the Most Admired Companies by Fortune magazine. Others have been highlighted as being the Best Companies to Work For by Fortune or as Optimas Award winners by Workforce Management. These recognitions contain some common elements because of how HR management has contributed to organizational success and is being positively viewed by employees. Three examples are highlighted here.
One recognized firm is Google, which is well known by many individuals because of its Internet components. Google has an HR image as a creative contributor to business objectives through its work environment guided by HR. According to the head of HR at Google, Lazio Bock, the overriding key of HR at Google is its emphasis on organizational culture and business objectives. The focus of Google HR is on giving its employees flexibility to produce results, not just following core job requirements. Consequently, HR at Google has established innovative efforts for its people and has made the administrative part of HR efficient. Minimizing numerous HR administrative forms, data, and reports by using technology has occurred, which would be expected in a prominent technology firm.
At Google, HR communicates to its employees extensively about business objectives, organizational results, and relevant current information. Because many of the Google employees are stock shareholders also, they have a personal interest in Google being a successful business. Thus they continuously want to know the operational results by seeing current reports, data, and information. Overall, Google's HR approach is unique in comparison to the approaches at other companies recognized by Fortune, but its success illustrates that how HR is established and operates can be a key to organizational success.
A different firm with a variety of organizations and a strong HR culture is Scripps Network, a prominent television and communications corporation. At Scripps, HR plays a core role in establishing strategic goals and efforts. Even when Scripps has merged separate media firms, HR has focused on getting the cultures of the two entities to integrate effectively
Several HR functions are used to support the culture and core values at Scripps. One is an active pay-for-performance system to reward employees at higher job levels with base pay increases, annual incentives, and long-term incentives. Another key part of HR efforts at Scripps is that HR emphasizes leadership development throughout the firm. Additionally, the firm has widely used work variability efforts such as worklife balance, telecommuting, and worker flexible schedules. These are done as part of a core value at Scripps of "compassion/support."
A different firm with an extended history of effectively integrating corporate culture and HR is UPS, the transportation and logistics delivery firm that operates worldwide. Its culture is different from the cultures of Google and Scripps; however, for more than a decade, UPS has been recognized for its corporate integrity, culture, and HR inclusion with employees.
UPS has emphasized linking HR with business objectives and uses communication and intranet programs to ensure that employees are kept constantly informed on business objectives and workforce challenges. One well-recognized component at UPS is the established codes of conduct that are consistently reviewed with all employees. These reviews include specific examples of ethical situations that employees may face and how to respond to them. Annually, managers complete a "conduct code" report that asks specific questions about ethical problems that have arisen during the year
These three firms are in different industries, have different cultures, and use a variety of HR efforts. However, each of them has been recognized for implementing HR as core to their organizational cultures and successful business results.
QUESTIONS
1. How does the integration of HR with the organizational culture contribute to the success of Google, Scripps, and UPS? To find ideas, go to the corporate website for each of these companies and search for additional insights.
2. Discuss how some of the cultural facets mentioned compare to those among employers you have worked for, and explain the difference in the views of these various employers.
Firms in a variety of industries have been recognized as being among the Most Admired Companies by Fortune magazine. Others have been highlighted as being the Best Companies to Work For by Fortune or as Optimas Award winners by Workforce Management. These recognitions contain some common elements because of how HR management has contributed to organizational success and is being positively viewed by employees. Three examples are highlighted here.
One recognized firm is Google, which is well known by many individuals because of its Internet components. Google has an HR image as a creative contributor to business objectives through its work environment guided by HR. According to the head of HR at Google, Lazio Bock, the overriding key of HR at Google is its emphasis on organizational culture and business objectives. The focus of Google HR is on giving its employees flexibility to produce results, not just following core job requirements. Consequently, HR at Google has established innovative efforts for its people and has made the administrative part of HR efficient. Minimizing numerous HR administrative forms, data, and reports by using technology has occurred, which would be expected in a prominent technology firm.
At Google, HR communicates to its employees extensively about business objectives, organizational results, and relevant current information. Because many of the Google employees are stock shareholders also, they have a personal interest in Google being a successful business. Thus they continuously want to know the operational results by seeing current reports, data, and information. Overall, Google's HR approach is unique in comparison to the approaches at other companies recognized by Fortune, but its success illustrates that how HR is established and operates can be a key to organizational success.
A different firm with a variety of organizations and a strong HR culture is Scripps Network, a prominent television and communications corporation. At Scripps, HR plays a core role in establishing strategic goals and efforts. Even when Scripps has merged separate media firms, HR has focused on getting the cultures of the two entities to integrate effectively
Several HR functions are used to support the culture and core values at Scripps. One is an active pay-for-performance system to reward employees at higher job levels with base pay increases, annual incentives, and long-term incentives. Another key part of HR efforts at Scripps is that HR emphasizes leadership development throughout the firm. Additionally, the firm has widely used work variability efforts such as worklife balance, telecommuting, and worker flexible schedules. These are done as part of a core value at Scripps of "compassion/support."
A different firm with an extended history of effectively integrating corporate culture and HR is UPS, the transportation and logistics delivery firm that operates worldwide. Its culture is different from the cultures of Google and Scripps; however, for more than a decade, UPS has been recognized for its corporate integrity, culture, and HR inclusion with employees.
