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Several ways organization can be designed for multinational corporation.

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the ability to manage global factors as components of organization operations.

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Domestic, International, Multinational, and Transnational, organizations

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MBA has a global management program that focuses on research and advanced business skills. These programs can lead to a number of careers in sales and executive management, as well as management analysis.

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What is an MBA in Global Management? A growing number of companies maintain offices, production facilities, and stores in a variety of countries, and that

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Influencing thus involves focusing on organization members as people and dealing with such issues as morals, arbitration of conflicts and developing a good work relationship.

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The ability to take actions that increase the contributions of individuals within the organization

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Influencing thus involves focusing on organization members as people and dealing with such issues as morals, arbitration of conflicts, and developing a good work relationship.

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Influencing thus involves focusing on organization members as people and dealing with such issues as morale, arbitration of conflicts, and the development of good work relationship.

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The ability to take action that increase the contribution of individuals within the organization

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human resource management - Google Search

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Dimensions commonly observed in modern organization cultures include focusing on quality, ethics, innovation, spirituality, diversity, and customers.

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There are four types of organization culture
1.Clan
2.Adhocracy
3.Hierarcy
4.Market

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Every organization is different, and all of them have a unique culture to organize groups of people. Yet few people know that every organization actually combines a mix of four different types of organizational culture under one leading cultural style, according to research by business professors Robert E. Quinn and Kim S. Cameron at the University of Michigan.

To find out how POPin can help your company culture, contact us.

Quinn and Cameron developed the Organizational Culture Assessment Instrument (OCAI), a validated survey method to assess current and preferred organizational cultures. The OCAI is based on Quinn and Cameron's Competing Values Framework Model, which has been used by over 12,000 companies worldwide.

The framework explains how the four organizational cultures compete with one another. The four parameters of the framework include internal focus and integration vs. external focus and differentiation, and stability and control vs. flexibility and discretion. (As shown in diagram above.)

Based on these parameters, the framework breaks organizational cultures into four distinct quadrants or cultural types: The Clan Culture, the Adhocracy Culture, the Market Culture, and the Hierarchy Culture. Quinn and Cameron discovered that flexible organizations are more successful than rigid ones because the best organizations are able to manage the competition between cultures while activating each of the four value sets when needed.

To determine what type of organizational culture you belong to, here is a summary of the four types and their specific qualities:

The Clan Culture: This culture is rooted in collaboration. Members share commonalities and see themselves are part of one big family who are active and involved. Leadership takes the form of mentorship, and the organization is bound by commitments and traditions. The main values are rooted in teamwork, communication and consensus. A prominent clan culture is Tom's of Maine, the maker of all-natural hygiene products. To build the brand, founder Tom Chappell focused on building respectful relationships with employees, customers, suppliers and the environment itself.

The Adhocracy Culture: This culture is based on energy and creativity. Employees are encouraged to take risks, and leaders are seen as innovators or entrepreneurs. The organization is held together by experimentation, with an emphasis on individual ingenuity and freedom. The core values are based on change and agility. Facebook can be seen as a prototypical adhocracy organization, based on CEO Mark Zuckerberg's famous admonition to, "Move fast and break things - unless you are breaking stuff, you are not moving fast enough."

The Market Culture: This culture is built upon the dynamics of competition and achieving concrete results. The focus is goal-oriented, with leaders who are tough and demanding. The organization is united by a common goal to succeed and beat all rivals. The main value drivers are market share and profitability. General Electric under ex-CEO Jack Welch is a good example of this culture. Welch vowed that every G.E. business unit must rank first or second in its respective market or face being sold off. Another example of the market culture is software giant Oracle under hard-driving Executive Chairman Larry Ellison.

The Hierarchy Culture: This culture is founded on structure and control. The work environment is formal, with strict institutional procedures in place for guidance. Leadership is based on organized coordination and monitoring, with a culture emphasizing efficiency and predictability. The values include consistency and uniformity. Think of stereotypical large, bureaucratic organizations such as McDonald's, the military, or the Department of Motor Vehicles.

To find out how POPin can help your company culture, contact us.

The OCAI research reveals that it's rare for companies to share equal traits from all four cultural types, with no single dominant type. However, it is likely that departments within an organization may exhibit subdominant traits, such as the accounting department having a mainly Hierarchy/Control culture, while the development team is shaped by more of an Adhocracy/Creativity culture.

