Companies Trevah Goins MGT 415 Instructor: Kim Marshall Date: 28 April 2013 For a company to have success with top employers, the company needs to have the best employees. The three companies from FORTUNE Magazine’s 2012 list that I have chosen to discuss in the research paper will consist of Google, Build-A- Bear Workshops and The Southern Ohio Medical Center. Google ranks at number one on the 2012 FORTUNE Magazine’s ‘Top 100 Companies to Work For’. “Last year, the revenue increased 33%, Google and gave employees an 11% pay hike. (Fortune Magazine, 2012).
Google employees are devotedly nicknamed Googlers. “At Google, change and inspiration keep our projects improving and changing. Our organization comes from our Googlers; smart and astonishing people who promote an atmosphere of cooperation and enjoyment. ” (About Google, 2012) Google provides their employees “a great environment to provide both as an individual and as a part of the team. Even with the large size and growth of the company, people who work here still feel like they matter and that there are people who actually care for you. About Google, 2012)
Steiner’s social combination theory is apparent in the motivational style of Google’s employees due to the management that focuses on the group, rather than productivity and individual. (Losh, 2012) Southern Ohio Medical Center (SOMC) was named number 36 on the 2012 FORTUNE Magazine 100 Best Companies to work with. In 2010, they were number 63 and in 2011, they were number 36. They have maintained the 36th spot since 2011 but they have increased 27 spots. The Southern Ohio Medical Center is based in Portsmouth, Ohio. The hospital center is over 105 years ld. The housekeepers are encouraged to help and ask the patients of their needs. Southern Ohio Medical Center uses the START method to help motivate their employees to work towards the goals. START stands for “Specific, Track able, Achievable, Relevant, and Transferrable” (Losh, 2011).
Management team Larry Page and Sergey Brin founded Google in September 1998. Since then, the company has grown to more than 30,000 employees worldwide, with a management team that represents some of the most experienced technology professionals in the industry. Executive Officers Larry Page CEO As Google’s chief executive officer, Larry is responsible for Google’s day-to-day-operations, as well as ...
“At SOMC we are striving for employees who have our AIDET philosophy of accomplishing an active obligation to the five essentials of service and who equally share our commitment of giving top care to our patients and their families” (Southern Ohio Medical Center, 2012).
AIDET is Southern Ohio Medical Center’s acronym that stands for Acknowledge, Introduce, Duration, Explanation, and Thank You. ACKNOWLEDGE; is to greet everyone with a friendly smile and use his or her name as if you know them. This also helps with the customers feeling in that they feel like they are important. INTRODUCE; introducing yourself consistently by name, your role within the department and “let your customers know that you or your coworkers are going to take care of them. (Southern Ohio Medical Center, 2012) DURATION is to always give the customer an “estimate of how long he or she may have to wait or how long it will take you to complete the procedure. ” (Southern Ohio Medical Center, 2012) EXPLANATION; Keep the customers and their families enlightened of what is going on and how things will work, if it may cause pain and if any follow up instructions are necessary to explain. THANK YOU; “Share your appreciation for the privilege of caring for your customers. ” (Southern Ohio Medical Center, 2012) Build-A-Bear Workshop weighs in at number 62 on Fortune Magazine’s ‘Top 100 Best Companies to Work For’.
In the 2011 list, Build-a-Bear workshop was ranked at number 48. They have gone down 14 spots in one year. “Reach Fur the Stars” and “op-bear-tunities” are two examples of the puns used and heard from the employees at Build-A-Bear stores. (Fortune Magazine, 2012) The Build-A-Bear workshop stresses the significance of assortment in their employees, and strives to demonstrate to their store associates how substantial they are to the accomplishments of the business. Build-A-Bear offers employee benefits such as internships along with medical and dental insurance for part time employees. Bears have no ethnicity, no religious preference, and no bias. They are just bears, equal in every way” (Build-A-Bear-Workshop, 2012).
Chapter 12 explains why change is good in the work environment. Technology changes so abruptly and we all have to keep up with the fast pace of it all. I will be discussing the different types of change and how to overcome the resistance to change. I also will be discussing how culture effects organizations. Technological change is the first type that the book discusses. It is a well-known fact ...
Build-a-Bear Workshops frequently identify employees for their distinction and positively uses characteristics of “William Sewell’s theory of structuration describes how group members can shift skills from one setting to another. ” (Losh, 2011) Evaluating employees as a very valuable asset in the company is a great prevailing trait that the all companies strive for and seem to have in common. The best companies realize that if they employees are left out, they could not be profitable in the company’s success.
Google, SOMC and Build-a-Bear workshop all seem to strive for the best for the company and their employee’s. ? Reference Build-A-Bear Workshop. (1999-2012).
Our Company. Retrieved from http://www. buildabear. com/shopping/contents/content. jsp? catId=100003&id=100002 Fortune Magazine. (2012, Feb 6).
100 best companies to work for 2012. Retrieved from http://money. cnn. com/magazines/fortune/best-companies/2012/full_list/ Google. (2012).
the people behind Google. Retrieved from http://www. google. com/about/company/facts/ Losh, S. (2011).
Group behavior in organizations. San Diego: Bridgepoint Education, Inc.