For this week’s assignment I chose four companies at random to analyze the HR styles in contrast with our readings. The companies were Salesforce, Capital One, Texas Health Resources, Inc., and Intuit Inc.
Salesforce
Based on the word bubble for Salesforce I found that some of the biggest factors that make it a great workplace were leadership, team, values, and people. Team, people, and leadership were primarily my focus as work has alot to do with the social bonds and interactions you make and those contribute to your overall perception of the workplace. Leadership is also important as our book “First, Break All the Rules,” states that a manager is oftentimes the reason why an employee leaves.
Intuit Inc.
As for Intuit Inc, I was drawn to their 95% agreement rate with the statement “I am given the resources and equiptment to do my job.” This statement is nearly identical to that of Q02 in the Q12 listed in our text. Proving the theory in our text that those 12 building blocks really do matter and show in practice and companies with high employee satisfaction.
Texas Health Resources, Inc.
Texas Health Resources, Inc. also had a 90% satisfaction rate with Q08 from the 12 questions from our text. Additionally, their word bubble provided words such as people, team, and community. In order for a company to successfully reach an upper level question, they must meet the ones below them. Seeing a high approval rate for a higher ranked question demonstrates this achievement.
Capital One
Finally, Capital One’s comparison to the text comes directly from the employee quote posted. It is the fact that the company does not force individuals to conform to standards and allows them to be themselves. This reinforces the idea that a manager must acknowledge they will never be able to drastically change or modify an employee, but rather can fit their work around their style and strengths in order to make a smooth and successful team.
When I become a manager I would like to be the kind that my employees can count on, and one who accomodates and works with people. It is important that your team can count on you, and I would like all my employees to say that when they needed help I was the first person they went to.
I think the most difficult part of managing will be finding the fine line around helping and giving your employees the benefit of the doubt in situations and knowing when it is time to let them go or stop assisting. Sometimes boundaries and lines for these types of things are blurry and difficult to find, and it will likely be my biggest concern. Additionally, I worry about making sure my team is happy and satisfied with their work and not putting to much work or pressure on any one member of my team, but also not allowing them to become unproductive.
