Hello to all you BEAUTIFUL PEOPLE!

  • One thing I would like for any who reads to take away is the authenticity of my writing. Open up your mind and get uncomfortable because that’s when the true ride begins.

    Never Be Limited By Other People’s Limited Imaginations.

    – Mae C. Jemison

    For all my POKEMON lovers out there… the Real MVPs.
    In the picture above there are delicious looking pies from The Cheesecake Factory waiting to be devoured. My choice would have to be the pumpkin cheesecake in the top left.

    Company Culture Overviews of Hilton, Wegman’s, and Cheesecake Factory

    I took a few things away from the company culture overviews of Hilton, Wegman’s, and Cheesecake Factory. The Cheesecake factory in particular showed me the importance of having a solid foundation. Having a culture based on safety, safety and the well-being of others becomes subconscious thought by all employees. “Our top priority is to ensure the health and well-being of our staff, managers, and guests by following the guidance of the CDC and local health departments.”(Indeed – Cheesecake Factory,  2022) Not only are the employees making sure the customers are safe, but they’re keeping each other safe in the process. Also, the concept of safety translates to other areas of life such as emotional safety. Employees become more emotionally/mentally aware of others. And if the employees can master the skills of observing and adapting, they can cater to any client they choose – increasing their versatility at work. 

    I would hope to create a foundation of safety, authenticity, and creativity. At the bare minimum, I would want my employees to feel like they can be themselves – yet feel connected to something bigger as they do their job. To accomplish this I will use Strategic HRM (HRM 453 – OSU Canvas) aligning the company policies with the organization’s objectives. By creating policies that align directly with the company’s objectives, the employees feel a stronger connection to the company because they have to follow the “aligned” policies every day. 

    Another concept I would like to incorporate into my HRM plan is Oral History. In this plan, employees and clients from the past would share their positive experiences with the new generation of employees & customers. By having personal experiences from people in and out of the organization(employees & customers), the company/manager seems more credible and more likely to have positive experiences with the employees. The only way to feel connected to something bigger in a company is to hear the past tales of employees and customers alike – creating a legacy that potential employees/customers want to be a part of. 

    After examining the company culture of the Hilton, it was difficult to find a piece from their culture that I would like to incorporate besides the diversity piece – obviously, but the directness of their mission will suffice. “We are diverse by nature and inclusive by choice.” (Hilton, 2022). Disregarding history and everything I know about Hilton, after reading this statement, I would believe that the Hilton always sought out diversity from the beginning and never was forced to do anything inclusive – leaving no room for doubt in their mission statement. I would like to continue this energy as a manager by having a company value so deeply ingrained in the employees, a question is never brought up regarding that value. For example, if I were an HR manager, I would push the concepts of openness and creativity. In my experience having an open mind has led to unending mental growth and boundless creativity has always led to fun. One goal as an HR Manager for me would be to never receive a question regarding being open-minded or creative. Employees and I should encourage all ideas and out-of-the-box thinking to include everyone and encourage originality. 

  • One thing I would like for any who reads to take away is the authenticity of my writing. Open up your mind and get uncomfortable because that’s when the true ride begins.

    Never Be Limited By Other People’s Limited Imaginations.

    – Mae C. Jemison

    For all my POKEMON lovers out there… the Real MVPs.
    In the picture above there are delicious looking pies from The Cheesecake Factory waiting to be devoured. My choice would have to be the pumpkin cheesecake in the top left.

    Company Culture Overviews of Hilton, Wegman’s, and Cheesecake Factory

    I took a few things away from the company culture overviews of Hilton, Wegman’s, and Cheesecake Factory. The Cheesecake factory in particular showed me the importance of having a solid foundation. Having a culture based on safety, safety and the well-being of others becomes subconscious thought by all employees. “Our top priority is to ensure the health and well-being of our staff, managers, and guests by following the guidance of the CDC and local health departments.”(Indeed – Cheesecake Factory,  2022) Not only are the employees making sure the customers are safe, but they’re keeping each other safe in the process. Also, the concept of safety translates to other areas of life such as emotional safety. Employees become more emotionally/mentally aware of others. And if the employees can master the skills of observing and adapting, they can cater to any client they choose – increasing their versatility at work. 

