HR, Culture, and Business Results at Google, Scripps, and UPS

From the company I have worked for, certain similarities and differences emerge in terms of cultural facets adopted by companies, such as Google, Scripps, and UPS. Regarding my employer, most of the cultural aspects adopted resemble the ones of Google. My employer emphasizes providing employees with the flexibility they require, which has played a crucial role in allowing employees to produce results rather than just emphasizing core job requirements. In this sense, most of the employees have become increasingly innovative, which has minimized various administrative tasks. Also, my employer communicates significantly to employees regarding business objectives, current information, and organizational results, which have translated into the success of the organization. By contrast, my employer differs from the cultural facets Google adopts in that most of the employees do not serve as stock shareholders, meaning they lack personal interest in overseeing the overall success of the organization.

In the case of the company, such as Scripps, the cultural facets in the organization that resembles that of my employer is the active-pay-for-performance system, which aims at rewarding workforces to improve their performance with pay increases, long-term incentives, and annual incentives.  My employer also utilizes work variability efforts, including telecommuting, work-life balance, and flexible schedules, which have played a crucial role in improving employee productivity. However, the Scripps cultural facets that differ from my employer revolve around leadership development in the organization. My employer fails to provide leadership development programs, which have hindered most workers from advancing in their careers.

Concerning UPS, most of its cultural facets differ considerably from the ones my employer adopts. My employer does not utilize intranet and communication programs to inform employees on workforce challenges and business objectives, which has translated into workforces lacking relevant information regarding current and emerging business practices. However, my company has a Code of Conduct, which guides employees on how to act ethically and address the different situations they face.