...REI – Working Together for a Better World Best Company for 25 Years REI is a cooperative – and a spirit of cooperation is infused in everything that they do. Leaders and employees cooperate with each other to insure that work is done well, people have a good time, and the labor conditions for employees at REI and at suppliers meet high standards. Employees cooperate with customers to listen to what they want and provide them with great products and great service. Everyone at REI cooperates with the environment, making numerous contributions outside of work time – in the form of community service work, educational programs and financial support – to help insure that the planet continues to exist in a healthy way into the next century. And all of this cooperation has brought REI significant positive recognition as one of only 5 companies to have been selected as one of the 00 Best Companies to Work for in America in both editions of the book of that name, and in every edition of the list published annually in Fortune magazine. REI is a model of the power and positive contribution that the spirit and practice of cooperation can bring to an enterprise. Living the Mission REI is a group of people striving to live up to the fullest meaning of the words used to describe the company. REI’s core purpose is to “… inspire, educate and outfit for a lifetime of outdoor adventure and stewardship.” As a cooperative, everyone in the company and customers, producers and suppliers, are...
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...Best Practices in a Diverse Work Environment Melody Nelson HRM 531 October 18, 2010 Caroline Willett | InterClean, Inc. | Memo To: First level managers From: Melody Nelson CC: Date: October 18, 2010 Re: InterClean, Inc and EnviroTech Merger Transition Merger Transition The merger between InterClean an EnviroTech is in its final stages. As in any situation involving change, there will be some uncertainties and insecurities among the staff and it is the responsibility of all management personnel at all levels to effectively deal with these issues. However, setting a good foundation and following through with good communication, uncertainties and insecurities will be kept at a minimum. Following are a few ways you can make a significant contribution toward that goal. Enthusiasm is contagious! This is a golden opportunity not only for the future of InterClean but also for anybody at InterClean. As we begin merging the operations of both companies, there very well could be some downsizing in certain areas. However, there will also be new opportunities to learn, grow, and move into positions of greater responsibility. Commitment is contagious! “The importance of talking the talk and walking the walk is fundamental to achieving commitment” (Schifalacqua, Costello, & Denman, 2009). Frequent communications updating the status of the merging of operations should be relayed to all team members in a timely fashion in order to keep the excitement flowing...
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...ROWE and Flexible Work and Success at Best Buy Most employees and employers only focus on work hours as opposed to accomplishing tasks in the workplace. This “shift work” is just about meeting clock hours, whether being productive or not. Because of this, Best Buy electronics store implemented the ROWE program into their corporate headquarters and retail stores. ROWE stands for results only work environment. According to Tim Ferriss from fourhourworkweek.com, in a ROWE, employees can do what they want, when they want, but they must accomplish there given tasks. Best Buy has done very well since beginning the ROWE program, with a decline in voluntary turnover and an increase in worker productivity. Currently, about three percent of businesses are using the ROWE program, including Best Buy and J.A. Counter and Associates, a small brokerage firm. These two businesses have dropped all old standards of the work environment and are using one simple factor-the results. Taste Unlimited is a gourmet sandwich shop and high-end grocery store with many locations across Hampton Roads. At the location at which I am employed, there is the retail store and deli on the first floor and the corporate offices are on the second floor. The ROWE program would have a harder time working in the retail store and deli than it would in the corporate offices. One of the main benefits of ROWE is being able to work from home and “schedule your work around your life”, says Patrick Kiger of workforce.com...
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...and DreamWorks Animation SKG. Each one of these companies stood out to me for multiple reasons, but my deciding factor was how much they focus on their employees needs and satisfaction. Google who is ranked 4 on the list of the best 100 companies to work for. Google is famous for the long list of perks their employees get to enjoy, such as free food in cafeterias, a climbing wall, and free laundry. Google is a much successful company, last year alone the revenue went up more than 20%. Google sweetened their perks even more for the employees by giving every employee a 10% pay hike. Zappos.com who is ranked 6 on the list of the best 100 Companies to work for moved up 9 spots in one year, with a previous ranking at 15. The company Zappos.com cares a lot about their employees needs. They provide a happy culture, employees get to enjoy free lunches, no charge vending machines, and a full time life coach is available on hand if needed. Zappos.com thrives in the world of customer service; they are always coming up with new ways to keep their customers happy. The final company I chose was DreamWorks Animation SKG, now this to me would be an amazing place to work. DreamWorks Animation SKG is number 10 on the list of the best 100 companies to work for. The DreamWorks Animation SKG is responsible for the amazing movies such a Shrek, Kung Fu panda, Finding Nemo, and Monsters Inc, which are some of my favorite movies. The employees are lavished with free breakfast and lunch, movie...