UPS has emphasized linking HR with business objectives and uses communication and intranet programs to ensure that employees are kept constantly informed on business objectives and workforce challenges. One well-recognized component at UPS is the established codes of conduct that are consistently reviewed with all employees. These reviews include specific examples of ethical situations that employees may face and how to respond to them. Annually, managers complete a "conduct code" report that asks specific questions about ethical problems that have arisen during the year
These three firms are in different industries, have different cultures, and use a variety of HR efforts. However, each of them has been recognized for implementing HR as core to their organizational cultures and successful business results.
QUESTIONS
1. How does the integration of HR with the organizational culture contribute to the success of Google, Scripps, and UPS? To find ideas, go to the corporate website for each of these companies and search for additional insights.
2. Discuss how some of the cultural facets mentioned compare to those among employers you have worked for, and explain the difference in the views of these various employers.
Explanation
Verified
Verified
Human resource management: It is the management of the workforce by designing an efficient and an effective work environment to attain maximum results for the organization.
1.
Many multinational companies' first name culture is very much prevalent. They believe in equality and similar status. In the hierarchy, positions play a role of the boss and the subordinates but in real nobody comes under the obligations of anyone. The rules and regulations are same for all. Human Resource Department plays a very important role in forming the culture in organizations for example: employees are expected in certain dress codes depending upon the degree of professionalism they carry. So, the rules play a very important role in forming the culture of any organization and HR professionals plays a key role in its creation.
A perfect integration of HR with the organization's culture provides favorable results. The reasons for the success of various companies such as company G, S and U are mentioned below:
Reasons for success in company G:
• The HR of the company was completely focused over the work environment.
• The company is completely focused about providing the employees with flexibility so that they can attain the desired results.
• The company decided to establish effective administration for efficient HR practices.
• Making the best use of technology, HR efforts got reduced.
Reasons for success in company S:
• In this company, HR is a crucial element in deciding the strategic goals and efforts.
• The company focuses over the culture match to retain the employees.
• The HR supports the core values and the culture.
• The organization focus is to pay the employees as per performance.
• The company has a focus on leadership development.
Reasons for success in company U:
• Here. HR's main objective is to keep the employees informed about the company objectives by interactive communication.
• They have a set of code of conducts for the operations to review the employees.
Thus, the above-mentioned are the HR practices which led to the success of these organizations.
2.
Culture says a lot about the actions and beliefs of the organization and this enhances the working atmosphere of the HR and other staff. It could be organizational culture, religious culture or an individual family culture but the common thing which they carry is the followings which impart certain rules on the individuals.
The cultural aspects of the company C are mentioned below:
• Company C is an e-learning company established in India.
• The company's working culture is based on the culture of the parent company which is situated in USA.
• The higher authorities in India are all Indians.
• To avoid the time clashes, the company operates in multiple shifts.
The employers' cultural aspect towards the organization was different but there was a common point in all the three companies' culture was the focus over the employees. Company G's focus was over giving the comfort to employees, Company S's focus was over goal development and leadership improvement and company U's focus was over ethical codes for employees. Comparing it with company C, the focus was over maintaining the same country's staff for better cultural understanding and growth.
Thus, the integration of HR with the organizational culture contributes to the success of G, S and U.
1.
Many multinational companies' first name culture is very much prevalent. They believe in equality and similar status. In the hierarchy, positions play a role of the boss and the subordinates but in real nobody comes under the obligations of anyone. The rules and regulations are same for all. Human Resource Department plays a very important role in forming the culture in organizations for example: employees are expected in certain dress codes depending upon the degree of professionalism they carry. So, the rules play a very important role in forming the culture of any organization and HR professionals plays a key role in its creation.
A perfect integration of HR with the organization's culture provides favorable results. The reasons for the success of various companies such as company G, S and U are mentioned below:
Reasons for success in company G:
• The HR of the company was completely focused over the work environment.
• The company is completely focused about providing the employees with flexibility so that they can attain the desired results.
• The company decided to establish effective administration for efficient HR practices.
• Making the best use of technology, HR efforts got reduced.
Reasons for success in company S:
• In this company, HR is a crucial element in deciding the strategic goals and efforts.
• The company focuses over the culture match to retain the employees.
• The HR supports the core values and the culture.
• The organization focus is to pay the employees as per performance.
• The company has a focus on leadership development.
Reasons for success in company U:
• Here. HR's main objective is to keep the employees informed about the company objectives by interactive communication.
• They have a set of code of conducts for the operations to review the employees.
Thus, the above-mentioned are the HR practices which led to the success of these organizations.
2.
Culture says a lot about the actions and beliefs of the organization and this enhances the working atmosphere of the HR and other staff. It could be organizational culture, religious culture or an individual family culture but the common thing which they carry is the followings which impart certain rules on the individuals.
The cultural aspects of the company C are mentioned below:
• Company C is an e-learning company established in India.
• The company's working culture is based on the culture of the parent company which is situated in USA.
• The higher authorities in India are all Indians.
• To avoid the time clashes, the company operates in multiple shifts.
The employers' cultural aspect towards the organization was different but there was a common point in all the three companies' culture was the focus over the employees. Company G's focus was over giving the comfort to employees, Company S's focus was over goal development and leadership improvement and company U's focus was over ethical codes for employees. Comparing it with company C, the focus was over maintaining the same country's staff for better cultural understanding and growth.
Thus, the integration of HR with the organizational culture contributes to the success of G, S and U.
Human Resource Management 13th Edition by Robert Mathis,John Jackson
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