{"id":1,"date":"2026-04-03T17:45:20","date_gmt":"2026-04-03T17:45:20","guid":{"rendered":"https:\/\/blogs.oregonstate.edu\/glackinmarie\/?p=1"},"modified":"2026-04-04T00:01:50","modified_gmt":"2026-04-04T00:01:50","slug":"hello-world","status":"publish","type":"post","link":"https:\/\/blogs.oregonstate.edu\/glackinmarie\/2026\/04\/03\/hello-world\/","title":{"rendered":"Managing in a &#8220;great place to work&#8221;"},"content":{"rendered":"<p><span style=\"font-weight: 400\">The \u201cFortune 100 Best Companies to Work For\u201d list highlights great places to work, assessed across a range of questions. I wondered how the insights from employee reflections intersected with the arguments from our course text. <\/span><i><span style=\"font-weight: 400\">First, Break all the Rules <\/span><\/i><span style=\"font-weight: 400\">presents twelve questions that reliably measure employees\u2019 satisfaction and are linked with better business outcomes. The authors group these questions into four \u201ccamps\u201d for a metaphorical mountain climb representing the employee\u2019s journey:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Base Camp: What do I do here?<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Camp 1: How am I doing?<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Camp 2: Do I matter?<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Camp 3: Am I learning and growing? Are all of us?<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400\">As you can see in the table below, the themes I drew from employee sentiments at Capital One, Trek, Hilcorp, and Walmart align with these \u201ccamps,\u201d supporting two arguments made by Marcus and Buckingham: first, that across companies and industries, what drives employee engagement and productivity is consistent; and second, that the insights may be unexpected (Marcus and Buckingham, 22-24). You see far more insight about company culture and people than pay and benefits in the Fortune 100 list.\u00a0<\/span><\/p>\n\n\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"816\" height=\"429\" src=\"https:\/\/osu-wams-blogs-uploads.s3.amazonaws.com\/blogs.dir\/9472\/files\/2026\/04\/Untitled.png\" alt=\"\" class=\"wp-image-4\" srcset=\"https:\/\/osu-wams-blogs-uploads.s3.amazonaws.com\/blogs.dir\/9472\/files\/2026\/04\/Untitled.png 816w, https:\/\/osu-wams-blogs-uploads.s3.amazonaws.com\/blogs.dir\/9472\/files\/2026\/04\/Untitled-300x158.png 300w, https:\/\/osu-wams-blogs-uploads.s3.amazonaws.com\/blogs.dir\/9472\/files\/2026\/04\/Untitled-768x404.png 768w\" sizes=\"auto, (max-width: 816px) 100vw, 816px\" \/><\/figure>\n\n\n\n<p>I have been a people manager for six years. What\u2019s most stressful is supporting people through challenges like low performance, friction with peers, or personal issues. My job is to set clear expectations and \u201censure each individual can do their best work\u201d\u2026which is about 70 jobs in one. But in my experience, a strong company and leadership culture is the backbone of good management.&nbsp;<\/p>\n\n\n\n<p>This is why Human Resources Management matters; it\u2019s the discipline of efficiently using human capital to achieve a company\u2019s goals and developing the systems to enable that to happen. On the front lines of HRM, individual managers are managing individual team members. The absence of structure not only leaves them to figure things out on their own, it promotes inconsistency across the organization. HRM introduces that consistency by providing insights about what matters most to engaged, productive employees and providing standards, support systems, and training to help managers create that environment on a day to day basis.&nbsp;<\/p>\n\n\n\n<p><\/p>\n\n\n\n<p><\/p>\n\n\n\n<h6 class=\"wp-block-heading\">Works Cited<\/h6>\n\n\n\n<p>\u201cFortune 100 Best Companies to Work For\u00ae 2025 &#8211; Default List.\u201d <em>Great Place to Work\u00ae<\/em>, 2025, www.greatplacetowork.com\/best-workplaces\/100-best\/2025. Accessed 3 Apr. 2026.<\/p>\n\n\n\n<p>Great Place To Work. \u201cCapital One.\u201d <em>Great Place to Work\u00ae<\/em>, 2026, www.greatplacetowork.com\/certified-company\/1000049. Accessed 3 Apr. 2026.<\/p>\n\n\n\n<p>&#8212;. \u201cHilcorp Energy Company.\u201d <em>Great Place to Work\u00ae<\/em>, 2026, www.greatplacetowork.com\/certified-company\/1001155. Accessed 4 Apr. 2026.<\/p>\n\n\n\n<p>&#8212;. \u201cWalmart Inc.\u201d <em>Great Place to Work\u00ae<\/em>, 2026, www.greatplacetowork.com\/certified-company\/1120506. Accessed 4 Apr. 2026.<\/p>\n\n\n\n<p>Harter, Jim, and Marcus Buckingham. <em>First, Break All the Rules : What the World\u2019s Greatest Managers Do Differently<\/em>. New York, Ny., Gallup Press, 2016, ebookcentral.proquest.com\/lib\/osu\/detail.action?docID=1584214. Accessed 3 Apr. 2026.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>The \u201cFortune 100 Best Companies to Work For\u201d list highlights great places to work, assessed across a range of questions. I wondered how the insights from employee reflections intersected with the arguments from our course text. First, Break all the Rules presents twelve questions that reliably measure employees\u2019 satisfaction and are linked with better business [&hellip;]<\/p>\n","protected":false},"author":15143,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-1","post","type-post","status-publish","format-standard","hentry","category-uncategorized"],"_links":{"self":[{"href":"https:\/\/blogs.oregonstate.edu\/glackinmarie\/wp-json\/wp\/v2\/posts\/1","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/blogs.oregonstate.edu\/glackinmarie\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/blogs.oregonstate.edu\/glackinmarie\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/blogs.oregonstate.edu\/glackinmarie\/wp-json\/wp\/v2\/users\/15143"}],"replies":[{"embeddable":true,"href":"https:\/\/blogs.oregonstate.edu\/glackinmarie\/wp-json\/wp\/v2\/comments?post=1"}],"version-history":[{"count":2,"href":"https:\/\/blogs.oregonstate.edu\/glackinmarie\/wp-json\/wp\/v2\/posts\/1\/revisions"}],"predecessor-version":[{"id":5,"href":"https:\/\/blogs.oregonstate.edu\/glackinmarie\/wp-json\/wp\/v2\/posts\/1\/revisions\/5"}],"wp:attachment":[{"href":"https:\/\/blogs.oregonstate.edu\/glackinmarie\/wp-json\/wp\/v2\/media?parent=1"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/blogs.oregonstate.edu\/glackinmarie\/wp-json\/wp\/v2\/categories?post=1"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/blogs.oregonstate.edu\/glackinmarie\/wp-json\/wp\/v2\/tags?post=1"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}