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...effective strategic partner two things must be understood; first, the business of the business and second, work begins with the business (Fulmer, et al, 2006). Since technology and the economy continues to change, HR need to change as well by taking on a more specialized approach to work. The reason being is that if HR takes a specialized approach to work it will leave room for more attention on strategic issues than operational issues within the company (Mello, 2015). What that means for the company, HR can outsource a portion of their roles (payroll and staffing) to place themselves where they can help the company with strategy executions. Fulmer & Genson (2006), states that in order to be a true strategic partner, HR must possess knowledge of the company, help support the strategies of the company, and must possess the ability to interpret or transform every business activity into strategic goals for the company’s success (para. 2). In other words, with a more specialized approach to work, HR will be responsible for keeping employees engaged and assist the employees with furthering their role within the company; because with human assets, the critical part of a company; the organization can thrive in the market. Plus, expanding HR will help build relationships with employees and doing so will improve the company’s competitive advantage. A specialized approach to work also...
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...While core approach of EBP stands on evidence and research knowledge base, Best practice (BP) in social work redefines the hierarchy of evidence, and lies at the application of social science knowledge to intervention and social analysis. Social work is an applied profession, it involves shared communication between social worker and client. Thus, relationship is central to practice and that makes social work distinctive (Parton, 2000). In contrast to EBP, respected relational connection is the vehicle which enables production of practice knowledge that can be reproduced in the practice. Relationship can be generated through effective communication promoting insights of underlying possibilities and generating engagement of client. Practitioners’...
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...Impact of Globalization on Human Resource Management Bhushan Kapoor, Professor and Chair, Information Systems & Decision Sciences, Cal State University, Fullerton, USA ABSTRACT The roles and responsibilities of Human Resources departments are transforming as the modern business faces pressures of globalization. The global supply of talent is short of its long-term demand, and the gap is a challenge for employers everywhere. The shortage between the demand and supply of talent is likely to continue to increase, notably for high skilled workers and for the next generation of business executives. Now organizations need to place greater emphasis on attracting human capital rather than financial capital. Global staffing and management of a workforce diverse in culture and language skills, and dispersed in different nations are the key goals of global human resources. Only those multinational enterprises willing to adapt their human resource practices to the changing global labor market conditions will be able to attract and retain high performing employees. Companies with the ability to foresee their business needs and their workforce needs – especially for high skills – will gain the decisive competitive advantage. Keywords: Human Resource Management, Globalization, Data Analytics, Data Warehouse, Online Analytical Processing, Data Mining, Key Performance Indicators, Dashboards, Scorecards. INTRODUCTION Human Resources departments are transforming as the modern...
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...the leading beverage company around the globe. The company has been ranked as one of the best companies about the work environment for one to work. The PepsiCo company has positioned itself well to compete in the global market by making sure that they have come up with marketing strategies that are unique. The company has been using a lot of funds in strategizing on the best policies to use so as to continue upholding that given global position in the production of beverages. In fact, the major competitor for decades of the PepsiCo has been the Coca-Cola Company. However, over the years, the performance gap between the two firms is reducing with the PepsiCo emerging to be the world’s best company in the different area. The company has on many occasions been awarded as one of the firms that embrace diversity. Being a company with the global status, it is currently employing talented individuals from different regions. The company is also undertaking diversity programs that ensure that the employees feel appreciated regardless of their place of origin, race, sexual orientation, and gender among other things (Braedel-Kühner, 2016). PepsiCo has been holding high levels of ethics and morality inside and outside the organization. There have been fewer complaints from the employees relating to the unethical behavior of the employees. The firm has for many years build what is termed as the best human resources in the history of the multinationals. Most of the employees appreciate the...