    I would hope to create a foundation of safety, authenticity, and creativity. At the bare minimum, I would want my employees to feel like they can be themselves – yet feel connected to something bigger as they do their job. To accomplish this I will use Strategic HRM (HRM 453 – OSU Canvas) aligning the company policies with the organization’s objectives. By creating policies that align directly with the company’s objectives, the employees feel a stronger connection to the company because they have to follow the “aligned” policies every day. 

    Another concept I would like to incorporate into my HRM plan is Oral History. In this plan, employees and clients from the past would share their positive experiences with the new generation of employees & customers. By having personal experiences from people in and out of the organization(employees & customers), the company/manager seems more credible and more likely to have positive experiences with the employees. The only way to feel connected to something bigger in a company is to hear the past tales of employees and customers alike – creating a legacy that potential employees/customers want to be a part of. 

    After examining the company culture of the Hilton, it was difficult to find a piece from their culture that I would like to incorporate besides the diversity piece – obviously, but the directness of their mission will suffice. “We are diverse by nature and inclusive by choice.” (Hilton, 2022). Disregarding history and everything I know about Hilton, after reading this statement, I would believe that the Hilton always sought out diversity from the beginning and never was forced to do anything inclusive – leaving no room for doubt in their mission statement. I would like to continue this energy as a manager by having a company value so deeply ingrained in the employees, a question is never brought up regarding that value. For example, if I were an HR manager, I would push the concepts of openness and creativity. In my experience having an open mind has led to unending mental growth and boundless creativity has always led to fun. One goal as an HR Manager for me would be to never receive a question regarding being open-minded or creative. Employees and I should encourage all ideas and out-of-the-box thinking to include everyone and encourage originality. 

  • One thing I would like for any who reads to take away is the authenticity of my writing. Open up your mind and get uncomfortable because that’s when the true ride begins.

    Never Be Limited By Other People’s Limited Imaginations.

    – Mae C. Jemison

    For all my POKEMON lovers out there… the Real MVPs.
    In the picture above there are delicious looking pies from The Cheesecake Factory waiting to be devoured. My choice would have to be the pumpkin cheesecake in the top left.

    Company Culture Overviews of Hilton, Wegman’s, and Cheesecake Factory

    I took a few things away from the company culture overviews of Hilton, Wegman’s, and Cheesecake Factory. The Cheesecake factory in particular showed me the importance of having a solid foundation. Having a culture based on safety, safety and the well-being of others becomes subconscious thought by all employees. “Our top priority is to ensure the health and well-being of our staff, managers, and guests by following the guidance of the CDC and local health departments.”(Indeed – Cheesecake Factory,  2022) Not only are the employees making sure the customers are safe, but they’re keeping each other safe in the process. Also, the concept of safety translates to other areas of life such as emotional safety. Employees become more emotionally/mentally aware of others. And if the employees can master the skills of observing and adapting, they can cater to any client they choose – increasing their versatility at work. 

    I would hope to create a foundation of safety, authenticity, and creativity. At the bare minimum, I would want my employees to feel like they can be themselves – yet feel connected to something bigger as they do their job. To accomplish this I will use Strategic HRM (HRM 453 – OSU Canvas) aligning the company policies with the organization’s objectives. By creating policies that align directly with the company’s objectives, the employees feel a stronger connection to the company because they have to follow the “aligned” policies every day. 

    Another concept I would like to incorporate into my HRM plan is Oral History. In this plan, employees and clients from the past would share their positive experiences with the new generation of employees & customers. By having personal experiences from people in and out of the organization(employees & customers), the company/manager seems more credible and more likely to have positive experiences with the employees. The only way to feel connected to something bigger in a company is to hear the past tales of employees and customers alike – creating a legacy that potential employees/customers want to be a part of. 