Defining any one culture is difficult because it is based on a complex combination of people's shared attitudes, beliefs, assumptions and behaviors. Leaders can use the OCAI survey to gain insights into the dominant culture of their organization, and to assess the gaps between their current culture and the preferred culture.

You can only change a culture by first classifying it and understanding it. The OCAI and Competing Values Framework can serve as powerful tools to make empirical comparisons of an organizational culture before and after any major change initiative, reorganization, or merger.

No matter what kind of culture your company has, it is important to create an environment where everyone has a voice. POPin's anonymous employee survey tools help leaders develop a culture of openness and accountability.

To find out how POPin can help your company culture, click the link below to learn more.

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The Four Types of Organizational Culture - POPin

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Every organization is different, and all of them have a unique culture to organize groups of people. Yet few people know that every organization actually combines a mix of four different types of organizational culture under one leading cultural style, according to research by business professors Robert E. Quinn and Kim S.

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The ability to understand one's obligation to perform assigned activities and to enlist the help of others to complete those activities.

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There are five steps of fundamental organizing,
Step 1: Reflect on plans and objectives
Step 2: Establish major tasks
Step 3: Divide major tasks into subtasks.
Step 4: Allocate resources and directives for subtasks
Step 5: Evaluate results of organizing strategy

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There are Porter's Five Forces identifies and analyzes five competitive forces that shape every industry, and helps determine an industry's weaknesses and strengths.

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1. Competitive Rivalry

The first of Porter's Five Forces looks at the number and strength of your competitors. Consider how many rivals you have, who they are, and how the quality of their product compares with yours.

In an industry where rivalry is intense, companies attract customers by cutting prices aggressively and launching high-impact marketing campaigns. This can make it easy for suppliers and buyers to go elsewhere if they feel that they're not getting a good deal from you.

On the other hand, where competitive rivalry is minimal, and no one else is doing what you do, then you'll likely have tremendous competitor power, as well as healthy profits.
Example
If you were setting up a haulage business, you'd likely be entering a crowded market. You'd have to consider many potential rivals, how much they charged, and whether they were able to discount deeply. You'd also need to think about their resources: you might be setting up to compete with international logistics companies, as well as local competitors

Remember that at this point the analysis should focus on your potential rivals. Only start thinking about your own offer when you've got your data together on the competition.

Note that Michael Porter developed his Four Corners Model all about competitor behavior. You can find out more about that in our article.

2. Supplier Power

Suppliers gain power if they can increase their prices easily, or reduce the quality of their product. If your suppliers are the only ones who can supply a particular service, then they have considerable supplier power. Even if you can switch suppliers, you need to consider how expensive it would be to do so.

The more suppliers you have to choose from, the easier it will be to switch to a cheaper alternative. But if there are fewer suppliers, and you rely heavily on them, the stronger their position - and their ability to charge you more. This can impact your profitability, for example, if you're forced into expensive contracts.
Example
Let's say your business idea was to manufacture electronic devices. You'd have to assess your supply options for a range of specialist components. If one supplier dominated the components market, then they could raise their prices without worrying about their own competitors. This might affect the viability of your product.

3. Buyer Power

If the number of buyers is low compared to the number of suppliers in an industry, then they have what's known as "buyer power." This means they may find it easy to switch to new, cheaper competitors, which can ultimately drive down prices.

Think about how many buyers you have (that is, people who buy products or services from you). Consider the size of their orders, and how much it would cost them to switch to a rival.

When you deal with only a few savvy customers, they have more power. But if you have many customers and little competition, buyer power decreases.
Example
Buyer power is a significant factor in food retail. Think of large supermarkets that operate in a crowded, highly competitive market. This market has changed dramatically with the arrival of cheap, no-frills food discounters. Shoppers have strong buyer power here. That's why supermarkets have coupon schemes, loyalty cards, and aggressive discounting - to capture the largest share of buyers.

These organizations in turn have strong buyer power with their own suppliers, using their influence to drive down the cost of food at the manufacturing level.

4. Threat of Substitution

This refers to the likelihood of your customers finding a different way of doing what you do. It could be cheaper, or better, or both. The threat of substitution rises when customers find it easy to switch to another product, or when a new and desirable product enters the market unexpectedly.
Example
If your organization makes medical instruments, you may find your position being threatened by the rise of 3D printing. This enables instruments to be made from a wide range of materials, sometimes at a fraction of the cost of traditional methods. If a competitor gets it right, it can weaken your position and threaten your profitability.