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...Best Work Places MGT415: Group Behavior In Organizations Best Work Places With millions of existing companies, and over half a million new businesses attempting to start and develop every year (SBA, 2012), it is no small feat to be recognized in Fortune Magazine’s annual list of the 100 best workplaces for employees. Since 1998, Fortune Magazine has compiled this list of exceptional companies by taking into consideration employer and employee relations, workplace environments and employee satisfaction. This year’s top spot belonged to Google, with Wegman’s Food Market coming in at the number 5 spot, and Dreamworks Animation just missing the top ten with a spot at number 12 (Fortune, 2013). For each of these companies, it is easy to see they set an exceptional example of fostering group cohesiveness and rely heavily on employee motivation. For another year, Google Inc. has clenched the top spot on the list of best workplaces by Fortune Magazine. With over thirty five thousand employees, Google has made it a top priority to foster its work environment to offer its employees a rewarding work experience. According to George Homan’s theory of exchange in groups, a group becomes more attractive to potential members by offering maximum rewards but at a minimal cost to the new member (Losh, 2012). Google knows “that every employee has something important to say, and that every employee is integral to our success. We provide individually-tailored compensation packages that...
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...Fortune Magazine’s 100 Best Companies To Work For MGT 415: Group Behavior in Organizations Professor Catherine Piepenbrink June 2, 2014 In reviewing the most recent results of FORTUNE Magazine's annual ranking of America's “100 Best Companies to Work For”, we look at three of the companies noted. In reviewing the descriptions of the work environments, we will identify elements that appear to foster employee motivation and group cohesion among employees. Also, we will relate this analysis to the material presented in our text. Company 1: Boston Consulting Group (#3) Boston Consulting Group’s career page seems focused on team member individuality, diverse backgrounds that benefit the group or team as a whole. Teams are created for each client, each team member’s education and experiences becoming a piece to the puzzle of finding a way to fulfill the clients needs. Boston Consulting Group boasts they value ideas of individuals and their teamwork over seniority and hierarchy. This gives the consultants at Boston Consulting Group a sense of equality and cohesiveness, opening the door for more input and ideas being shared. They appear to be women and minority focused, having initiatives listed for many different groups (Asian, Black, Hispanic, Lesbian/Gay/Bisexual/Transsexual and Women). By having a large diversity, they are able to meet client’s needs from all areas of business, all over the world. This gives a welcoming...
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...Google: one of Australia’s best places to work Employee Motivation and Rewards Table of Contents 1.0 Introduction 3 2.0 Problem Identification 3 3.0 Critical Analysis 4 4.0 Recommendations 7 5.0 Conclusion 8 6.0 Reference List 9 1.0 – Introduction Employee recognition is the timely, informal or formal acknowledgement of a person’s or team’s behaviour, effort or business result that supports the organization’s goals and values (Schermerhorn; Davidson; Poole; Simon; Woods; Chau;, 2010). But are these assumingly non-monetary rewards and motivations enough to keep an employee performing at their full potential? The purpose of this report is to discuss and explore the idea that if the base monetary compensation of an employee is not on-par with what the employee believes they are worth, are non-salary based motivational techniques and rewards both intrinsic and extrinsic, enough to keep that employee from feeling underappreciated and dissatisfied with their working environment (Rodgers, et al., 1992). This report also proposes recommendations, and critically evaluates these proposals, in order to clarify the need of having an effective employee compensation review process in place as well as worthwhile non-monetary based motivational techniques and rewards plans. This report will argue that by incorporating a well-structured salary review program monitored by the use of Key Performance...
