The three referenced corporations; Hanna Anderson, SAS and Google all have proven to be successful and overall great places to be employed. However each of these corporations have a differed approach in trier styles of management the has resulted in success. Below is a brief comparison of each corporations different management styles.
Hanna Anderson leads from a perspective of taking the quality of life of its employees into account in the decisions making process. According to Carpenter, M., Bauer, T., & Erdogan, B. (2010). Hanna Anderson Co-Founder Gun Denhardt states “If you can create balance among your work, your community, your family, and your friends, then you’re going to be more satisfied.” Guns philosophy is shown by the corporations benefit programs that are offered to full and part time employees which include but are not limited to child care cost reimbursement and flexible work hours.
Google manages with a style of Distributed Leadership. Google believes in hiring A-Class employees and providing the empowerment and encouragement to those employees to independently develop ideas . Google provide generous incentives to its employees for implementing innovative ideas, while employees may see this as an added benefit or job perk, Google views this as the basis of its future. (http://iveybusinessjournal.com/topics/leadership/distributed-leadership-at-google-lessons-from-the-billion-dollar-brand#.U__PrPldW58)
SAS's management style is based on 4 key leadership values, listed below, that center around instilling trust and a sense that employees are highly valued.
1) Value people above all else. SAS believes that by ensuring employees that they are valued for who they are reduces negative speculation and leads to productivity.
2) To give is to Get. SAS provides several non work related perks to its employees and their families including, on-site