5. Threat of New Entry

Your position can be affected by potential rivals' ability to enter your market. If it takes little money and effort to enter your market and compete effectively, or if you have little protection for your key technologies, then rivals can quickly enter your market and weaken your position.

However, if you have strong and durable barriers to entry, then you can preserve a favorable position and take fair advantage of it. These barriers can include complex distribution networks, high starting capital costs, and difficulties in finding suppliers who are not already committed to competitors.

Existing large organizations may be able to use economies of scale to drive their costs down, and maintain competitive advantage over newcomers.

If it costs customers too much to switch between one supplier and another, this can also be a significant barrier to entry. So can extensive government regulation of an industry.

Porter's Five Forces Example

Even industries that seem to be well protected against new entry can prove to be vulnerable. For many years, high-volume air travel was in the hands of a relatively small number of established airlines. The barriers to entry were formidable. Start-up costs were high, routes and take-off slots were mostly grabbed by the big operators, and the industry was strictly regulated.

Even so, some small operators did manage to break into the market, mostly by offering no-frills, low-cost travel to popular destinations, and taking advantage of reduced regulation. These smaller, more agile operators now hold strong positions in the industry, particularly in short- to medium-haul travel.

The Five Forces are brought together in figure 1, below.

Figure 1 - Porter's Five Forces

How to Use Porter's Five Forces Model

To use the model, start by looking at each of the five forces in turn, and think about how they apply in your industry. (Mind Tools subscribers can see figure 1, above, and copy the subheadings. They can also download a handy template.)

Next, write down the forces that are at play in your industry, and summarize the size and scale of each on your diagram. An easy way to do this is to use a single "+" sign for a force that's moderately in your favor, or a "-" sign for a force that's moderately against you.

Use "++" for a force that's strongly in your favor, or "--" for one that's strongly against. For a neutral force, you can use "o." (An example of this method can be found in figure 2, below.)

Finally, think about how your analysis will likely impact you. Few situations are perfect. Nonetheless, analyzing your industry using Porter's Five Forces can help you to think through what you could change to improve your competitive position and increase your profitability.

What's more, if you find yourself in a structurally weak position, the model can help you to think about what you can do to move into a stronger one.

Porter's Five Forces Worked Example

In this section, we'll look at a full worked example of Porter's Five Forces model to help you make effective business decisions. You'll also find short examples of applying each of the Forces separately in the sections above.

Our worked example is based on a fictitious business owner called Martin. He's deciding whether to switch his focus to something in agriculture, as he likes the idea of hands-on work, in a rural environment, supplying people with something they really need. He carries out a Five Forces analysis to help him decide whether to buy a farm and start a new enterprise - and meets some surprises!

Members of the Mind Tools Club can see the analysis in figure 2.

Figure 2 - Porter's Five Forces Example: Buying a Farm

Martin's analysis has raised a number of "red flags" that previously he didn't know existed. For example:

The threat of new entry is quite high. If anyone looks as if they're making a sustained profit, new competitors can come into the industry easily, reducing profits.

Competitive rivalry is extremely high. If someone raises prices, they'll quickly be undercut. Intense competition puts strong downward pressure on prices.

Buyer power is strong. Again this can put a strong downward pressure on prices.

There is some threat of substitution. There's some cross-product substitution and ability to import food.

Unless Martin is able to find some way of changing this situation, it looks like the farming industry is a very tough market to compete and survive in. Maybe he'll need to specialize in a sector of the market that's protected from some of these forces, or find a related business that's in a stronger position.

Frequently Asked Questions About Porter's Five Forces

What is the purpose of Porter's Five Forces?

Porter's Five Forces model can help you to analyze the attractiveness of a particular industry, evaluate investment options, and assess the competitive environment in your market.

How do you use Porter's Five Forces?

Think about each force in turn, and how it applies to your industry. Gather data on each force, and use it to help inform your future strategic decision making. Read more in the section How to Use Porter's Five Forces Model.

What are the benefits of using Porter's Five Forces?

Porter's Five Forces allows you to gain valuable insights into your current market, or one that you're considering moving into. This can help you to develop a strategy to succeed.

What is the difference between Porter's Five Forces and SWOT Analysis?