    After examining the company culture of the Hilton, it was difficult to find a piece from their culture that I would like to incorporate besides the diversity piece – obviously, but the directness of their mission will suffice. “We are diverse by nature and inclusive by choice.” (Hilton, 2022). Disregarding history and everything I know about Hilton, after reading this statement, I would believe that the Hilton always sought out diversity from the beginning and never was forced to do anything inclusive – leaving no room for doubt in their mission statement. I would like to continue this energy as a manager by having a company value so deeply ingrained in the employees, a question is never brought up regarding that value. For example, if I were an HR manager, I would push the concepts of openness and creativity. In my experience having an open mind has led to unending mental growth and boundless creativity has always led to fun. One goal as an HR Manager for me would be to never receive a question regarding being open-minded or creative. Employees and I should encourage all ideas and out-of-the-box thinking to include everyone and encourage originality. 

  • One thing I would like for any who reads to take away is the authenticity of my writing. Open up your mind and get uncomfortable because that’s when the true ride begins.

    Never Be Limited By Other People’s Limited Imaginations.

    – Mae C. Jemison

    For all my POKEMON lovers out there… the Real MVPs.
    In the picture above there are delicious looking pies from The Cheesecake Factory waiting to be devoured. My choice would have to be the pumpkin cheesecake in the top left.

    Company Culture Overviews of Hilton, Wegman’s, and Cheesecake Factory

    I took a few things away from the company culture overviews of Hilton, Wegman’s, and Cheesecake Factory. The Cheesecake factory in particular showed me the importance of having a solid foundation. Having a culture based on safety, safety and the well-being of others becomes subconscious thought by all employees. “Our top priority is to ensure the health and well-being of our staff, managers, and guests by following the guidance of the CDC and local health departments.”(Indeed – Cheesecake Factory,  2022) Not only are the employees making sure the customers are safe, but they’re keeping each other safe in the process. Also, the concept of safety translates to other areas of life such as emotional safety. Employees become more emotionally/mentally aware of others. And if the employees can master the skills of observing and adapting, they can cater to any client they choose – increasing their versatility at work. 

    I would hope to create a foundation of safety, authenticity, and creativity. At the bare minimum, I would want my employees to feel like they can be themselves – yet feel connected to something bigger as they do their job. To accomplish this I will use Strategic HRM (HRM 453 – OSU Canvas) aligning the company policies with the organization’s objectives. By creating policies that align directly with the company’s objectives, the employees feel a stronger connection to the company because they have to follow the “aligned” policies every day. 

    Another concept I would like to incorporate into my HRM plan is Oral History. In this plan, employees and clients from the past would share their positive experiences with the new generation of employees & customers. By having personal experiences from people in and out of the organization(employees & customers), the company/manager seems more credible and more likely to have positive experiences with the employees. The only way to feel connected to something bigger in a company is to hear the past tales of employees and customers alike – creating a legacy that potential employees/customers want to be a part of. 

    After examining the company culture of the Hilton, it was difficult to find a piece from their culture that I would like to incorporate besides the diversity piece – obviously, but the directness of their mission will suffice. “We are diverse by nature and inclusive by choice.” (Hilton, 2022). Disregarding history and everything I know about Hilton, after reading this statement, I would believe that the Hilton always sought out diversity from the beginning and never was forced to do anything inclusive – leaving no room for doubt in their mission statement. I would like to continue this energy as a manager by having a company value so deeply ingrained in the employees, a question is never brought up regarding that value. For example, if I were an HR manager, I would push the concepts of openness and creativity. In my experience having an open mind has led to unending mental growth and boundless creativity has always led to fun. One goal as an HR Manager for me would be to never receive a question regarding being open-minded or creative. Employees and I should encourage all ideas and out-of-the-box thinking to include everyone and encourage originality. 

