2 Section 5: Complementary Examples
From Will Plaisted (Winter Term, 2021):
The organization I chose for this assignment is a financial and investing company, “The Motley Fool”. The company is based out of Virginia and has been around since 1993. The CEO since its inception has been Tom Gardner. The Motley Fool recognizes the importance of a healthy lifestyle and has made strides in getting employees to have fun while being active.
The Organizational Culture
The Motley Fool hired a “chief wellness fool” to lead the way in this cultural advancement. Sam Whiteside has been developing new fitness challenges for employees to have fun and be healthy. For instance, Whiteside came up with the challenge of making at least one meeting per day an “active” one. This could be employees doing pushups during the meeting or running in place. This creates a positive work culture and promotes healthy living.
Having fitness challenges for team members creates fun and new opportunities that separate Motley Fool from like-minded organizations. “The importance of wellness is top of mind for many organizations, but what really sets this strategy apart is an understanding that employees need to be challenged in new and different ways, both for fun and professionally” (Zurek, 2020).
Success can be determined and measured by the overall change in mood and attitude from team members. Now, employees can raise endorphin levels while working, and exercise could even unlock certain creative parts of the brain that otherwise would have never been discovered. People who typically sit at a desk all day have low energy levels and typically live a sedentary lifestyle. Motley Fool has found a way to break that stereotype and offer their team a new way of working.
Connection to Course Concepts
Based on our textbook’s explanation of organizational culture and the 4 levels involved, I would say the Motley Fool has a discursive culture. They pride themselves on their values and are excited about making positive changes and aren’t resistant toward them. These healthy changes are not forced onto team members but are strongly encouraged. Most team members who aren’t interested will get tired of their co-workers nagging them to join in and may psychologically feel inclined to join in on the fun, but it certainly shouldn’t be a requirement.
Internal factors such as the employees, the leaders, proper support, resources and technology, and understanding the nature of their business are all essential in order for this cultural change to be effective. External factors do not matter as much in this case since external parties are irrelevant.
Having a healthier team of employees is on the top of the to-do list for many organizations. Once information about these health challenges are well known, other organizations will set their minds to something similar and come up with their own creative take on this culture change. This will promote health across the world and will take what was once thought of as a sedentary job and turn it into an active, exhilarating one.
Studies, G. (2021). 5.4 Internal Factors of Organizational Culture. Granite.pressbooks.pub. Retrieved 15 February 2021, from https://granite.pressbooks.pub/mgmt805/chapter/internal-factors-of-organizational-culture/.
Zurek, C. (2020). 5 Big-Name Organizational Culture Examples That Win the Talent War | ITA Group. Itagroup.com. Retrieved 15 February 2021, from https://www.itagroup.com/insights/organizational-culture-examples-win-talent-war.
The Motley Fool. The Motley Fool. (2018). Retrieved 15 February 2021, from https://www.fool.com/.
From Michael St. Onge (Winter Term, 2021):
Gone are the days of pouring over the help wanted sections of your local newspaper to search for a job. The internet has changed how we access potential employment and employee information. Indeed (Indeed.com) is one such company that has changed how we search for companies and how companies search for us.
Headquartered in Connecticut and Texas Indeed employs over 10,000 people globally, (Indeed.com/about,n.d.). “By many measures, Indeed represents the No. 1 job search site in the world. More than 200 million people visit indeed.com every month, conducting more than 1 billion job searches, according to company data”, (Schott, 2017, para.6). To fulfill its mission, “to help people get jobs” (Indeed.com/about, n.d.), Indeed relies on its dedicated workforce that calls themselves Indeedians (Indeed.jobs, n.d.).
The Organizational Culture
Indeed.com not only helps people find jobs but also hires people to work for them. When you navigate to the section of their website devoted to their hiring needs, the first thing you see is a statement about inclusion. Specifically, they state “Our mission is to create products that provide opportunities for all job seekers. To do this, we hire Indeedians of all backgrounds to mirror the job seekers we support. That’s why Inclusion and Belonging are core values inside Indeed”, (Indeed.jobs, n.d.). They set the tone for their culture immediately, one of acceptance, inclusion, and belonging.
Indeed.com devotes a page to Mission, Benefits, and Work Culture (indeed.com/cmp/Indeed/about, n.d.). The company is very transparent as here you can find reviews from current and former employees about working at Indeed. They post the good and the bad. There is a section on salary which shows the average salary for different positions at Indeed. They have a section that discusses the benefits that their employees enjoy, they encourage employees to post to Instagram using #insideindeed and they have a podcast on Soundcloud called Culture Matters.
