{"id":1,"date":"2026-04-04T12:16:21","date_gmt":"2026-04-04T12:16:21","guid":{"rendered":"https:\/\/blogs.oregonstate.edu\/week1blogassignmentdiscussion\/?p=1"},"modified":"2026-04-04T13:20:14","modified_gmt":"2026-04-04T13:20:14","slug":"hello-world","status":"publish","type":"post","link":"https:\/\/blogs.oregonstate.edu\/week1blogassignmentdiscussion\/2026\/04\/04\/hello-world\/","title":{"rendered":"What Makes a Company a Great Place to Work?"},"content":{"rendered":"\n

As I get closer to graduating and thinking about future career paths, I\u2019ve started paying more attention to what actually makes a company a great place to work. After reviewing the Fortune 100 Best Companies to Work For<\/em>, I looked further into Fannie Mae, Deloitte, Cisco, and American Express to understand how their HR practices support employees.<\/p>\n\n\n\n

I looked into Fannie Mae first which has a strong focus on diversity and inclusion. The company received a perfect score on the Corporate Equality Index for nine consecutive years, showing a clear commitment to creating an inclusive and supportive work environment (Fannie Mae, 2023). This connects directly to HR functions like managing diversity and employee engagement, as shown in Lecture 1 – Importance of HR Management, which help create a positive workplace culture. According to our lecture material, HR practices play a major role in shaping organizational culture and employee behavior . Deloitte also emphasizes its people-first culture by focusing on collaboration as a team, diversity, and development opportunities (Deloitte, 2025). This culture reflects strategic Human Resource Management, where HR practices are aligned with company goals to improve performance, as discussed in the Strategic HRM lecture. Cisco and American Express similarly focus heavily on employee wellbeing, flexibility, and psychological safety, which helps improve motivation, retention, and productivity.<\/p>\n\n\n\n

If I were a manager, I would want to balance performance with how employees are treated, making sure expectations are clear while still supporting employees’ development. These companies show that when employees feel supported, they are more productive and engaged, which reflects evidence-based HR practices that use data and outcomes to guide decisions, as discussed in the Evidence-Based HR lecture. I think one of the most challenging aspects of being a manager will be balancing company goals with employees’ differing needs, especially when difficult decisions need to be made. HR plays a key role in helping managers navigate these challenges by providing systems for staffing, compensation, training, and employee programs. These companies show that strong HR practices are not just about policies, but about creating an environment where employees can succeed and contribute to company goals.<\/p>\n\n\n\n

Works Cited<\/strong><\/p>\n\n\n\n

Fannie Mae receives \u201cequality 100 award\u201d from human rights campaign foundation. Fannie Mae. (n.d.). https:\/\/www.fanniemae.com\/newsroom\/fannie-mae-news\/fannie-mae-receives-equality-100-award-human-rights-campaign-foundation<\/p>\n\n\n\n

Our people. Deloitte. (n.d.). https:\/\/www.deloitte.com\/global\/en\/about\/people.html<\/p>\n\n\n\n

\n

American Express. Great Place To Work\u00ae. https:\/\/www.greatplacetowork.com\/certified-company\/1000311<\/p>\n<\/div><\/div>\n\n\n\n

Cisco. Great Place To Work\u00ae. https:\/\/www.greatplacetowork.com\/certified-company\/1000064<\/p>\n","protected":false},"excerpt":{"rendered":"

As I get closer to graduating and thinking about future career paths, I\u2019ve started paying more attention to what actually makes a company a great place to work. After reviewing the Fortune 100 Best Companies to Work For, I looked further into Fannie Mae, Deloitte, Cisco, and American Express to understand how their HR practices […]<\/p>\n","protected":false},"author":15148,"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\/week1blogassignmentdiscussion\/wp-json\/wp\/v2\/posts\/1","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/blogs.oregonstate.edu\/week1blogassignmentdiscussion\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/blogs.oregonstate.edu\/week1blogassignmentdiscussion\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/blogs.oregonstate.edu\/week1blogassignmentdiscussion\/wp-json\/wp\/v2\/users\/15148"}],"replies":[{"embeddable":true,"href":"https:\/\/blogs.oregonstate.edu\/week1blogassignmentdiscussion\/wp-json\/wp\/v2\/comments?post=1"}],"version-history":[{"count":2,"href":"https:\/\/blogs.oregonstate.edu\/week1blogassignmentdiscussion\/wp-json\/wp\/v2\/posts\/1\/revisions"}],"predecessor-version":[{"id":5,"href":"https:\/\/blogs.oregonstate.edu\/week1blogassignmentdiscussion\/wp-json\/wp\/v2\/posts\/1\/revisions\/5"}],"wp:attachment":[{"href":"https:\/\/blogs.oregonstate.edu\/week1blogassignmentdiscussion\/wp-json\/wp\/v2\/media?parent=1"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/blogs.oregonstate.edu\/week1blogassignmentdiscussion\/wp-json\/wp\/v2\/categories?post=1"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/blogs.oregonstate.edu\/week1blogassignmentdiscussion\/wp-json\/wp\/v2\/tags?post=1"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}