While both Porter's Five Forces and SWOT (Strengths, Weaknesses, Opportunities and Threats) Analysis can be used to explore and define an organization's strategy, SWOT provides a snapshot analysis of a company's current position and its internal conditions. In contrast, Porter's Five Forces examines the longer-term external pressures that are impacting an organization and its position within the market, now and in the future.

Is Porter's Five Forces a macro- or micro-environment framework?

Porter himself referred to the Five Forces framework as a micro-environment business strategy tool. This is because it focuses its analysis on specific, immediate forces that might impact a business, such as customers, suppliers and competitors, rather than macro forces, such as social, political, economic or technological factors.

Is Porter's Five Forces Model still relevant today?

In recent years, questions have been raised about whether Porter's model is still relevant. This is primarily because the model was first developed in the late 1970s and early 1980s - a period of time that was defined by strong competition, relative market stability, and steady rates of technological change. In contrast, today's global markets are more changeable, due to a combination of rapid technological advances, political shifts, and deregulation.

As a result, some modern strategists believe that the rather inflexible Five Forces Model is of little help in anticipating where competitive advantage can be gained. Nonetheless, Porter insists that it's important not to confuse the Five Factors model with fleeting factors, such as industry growth rates, government interventions, and technological innovations. According to him, these are examples of temporary influencing factors, while the Five Forces Model should focus on the permanent parts of an industry structure.

Criticism of Porter's Five Forces Model

Despite its enduring popularity, Porter's Five Forces model has come in for considerable criticism in recent years. In particular, critics have pointed to its age, lack of flexibility, and the fact that it doesn't take account of new technology.

You can read more about this in our article Pitfalls of Porter's Five Forces .

If you want to use the Porter's Five Forces model to analyze the competitive forces at work in your industry, and you're a Mind Tools subscriber, download our template worksheet below:
Download Template
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Porter's Five Forces - The Framework Explained - A Guide to Analyzing Competitiveness Using Michael Porter's Strategic Model

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Porter's Five Forces allows you to assess the strength of your competitive position in a market and identify ways to boost your profitability.

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The BCG Matrix is for evaluating strategic business. Based on 2 septate things. Like the growth of business and the share of the market.

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Strategic management is the process of ensuring that an organization possesses and benefits from the use of an appropriate organization strategy.

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There are several steps to take as far planning and decision making. Like Identify Problems Requiring Decisions, Seek Information to Clarify Options, Brainstorm, think of alternatives than decide on one and last think about the outcome.

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Strength & Weakness in Workplace Communication

Small business owners and managers make decisions on a daily basis, addressing everything from day-to-day operational issues to long-range strategic planning. The decision-making process of a manager can be broken down into six distinct steps. Although each step can be examined at length, managers often run through all of the steps quickly when making decisions. Understanding the process of managerial decision-making can improve your decision-making effectiveness.

Identify Problems

The first step in the process is to recognize that there is a decision to be made. Decisions are not made arbitrarily; they result from an attempt to address a specific problem, need or opportunity.

A supervisor in a retail shop may realize that he has too many employees on the floor compared with the day's current sales volume, for example, requiring him to make a decision to keep costs under control.

Seek Information

Managers seek out a range of information to clarify their options once they have identified an issue that requires a decision. Managers may seek to determine potential causes of a problem, the people and processes involved in the issue and any constraints placed on the decision-making process.

Brainstorm Solutions

Having a more complete understanding of the issue at hand, managers move on to make a list of potential solutions. This step can involve anything from a few seconds of though to a few months or more of formal collaborative planning, depending on the nature of the decision.

Choose an Alternative

Managers weigh the pros and cons of each potential solution, seek additional information if needed and select the option they feel has the best chance of success at the least cost. Consider seeking outside advice if you have gone through all the previous steps on your own; asking for a second opinion can provide a new perspective on the problem and your potential solutions.

Implement the Plan

There is no time to second guess yourself when you put your decision into action. Once you have committed to putting a specific solution in place, get all of your employees on board and put the decision into action with conviction. That is not to say that a managerial decision cannot change after it has been enacted; savvy managers put monitoring systems in place to evaluate the outcomes of their decisions.

Evaluate Outcomes

Even the most experienced business owners can learn from their mistakes. Always monitor the results of strategic decisions you make as a small business owner; be ready to adapt your plan as necessary, or to switch to another potential solution if your chosen solution does not work out the way you expected.