  • One thing I would like for any who reads to take away is the authenticity of my writing. Open up your mind and get uncomfortable because that’s when the true ride begins.

    Never Be Limited By Other People’s Limited Imaginations.

    – Mae C. Jemison

    For all my POKEMON lovers out there… the Real MVPs.
    In the picture above there are delicious looking pies from The Cheesecake Factory waiting to be devoured. My choice would have to be the pumpkin cheesecake in the top left.

    Company Culture Overviews of Hilton, Wegman’s, and Cheesecake Factory

    I took a few things away from the company culture overviews of Hilton, Wegman’s, and Cheesecake Factory. The Cheesecake factory in particular showed me the importance of having a solid foundation. Having a culture based on safety, safety and the well-being of others becomes subconscious thought by all employees. “Our top priority is to ensure the health and well-being of our staff, managers, and guests by following the guidance of the CDC and local health departments.”(Indeed – Cheesecake Factory,  2022) Not only are the employees making sure the customers are safe, but they’re keeping each other safe in the process. Also, the concept of safety translates to other areas of life such as emotional safety. Employees become more emotionally/mentally aware of others. And if the employees can master the skills of observing and adapting, they can cater to any client they choose – increasing their versatility at work. 

    I would hope to create a foundation of safety, authenticity, and creativity. At the bare minimum, I would want my employees to feel like they can be themselves – yet feel connected to something bigger as they do their job. To accomplish this I will use Strategic HRM (HRM 453 – OSU Canvas) aligning the company policies with the organization’s objectives. By creating policies that align directly with the company’s objectives, the employees feel a stronger connection to the company because they have to follow the “aligned” policies every day. 

    Another concept I would like to incorporate into my HRM plan is Oral History. In this plan, employees and clients from the past would share their positive experiences with the new generation of employees & customers. By having personal experiences from people in and out of the organization(employees & customers), the company/manager seems more credible and more likely to have positive experiences with the employees. The only way to feel connected to something bigger in a company is to hear the past tales of employees and customers alike – creating a legacy that potential employees/customers want to be a part of. 

    After examining the company culture of the Hilton, it was difficult to find a piece from their culture that I would like to incorporate besides the diversity piece – obviously, but the directness of their mission will suffice. “We are diverse by nature and inclusive by choice.” (Hilton, 2022). Disregarding history and everything I know about Hilton, after reading this statement, I would believe that the Hilton always sought out diversity from the beginning and never was forced to do anything inclusive – leaving no room for doubt in their mission statement. I would like to continue this energy as a manager by having a company value so deeply ingrained in the employees, a question is never brought up regarding that value. For example, if I were an HR manager, I would push the concepts of openness and creativity. In my experience having an open mind has led to unending mental growth and boundless creativity has always led to fun. One goal as an HR Manager for me would be to never receive a question regarding being open-minded or creative. Employees and I should encourage all ideas and out-of-the-box thinking to include everyone and encourage originality. 

  • One thing I would like for any who reads to take away is the authenticity of my writing. Open up your mind and get uncomfortable because that’s when the true ride begins.

    Never Be Limited By Other People’s Limited Imaginations.

    – Mae C. Jemison

    For all my POKEMON lovers out there… the Real MVPs.
    In the picture above there are delicious looking pies from The Cheesecake Factory waiting to be devoured. My choice would have to be the pumpkin cheesecake in the top left.

    Company Culture Overviews of Hilton, Wegman’s, and Cheesecake Factory

    I took a few things away from the company culture overviews of Hilton, Wegman’s, and Cheesecake Factory. The Cheesecake factory in particular showed me the importance of having a solid foundation. Having a culture based on safety, safety and the well-being of others becomes subconscious thought by all employees. “Our top priority is to ensure the health and well-being of our staff, managers, and guests by following the guidance of the CDC and local health departments.”(Indeed – Cheesecake Factory,  2022) Not only are the employees making sure the customers are safe, but they’re keeping each other safe in the process. Also, the concept of safety translates to other areas of life such as emotional safety. Employees become more emotionally/mentally aware of others. And if the employees can master the skills of observing and adapting, they can cater to any client they choose – increasing their versatility at work. 