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..."What Makes GEICO the Best Place to Work and Why?" Professor William LaSalle Bus 322 July 13,2016 Markets are becoming global. This can present great opportunities with extreme rewards. However, customers and entire markets can be won and lost in the blink of an eye. In order to reap the rewards and manage the risks, GEICO first needs to understand the global forces affecting supply and demand. Markets are also no longer respecting national boundaries. Capital increasingly flows in the direction of wherever the market returns are higher. Human and material resources also do not have much respect for national boundaries. When you have a singular brand focus and idea, customers have total clarity on what you are and what you are not. And to GEICO’s credit, it has stayed true to the same brand positioning for almost 20 years with arguably one of the longest running strategies and taglines in recent history. Because GEICO hasn’t moved from its positioning, it has stuck with a target segment that values price over paying for a traditional agent network model, and has continued to beat a steady, relevant drum through a series of clever ads and characters, whether its cavemen, pigs, the gecko, banjo players or the newly minted camel of Hump Day fame, either way customers know exactly what to expect from GEICO. GEICO also realizes that consistent brand positioning and relevance must go hand in hand. So while the message has stayed the same, GEICO’S advertising campaign tactics...
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...Factors to consider when choosing an appliance repair technician There are several things that make lives easier. Gadgets are some of these things. They help in completing work within a short period of time and also ensure that the work is done effectively. Sometimes these gadgets or electronics many fail to work as expected. They might fail to work due to different factors. One of the factors is poor maintenance. They need to be regularly checked by an expert for any faults. Using them when they are not functioning accordingly can lead to greater problems to the user and also to the machine. Some machines which have loose connections can lead to electrocutions. This is very dangerous as it can lead to death. Apart from that, faulty machines consume a lot of energy and the output is very low. This brings the power bills up and also if the apparatus are not fixed on time they can break down completely. Only the qualified technicians are allowed to handle the problems. There is a lot that one has to be exposed about the machines before one can fully be able to fix any problem. It is not easy to get one who is qualified. Most of them who are qualified have tight schedules and thus becomes impossible to schedule an appointment with them. Others are very expensive and it becomes difficult to hire them. However, there are other ways that one can use to get to the right and affordable persons. One of the ways is through research. Research on the papers or the internet can leave...
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...sounds as pleasant as a trip to the dentist, but here's why you need to ask for a performance review, now. In this economy, the last thing you need is to be let go because of a fix-able problem. Ask for a performance review, so you can learn exactly where you stand and where you need to improve. Learn how to strengthen your position at work and enjoy a greater sense of security. Trying to find a job? Interview for jobs that you don't want. I'm Bob Rosner with your Workplace911 minute, brought to you by Career Builder.com. It sounds like a crazy, waste of time, but the best way to ensure that you'll ace your next job interview is to interview for jobs you don't want. That way you'll be interview-ready when the perfect job does come along. Plus it will give you the chance to practice new responses to questions during the interview. Interview for jobs you don't want, so you can get the next job you really do. * * Are you stuck doing the work of three laid-off employees? Start a Not-To-Do list. I'm Bob Rosner with your Workplace911 minute, brought to you by Manpower. If you're like many people, you're currently doing the work of many former coworkers, in addition to your own job. I'll give you a strategy to avoid burnout. Look for things to stop doing entirely. Each one that you eliminate, frees you up to put more effort in the things that really matter to you, and to your boss. A Not-To-Do list, put it on your To-Do list today. Is your company facing...
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...1. Jack Welch launched a number of initiatives on taking charge of GE in 1981. Was there a strategy that was the driving force behind the initiatives? Were the initiatives effective in accomplishing what Welch was aiming for? When Welch became the CEO of GE in 1981, the US economy was reeling under recession. The challenge lied before the Welch to set a strategy to remain profitable through the recession and continue to be so. Welch responded by employing a strong strategy supplemented by the necessary structural changes. Welch followed the strategy of “as a unique, high spirited, entrepreneurial enterprise…… the most profitable, highly diversified company on earth with world quality leadership in every one of its product lines.” Clearly, Welch wanted the GE to be entrepreneurial, most profitable, diversified and quality leader this was the driving force behind the initiatives. Welch took the following initiatives, their effectives is tested below: a) Sell of Close – To be most profitable, GE needed to be in the business in which they had leadership and earning profits. And to come out of the businesses which were not profitable. Welch clearly articulated this by guiding to be either #1 of #2 in business of get out of it. As a result, GE sold more than 200 businesses. This initiatives was in perfect line with the strategy. Only by remaining #1 or #2, GE could remain most profitable. b) Diversification – GE made over 370 acquisitions, clearly moving on its strategy...
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