About the Author

David Ingram has written for multiple publications since 2009, including "The Houston Chronicle" and online at Business.com. As a small-business owner, Ingram regularly confronts modern issues in management, marketing, finance and business law. He has earned a Bachelor of Arts in management from Walsh University.

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What Are the Steps in the Decision-Making Process of a Manager?

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Small business owners and managers make decisions on a daily basis, addressing everything from day-to-day operational issues to long-range strategic planning. The decision-making process of a manager can be broken down into six distinct steps. Although each step can be examined at length, managers often run through all of the steps quickly when making decisions.

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Ethics plays a huge role in this module. Reason for this artifact is because Starbucks is the most ethic franchises ever. Kevin Johnson is the CEO of Starbucks whose ethics is to helps protect our culture and our reputation by fostering a culture that is committed to ethical leadership and conducting business with integrity by providing resources that help partners make ethical decisions at work.

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We believe that conducting business ethically and striving to do the right thing are vital to the success of the company.

Starbucks Ethics & Compliance supports Our Mission & Values and helps protect our culture and our reputation by fostering a culture that is committed to ethical leadership and conducting business with integrity by providing resources that help partners make ethical decisions at work.

We do this by advising and enabling leaders to drive ethical business practices, partnering with the business to ensure effective legal risk management and encouraging partners to speak up if they have questions or concerns.

The majority of reports we receive involve employee relations issues. This trend is consistent with other companies - retail or otherwise - that provide alternative reporting mechanisms as part of a comprehensive ethics and compliance program.

For more information, please email EthicsAndCompliance@Starbucks.com.

Standards of Business Conduct

As a global company, we are subject to the highest standards of ethical conduct and behavior. The Standards of Business Conduct help us make decisions in our daily work and demonstrate that we take our legal and ethical responsibilities seriously.

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We believe that conducting business ethically and striving to do the right thing are vital to the success of the company. Starbucks Ethics & Compliance supports Our Mission & Values and helps protect our culture and our reputation by fostering a culture that is committed to ethical leadership and conducting business with integrity by providing resources that help partners make ethical decisions at work.

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During perk season employees fatigue and body soreness due the amount of overtime hours worked. So Jeff Bezos the owner of Amazon took initiative to give out gift cards, prizes, group stretches and many benefits to improve work performances and to keep the motivation up.

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We're a company of pioneers. It's our job to make bold bets, and we get our energy from inventing on behalf of customers. Success is measured against the possible, not the probable. For today's pioneers, that's exactly why there's no place on Earth they'd rather build than Amazon.

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There are companies out there that have a great or deal diver employees. I use this artifact to study how these companies use equal opportunity to their advantage.

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In 2018, most companies know how important diversity is - after all, diversity can boost innovation, productivity and even financial performance. But despite that, many companies still struggle when it comes to diversity and inclusion. Some companies don't view it as a top business priority, some don't know how to start and still others are paying lip service only without taking real action. But make no mistake - there are companies out there that are getting it right.

To identify and honor these forward-thinking companies, Thompson Reuters recently released their 2018 Diversity & Inclusion (D&I) Index. After factoring in environmental, social and governance data, Thompson Reuters assigned D&I scores to over 7,000 companies. Below are 20 companies with among the highest scores - if you're looking for a company where you can bring your whole self to work, check out their job opportunities and apply today!

Where Hiring: San Francisco, CA; New York, NY; San Antonio, TX; Atlanta, GA; Denver, CO & more

Where Hiring: Cambridge, MA; San Diego, CA; Morris Plains, NJ; Raleigh, NC; Melville, NY & more

What Employees Say: "Great science and good group of people. Compensation was generous. Amazing work-life balance. Great resources to learn from." - Former Scientist

Where Hiring: Boulder, CO; Pittsburgh, PA; Houston, TX; Minneapolis, MN; Atlanta, GA & more

Where Hiring: New York, NY; Norwalk, CT; Seattle, WA; Plainfield, IL; Carson City, NV & more

Where Hiring: San Francisco, CA; Erlanger, KY; Albuquerque, NM; East Fishkill, NY; Groveport, OH & more

Where Hiring: New York, NY; Secaucus, NJ; Miami, FL; Philadelphia, PA; Honolulu, HI & more

Where Hiring: Chicago, IL; Ashley, ND; Oklahoma (remote)

