Short Paper: HR, Culture, & Business Results; Success At Goo ✓ Solved

Short Paper: HR, Culture, & Business Results; Success at Google

Read HR, Culture, and Business Results Success at Google, Scripps, and UPS PDF and answer the questions in essay format. Be sure to follow APA guidelines and write your paper in essay format, not as question and answer. Note that while your case is talking about Scripps, Scripps is part of Discovery, and you will want to answer the case questions with information about Discovery.

Questions:

  1. How does the integration of HR with the organizational culture contribute to the success of Google, Scripps, and UPS?
  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.

Paper For Above Instructions

Human Resource Management (HRM) plays a crucial role in shaping the organizational culture of any enterprise, thereby significantly influencing its success. An efficient HR system integrates itself with the core values, mission, and objectives of a company, ensuring that every employee feels aligned towards achieving organizational success. In this paper, we will explore how the integration of HR with organizational culture contributes to the success of three prominent companies: Google, Scripps (part of Discovery), and UPS. We will also compare the cultural facets of these organizations with those of other employers and discuss the differences in perspectives towards organizational culture and HR practices.

Integration of HR with Organizational Culture

Google stands as a pioneering example of how effective integration of HR with organizational culture can drive success. The company has established a creative and collaborative work environment where employee input is valued, and innovation is encouraged. According to former HR head Lazio Bock, Google’s HR emphasizes organizational culture and business objectives (Bock, 2015). By offering flexibility to its employees, Google creates an environment that fosters creativity and productivity, diverging from traditional HR practices focused solely on job descriptions and compliance. This progressive mindset has led to increased employee satisfaction, retention, and performance, directly correlating with Google's success as a leading tech giant (Schmidt & Rosenberg, 2014).

Scripps, as part of Discovery, highlights the importance of HR in guiding organizational culture, especially during merger processes. The company places significant emphasis on leadership development, communication, and employee support, which are all critical HR functions that directly influence the company’s strategic goals (Scripps Networks Interactive, n.d.). For instance, their pay-for-performance system rewards dedication while promoting a culture of recognition (Heller, 2019). Such practices not only enhance employee morale but also drive performance, leading Scripps to be recognized as one of the best companies to work for.

UPS provides a contrasting yet effective model. Its culture is defined by integrity, respect, and proactive communication regarding business objectives. The integration of HR practices within its corporate culture involves regular assessments of ethical standards and employee involvement, which helps in creating a cohesive organizational environment (UPS, n.d.). The annual conduct code report ensures that ethical dilemmas are confronted, allowing employees to align their personal values with the corporate culture. This alignment has been fundamental in establishing UPS as a reliable and respected logistics provider worldwide.

The integration of HR with these companies’ cultures demonstrates that success is not merely the product of operational efficiency but a reflection of how well employees resonate with the organizational ethos. As employees at Google, Scripps, and UPS are encouraged to engage with and contribute to their respective cultures, a sense of ownership develops, thereby enhancing their commitment and performance.

Comparative Analysis of Cultural Facets

When comparing the organizational cultures of Google, Scripps, and UPS to other employers, several facets stand out. For instance, in previous workplaces, the focus often leaned towards strict adherence to hierarchy and formal structures. This often led to a disconnect between management and staff, resulting in a lack of motivation and engagement. In contrast, Google’s approach is inherently democratic, encouraging feedback across all levels of the organization, thus fostering a culture of collaboration (Goler et al., 2016).

Furthermore, the emphasis on employee well-being is a defining feature of Scripps’ culture. In workplaces I have experienced, work-life balance was seldom prioritized, which led to burnout and turnover. Scripps actively promotes work variability and support, recognizing the importance of flexible work arrangements and mental well-being (Caudron, 2020). This forward-thinking cultural element of Scripps is often absent in traditional work environments, showcasing the difference in HR integration.

In contrast to the more progressive cultures at Google and Scripps, UPS demonstrates a culture rooted in ethical responsibility and compliance, which is not always present in other companies. The regular ethical training and clear expectations regarding conduct at UPS serve to reinforce a culture that prioritizes integrity (UPS, n.d.). This contrasts sharply with environments where ethical considerations are an afterthought, lacking robust HR policies to address moral dilemmas faced by employees.

Ultimately, the comparison illustrates that successful organizations prioritize their cultural facets through well-integrated HR practices. The appreciation for innovative, ethical, and flexible working environments as seen at Google, Scripps, and UPS results in stronger employer-employee relationships, fostering greater loyalty and productivity.

Conclusion

The integration of HR with organizational culture is pivotal for the success of leading firms such as Google, Scripps, and UPS. Their differing approaches highlight that irrespective of the industry, strong HR practices aligned with cultural values yield positive business outcomes. The comparative analysis of these organizations with traditional employment frameworks reaffirms that a progressive and supportive workplace culture is essential for maintaining employee engagement and organizational success.

References

  • Bock, L. (2015). Work Rules!: Insights from Inside Google’s Birthplace of Innovation. Twelve.
  • Caudron, S. (2020). The New Importance of Employee Well-Being. Workforce.
  • Goler, L., Gale, J., Harrington, B., & Lee, E. (2016). Why Women Don’t Apply for Jobs Unless They’re 100% Qualified. Harvard Business Review.
  • Heller, M. (2019). The Power of Pay-for-Performance Programs. HR Magazine.
  • Schmidt, E., & Rosenberg, J. (2014). How Google Thinks, Works, and Shapes Your World. Ace Books.
  • UPS. (n.d.). Our Company. Retrieved from UPS Official Website
  • Scripps Networks Interactive. (n.d.). Company Overview. Retrieved from Scripps Networks Interactive Official Website
  • Fortune. (2020). 100 Best Companies to Work For. Retrieved from Fortune 100 Best Companies
  • Workforce Management. (2020). Optimas Awards. Retrieved from Workforce Management
  • Harvard Business Review. (2019). The Impact of Organizational Culture on Business Results. Retrieved from Harvard Business Review

Related Assignments