    I would hope to create a foundation of safety, authenticity, and creativity. At the bare minimum, I would want my employees to feel like they can be themselves – yet feel connected to something bigger as they do their job. To accomplish this I will use Strategic HRM (HRM 453 – OSU Canvas) aligning the company policies with the organization’s objectives. By creating policies that align directly with the company’s objectives, the employees feel a stronger connection to the company because they have to follow the “aligned” policies every day. 

    Another concept I would like to incorporate into my HRM plan is Oral History. In this plan, employees and clients from the past would share their positive experiences with the new generation of employees & customers. By having personal experiences from people in and out of the organization(employees & customers), the company/manager seems more credible and more likely to have positive experiences with the employees. The only way to feel connected to something bigger in a company is to hear the past tales of employees and customers alike – creating a legacy that potential employees/customers want to be a part of. 

    After examining the company culture of the Hilton, it was difficult to find a piece from their culture that I would like to incorporate besides the diversity piece – obviously, but the directness of their mission will suffice. “We are diverse by nature and inclusive by choice.” (Hilton, 2022). Disregarding history and everything I know about Hilton, after reading this statement, I would believe that the Hilton always sought out diversity from the beginning and never was forced to do anything inclusive – leaving no room for doubt in their mission statement. I would like to continue this energy as a manager by having a company value so deeply ingrained in the employees, a question is never brought up regarding that value. For example, if I were an HR manager, I would push the concepts of openness and creativity. In my experience having an open mind has led to unending mental growth and boundless creativity has always led to fun. One goal as an HR Manager for me would be to never receive a question regarding being open-minded or creative. Employees and I should encourage all ideas and out-of-the-box thinking to include everyone and encourage originality. 

  • One thing I would like for any who reads to take away is the authenticity of my writing. Open up your mind and get uncomfortable because that’s when the true ride begins.

    Never Be Limited By Other People’s Limited Imaginations.

    – Mae C. Jemison

    For all my POKEMON lovers out there… the Real MVPs.
    In the picture above there are delicious looking pies from The Cheesecake Factory waiting to be devoured. My choice would have to be the pumpkin cheesecake in the top left.

    Company Culture Overviews of Hilton, Wegman’s, and Cheesecake Factory

    I took a few things away from the company culture overviews of Hilton, Wegman’s, and Cheesecake Factory. The Cheesecake factory in particular showed me the importance of having a solid foundation. Having a culture based on safety, safety and the well-being of others becomes subconscious thought by all employees. “Our top priority is to ensure the health and well-being of our staff, managers, and guests by following the guidance of the CDC and local health departments.”(Indeed – Cheesecake Factory,  2022) Not only are the employees making sure the customers are safe, but they’re keeping each other safe in the process. Also, the concept of safety translates to other areas of life such as emotional safety. Employees become more emotionally/mentally aware of others. And if the employees can master the skills of observing and adapting, they can cater to any client they choose – increasing their versatility at work. 

    I would hope to create a foundation of safety, authenticity, and creativity. At the bare minimum, I would want my employees to feel like they can be themselves – yet feel connected to something bigger as they do their job. To accomplish this I will use Strategic HRM (HRM 453 – OSU Canvas) aligning the company policies with the organization’s objectives. By creating policies that align directly with the company’s objectives, the employees feel a stronger connection to the company because they have to follow the “aligned” policies every day. 

    Another concept I would like to incorporate into my HRM plan is Oral History. In this plan, employees and clients from the past would share their positive experiences with the new generation of employees & customers. By having personal experiences from people in and out of the organization(employees & customers), the company/manager seems more credible and more likely to have positive experiences with the employees. The only way to feel connected to something bigger in a company is to hear the past tales of employees and customers alike – creating a legacy that potential employees/customers want to be a part of. 