Where Hiring: Princeton, NJ; Tampa, FL; Redwood City, CA; Devens, MA; Manchester, NH & more

Where Hiring: Atlanta, GA; Raleigh, NC; Madison, WI; Toledo, OH; Huntington, WV & more

Where Hiring: Indianapolis, IN; Branchburg, NJ; Tucson, AZ; Boston, MA; Santa Clara, CA & more

Where Hiring: Portland, OR; Bella Vista, AR; Seaford, NY; Broadway, VA; Dickson, TN & more

Where Hiring: Arlington, VA; Solon, OH; Anderson, IN; Laurel, MD; Trenton, MO & more

Where Hiring: Redmond, WA; San Francisco, CA; Washington, DC; New York, NY; Fargo, ND & more

Where Hiring: New York, NY; Emporia, KS; Hodges, SC; Piscataway, NJ; Cambridge, OH & more

What Employees Say: " Challenging roles that every day is different, keeps you fresh. Lot of diversity in colleagues. Caring Company." -

Where Hiring: Cincinnati, OH; Boston, MA; Seattle, WA; Chicago, IL; Sacramento, CA & more

What Employees Say: "Great company to work for, offers challenges where you can learn from and improve your skills. Good work environment and benefits." -

Where Hiring: Indianapolis, IN; Branchburg, NJ; Philadelphia, PA; San Diego, CA; Fort Dodge, IA & more

Where Hiring: Palo Alto, CA; Boise, ID; Vancouver, WA; Houston, TX; Corvallis, OR & more

Where Hiring: Kenilworth, NJ; South San Francisco, CA; Elkhorn, NE; West Point, PA; Elkton, VA & more

Where Hiring: Chicago, IL; Milwaukee, WI; New York, NY; Irvine, CA; Indianapolis, IN & more

Where Hiring: Hayward, CA; Austin, TX; Johnson City, TN; Amherst, NY; Reston, VA & more
Methodology: The companies in this article all made Thompson Reuters' Top 25 Index ranking in their 2018 Diversity & Inclusion (D&I) Index, and had at least 10 open jobs on Glassdoor.

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The 20 Best Companies for Diversity & Inclusion

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In 2018, most companies know how important diversity is - after all, diversity can boost innovation, productivity and even financial performance. But despite that, many companies still struggle when it comes to diversity and inclusion. Some companies don't view it as a top business priority, some don't know how to start and still others are paying lip service only without taking real action.

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The reason this artifact is because some company's adopt to their social responsible. For example, H&M has currently made a strong commitment to sustainability.43% of their cotton is sustainably sourced, and their current goal is to increase that to 100% by 2020.

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While some companies seem to only care about profits and results, some recognize their intrinsic reliance on people and the planet - and they're putting that into action. We've picked 13 companies that recognize their duty to give back to communities and ecosystems. From "volunteer time off" to one-for-one donation matching, all of these companies have found ways to give back, and give their employees the opportunity to give back as well. Interested in working for a company like this? They're all hiring!
1. Coca-Cola
Rating: 3.5

How They Give Back: The Coca-Cola Foundation recently pledged $1 million to Hurricane Irma relief efforts. This is par for the course for a company that has long been hailed as an industry leader of corporate social responsibility. Both at home in America and across the world (particularly in water-starved regions), Coca-Cola and its Foundations have poured money back into communities. For example, they recently donated more than $10 million to help ameliorate the effects of a famine that has been felt across 10 countries in the African Sahel. On top of that, Coca-Cola is active in the arena of sustainability and drought prevention - in 2016, a collective 221 billion liters of water were replenished through their community and watershed projects across the globe.

What Employees Say: "Love the company and products! Great company to work for and superb benefits." - Current Employee
2. Merck
Rating: 3.6

How They Give Back: In wake of Hurricane Harvey, Merck had a multi-pronged strategy for sponsoring relief. First and foremost, they pledged to 100% match any gift that Merck employees in the U.S. gave to an eligible nonprofit that directly supports relief efforts. Merck also provided $250,000 to support the relief efforts of additional partners who are responding to the hurricane, on top of the $600,000 they already provided to the American Red Cross earlier this year for disaster preparedness and relief efforts. This just the tip of the iceberg of Merck's corporate social responsibility, which spans from on-the-ground relief efforts to long-term projects, like their $500 million initiative Merck for Mothers.