“Indeed, the world’s largest jobs site has made great strides to promote positive company culture. As a leader in delivering accurate information about companies, Austin-based Indeed has extra incentive to be transparent about its own workplace values”, (Ludwig, 2020, para.5). The culture at Indeed is driven by the mission to help people get jobs. The foundation of that mission is a core value they call Job Seeker First. Everything they do is geared for the benefit of a job seeker. In all of their conference rooms, they have an empty orange chair. This symbolic chair is to remind them that in whatever they do, the job seeker gets a seat at the table.,(Inside Indeed, 2020).
The impact of Indeed’s organizational culture can be measured by external and internal metrics. Externally, Indeed boasts of being the #1 job search site in the world with over 250 million unique monthly visitors, 175 million resumes, 320 million ratings and reviews, 10 jobs added per second globally and 750 million salaries, (Indeed.com/about, n.d.). It’s clear that their workforce of 10,000 employees all rallies around the company’s mission to create the best experience possible for an online job seeker. A toxic culture would not have allowed for the organization to grow as successfully as it has for as long as it has.
Internal metrics come straight from Indeed’s website. As mentioned previously, Indeed devotes a page to Mission, Benefits, and Work Culture. On that page is a place for employees to leave reviews and rate the company on 5 different criteria using a 5-star scale.
The criteria and ratings, taken from indeed.com/cmp/Indeed/about, (n.d.) are as follows:
- work-life balance 4.4 stars
- pay & benefits 4.3 stars
- job security & advancement 3.9 stars
- management 3.9 stars
- culture 4.4 stars
The average star ratings are based on 741 reviews and Indeed posts all of them, whether good or bad. Indeed will show the first few reviews completely. To access all the reviews, you have to sign up and be willing to rate your current employer. This information is important to Indeed because it allows them to provide more information to job seekers, and one of their value statements is Job Seekers First.
Connection to Course Concepts
Indeed fosters an organizational culture built on trust, communication, and transparency. They start with a simple mission statement and 5 values to support the mission. Indeed is extremely transparent. On their website, you can see details about compensation, health benefits, and perks that you would not normally learn about until late in an interview process. But, Indeed puts it out there for all to see. There is an abundance of information on their website about what is important to the company and to the employees. It would be very easy to determine if you would be comfortable working in that culture.
A measure of how trust factors into their culture is their policy of unlimited paid time off. An employee can take as much time off as they want, whenever they want, so long as it does not negatively impact their work. Communication is two-way and highly encouraged. “The office encourages collaboration and teamwork, to ensure everyone is sharing ideas and working together towards the same mission. I’ve always felt like I can speak up and my thoughts/ideas are heard and addressed”, (Bastone, 2018, para. 5).
I think other organizations can learn from Indeed’s honesty and transparency. Indeed is very open about their pay and benefits and about what current and former employees have to say about the company. I am certain that this helps to ensure that the “right” people who will “fit” into their culture apply for jobs at Indeed. Those who don’t like the benefits or pay comments from other employees won’t waste their time or Indeed’s time.
Bastone, N. (2018, December 30). The 29 tech companies with the best company culture in 2018. Business Insider. https://www.businessinsider.com/best-company-culture-2018-full-list-2018-12#28-indeedcom-2
Indeed mission, benefits, and work culture | Indeed.com. (n.d.). Job Search | Indeed. Retrieved February 19, 2021, from https://www.indeed.com/cmp/Indeed/about
Indeed.com/about. (n.d.). About indeed. Job Search | Indeed. Retrieved February 18, 2021, from https://www.indeed.com/about
Indeed.jobs. (n.d.). Find jobs – External careers. Retrieved February 18, 2021, from https://www.indeed.jobs/
Inside Indeed. (2020, October 19). 5 core values that guide us inside indeed. Inside Indeed Blog | Learn about life inside Indeed. https://inside.indeed.jobs/5-values-that-helped-indeed-become-the-worlds-1-job-site/
Ludwig, S. (2020, January 3). 6 companies with great workplace culture. https://www.uschamber.com/co. https://www.uschamber.com/co/start/strategy/companies-with-great-culture
Schott, P. (2017, July 13). Indeed announces plans for several hundred new Stamford jobs. StamfordAdvocate. https://www.stamfordadvocate.com/business/article/Indeed-announces-plans-for-several-hundred-new-11283124.php