    After examining the company culture of the Hilton, it was difficult to find a piece from their culture that I would like to incorporate besides the diversity piece – obviously, but the directness of their mission will suffice. “We are diverse by nature and inclusive by choice.” (Hilton, 2022). Disregarding history and everything I know about Hilton, after reading this statement, I would believe that the Hilton always sought out diversity from the beginning and never was forced to do anything inclusive – leaving no room for doubt in their mission statement. I would like to continue this energy as a manager by having a company value so deeply ingrained in the employees, a question is never brought up regarding that value. For example, if I were an HR manager, I would push the concepts of openness and creativity. In my experience having an open mind has led to unending mental growth and boundless creativity has always led to fun. One goal as an HR Manager for me would be to never receive a question regarding being open-minded or creative. Employees and I should encourage all ideas and out-of-the-box thinking to include everyone and encourage originality. 

  • One thing I would like for any who reads to take away is the authenticity of my writing. Open up your mind and get uncomfortable because that’s when the true ride begins.

    Never Be Limited By Other People’s Limited Imaginations.

    – Mae C. Jemison

    For all my POKEMON lovers out there… the Real MVPs.
    In the picture above there are delicious looking pies from The Cheesecake Factory waiting to be devoured. My choice would have to be the pumpkin cheesecake in the top left.

    Company Culture Overviews of Hilton, Wegman’s, and Cheesecake Factory

    I took a few things away from the company culture overviews of Hilton, Wegman’s, and Cheesecake Factory. The Cheesecake factory in particular showed me the importance of having a solid foundation. Having a culture based on safety, safety and the well-being of others becomes subconscious thought by all employees. “Our top priority is to ensure the health and well-being of our staff, managers, and guests by following the guidance of the CDC and local health departments.”(Indeed – Cheesecake Factory,  2022) Not only are the employees making sure the customers are safe, but they’re keeping each other safe in the process. Also, the concept of safety translates to other areas of life such as emotional safety. Employees become more emotionally/mentally aware of others. And if the employees can master the skills of observing and adapting, they can cater to any client they choose – increasing their versatility at work. 

    I would hope to create a foundation of safety, authenticity, and creativity. At the bare minimum, I would want my employees to feel like they can be themselves – yet feel connected to something bigger as they do their job. To accomplish this I will use Strategic HRM (HRM 453 – OSU Canvas) aligning the company policies with the organization’s objectives. By creating policies that align directly with the company’s objectives, the employees feel a stronger connection to the company because they have to follow the “aligned” policies every day. 

    Another concept I would like to incorporate into my HRM plan is Oral History. In this plan, employees and clients from the past would share their positive experiences with the new generation of employees & customers. By having personal experiences from people in and out of the organization(employees & customers), the company/manager seems more credible and more likely to have positive experiences with the employees. The only way to feel connected to something bigger in a company is to hear the past tales of employees and customers alike – creating a legacy that potential employees/customers want to be a part of. 

    After examining the company culture of the Hilton, it was difficult to find a piece from their culture that I would like to incorporate besides the diversity piece – obviously, but the directness of their mission will suffice. “We are diverse by nature and inclusive by choice.” (Hilton, 2022). Disregarding history and everything I know about Hilton, after reading this statement, I would believe that the Hilton always sought out diversity from the beginning and never was forced to do anything inclusive – leaving no room for doubt in their mission statement. I would like to continue this energy as a manager by having a company value so deeply ingrained in the employees, a question is never brought up regarding that value. For example, if I were an HR manager, I would push the concepts of openness and creativity. In my experience having an open mind has led to unending mental growth and boundless creativity has always led to fun. One goal as an HR Manager for me would be to never receive a question regarding being open-minded or creative. Employees and I should encourage all ideas and out-of-the-box thinking to include everyone and encourage originality.