What Employees Say: "There are good projects remaining at the company, and people work together. Mostly a positive work culture, great benefits, departments talk to each other, several social programs, and stable work." - Current Process Engineer
3. Appirio
Rating: 4.0

How They Give Back: Appirio offers pro bono professional services to support the adoption of cloud technologies in nonprofits. They also offer company-wide volunteer days and company-sponsored group volunteer activities globally as well as paid time off each year for employees to pursue their own personal volunteer activities. To date, Appirio has contributed over 29,000 hours of community and pro bono services and has provided over $565,000 in cash and product donations to charitable causes through their Silver Lining program.

What Employees Say: "Appirio is simply one of the best companies I have ever worked for. The technology and business model (when it was still a start-up) were exciting to be sure, but what continues to be a driver of this being a great place is the strong workplace culture. The people Appirio has hired over the years contribute to its strong, supportive, and energetic culture - one where people genuinely care about each other and support training and advancement. Flexibility around work, remote work, and attention to work-life balance are big assets as well." - Current Employee
4. Warby Parker
Rating: 4.1

How They Give Back: Warby Parker is a certified B Corp, which means they've voluntarily agreed to follow stringent standards for social and environmental performance, accountability, and transparency. And similarly to Toms, Warby Parker makes glasses accessible in developing countries through the sales of their glasses like countries in the US. They make a monthly donation to their nonprofit partners that's proportional to a number of glasses that are sold in that month, and then sell them at a low cost in developing countries, along with basic eye exams. Care for people and the planet is truly at the heart of this company's mission.

What Employees Say: "Warby is hands-down the best place I've ever worked. It's one of the few companies with a culture that is ambitious but not cut-throat; genuinely inspiring without veering into the corny start-up "we're changing the world" mode. If you're looking to work towards a worthy goal among the smartest and kindest people, it's a great place to be."- Former Employee
5. H&M
Rating: 3.5

How They Give Back: In the past years, H&M has made a strong commitment to sustainability. Currently, 43% of their cotton is sustainably sourced, and their current goal is to increase that to 100% by 2020. In addition, their garment collecting initiative - where anyone, anywhere can bring their old clothes to a local H&M store - has already saved a collective 32,000 tons of fabric through re-wearing, reusing, and recycling. The surplus split between social projects and recycling projects by the H&M Foundation. On top of that, 0.02 euros is donated to a local charity organization for each kilogram of textiles that H&M collects.

What Employees Say: "There are plenty of work benefits offered to employees. The company values both work and home life and does its very best to balance both. Everyone is very friendly and will always lend a helping hand." - Current General Warehouse Associate
6. SolarCity
Rating: 3.2

How They Give Back: SolarCity's foundation, the Give Power Foundation, provides clean energy to those who need it most. They've already given access to electricity to over 300,000 people in over 13 countries, from Haiti to Kenya to Nepal. This electricity is also 100% renewable, because it's powered by SolarCity's solar panels.

What Employees Say: "I am proud to be part of the SolarCity family. Every year this team learns and grows in a positive direction that is truly changing the world." - Current Construction Project Manager
7. PepsiCo
Rating: 3.4

How They Give Back: When Indra Nooyi, CEO of Pepsico, talks about the importance of water usage and sustainability in developing countries, she has first-hand knowledge. Raised in India, Nooyi has been remarkably successful at translating these issues into the boardroom, starting with introducing the "Performance with Purpose" initiative in 2006. Pepsi has given back to communities in worldwide - in the U.S., for example, they created the Food for Good initiative in 2009, which gives healthy, pre-packed meals to low-income children during the summer, when they don't have access to school breakfast or lunch. Pepsico truly puts their money where their mouth is - in 2015 alone, the Pepsico Foundation dispersed over 37 million in grants for sustainability, disaster relief, humanitarian support, and related causes.

What Employees Say: "Pepsi Bottling Group was a challenging, competitive and highly rewarding place to work. Many of the strongest minds operated the business, demanded action, intellect and accountability while enjoying the fun of working for a soda company." - Former Forecasting Manager
8. Salesforce
Rating: 4.2

How They Give Back: Salesforce created the 1-1-1 model in order to ingrain giving back into the core mission of the company. This model of "integrated philanthropy" includes technology (by donating and discounting technologies to educational organizations and nonprofits), people (by encouraging a culture of giving back and offering "volunteer time off" for employees to engage in the causes that are meaningful to them), and resources (by providing grants to nonprofits and matching up to $5,000 per year of employee donations to charitable organizations). Salesforce is truly a model of how companies can give back.

What Employees Say: "This is one amazing place to work. Execs, across the board, are open & interested in your ideas - from any level. The level of transparency is mind-blowing: from Marc sharing his yearly objectives on company-wide TV (where *all* employees can view & participate), to every single employee's annual goals posted for all to see - it's phenomenal to walk into a meeting with someone where you know what's important to them, and be able to share how your common goals can be accelerated by working together. Another amazing attribute: the 1-1-1 model, which is totally pervasive across the company - every major exec all-hand starts with what the team has given back to the community. It's a beautiful, heartwarming, positive, and futuristic approach on how to impact the world. All opinions & ideas are welcomed." - Current Senior Director
9. Patagonia
Rating: 4.1

How They Give Back: This past Black Friday, Patagonia did something radical: instead of cashing in on the huge sales uptick that any company experiences on Black Friday, they decided to take a different approach. On that day, 100 percent of their profits were donated to grassroots environmental organizations. And this wasn't just a one-off effort - Patagonia donates 1 percent of sales or 10 percent of pre-tax profits (whichever is more) to environmental groups.

What Employees Say: "Fantastic company in the outdoor industry. Leaders in many areas of how to do business. Currently doing outstanding work with social, environmental causes." - Current Employee
10. Intuit
Rating: 4.2

How They Give Back: Employees at Intuit can request up to 32 hours per year of paid time to volunteer during normal work hours. On top of that, Intuit donates the use of TurboTax to qualifying low-income families and individuals and provides software to eligible nonprofits to support financial literacy and small business or nonprofit development.

What Employees Say: "Amazing benefits. Innovative culture. Excellent working conditions. Most of the people here are big team players and truly care about their work and the company." - Current Member Service Representative
11. Ultimate Software
Rating: 4.6

How They Give Back: Ultimate "People First" culture puts, well, people first - whether it's Ultimate's employees or its clients. Each employee of Ultimate receives 2 paid days off per year to volunteer at the charity of their choice. In addition, Ultimate has a robust employee donation matching program that has generated tens of thousands of employee donation matches every year.

What Employees Say: "This company truly puts PEOPLE FIRST, whether it is the clients or employees. You are accepted and allowed to be who you are so you can shine and use all of your potential. There hasn't been a day where I would not want to come to work because when you're here, you are amongst one of the best and most wonderful people you can surround yourself with. The atmosphere at work is fantastic because the culture is fantastic, gives you a sense of truly belonging and being well cared for." - Current Payment Services Specialist
12. Zumasys
Rating: 4.9

How They Give Back: Each employee at this small tech company gets 20 hours annually to volunteer. In addition, departmental serve days and company-wide serve events give employees an extra opportunity to take part in local volunteer efforts. They also offer charitable donation matching.

What Employees Say: "Zumasys is a great company with endless amounts of opportunity for growth. They believe in their people and will help them achieve their goals. Not only does Zumasys focus on their employees but also the nonprofit side. It's great to come to work but even better to give back. Zumasys encourages their employees to volunteer their time and support people in need. It's amazing to work a company that not only focuses on business but also giving back." - Current Employee
13. Seventh Generation
Rating: 3.6

How They Give Back: The Seventh Generation foundation gives grants to sustainability causes, local community building, and education, among other causes. They promote a culture of giving back among their employees by nominating five coworkers who embody Seventh Generation's values of innovation, stewardship, caring, reliability, and collaboration. Each of these employees gets a cash gift, and an equal amount to donate to their favorite charity. They also donate products to worthy organizations around the country.

What Employees Say: "The benefits, the mission, the workplace are all exceptional. It's great working to make the world a better place, especially in these usually-toxic product categories. Other employees are the brightest people you'll ever meet in the work world."- Current Employee

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13 Companies That Give Back - And Hiring Now!

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While some companies seem to only care about profits and results, some recognize their intrinsic reliance on people and the planet - and they're putting that into action. We've picked 13 companies that recognize their duty to give back to communities and ecosystems. From "volunteer time off" to one-for-one donation matching, all of these companies have found ways to give back, and give their employees the opportunity to give back as well.

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There are four steps during the management process. Planning, Organizing, Influencing, and Controlling. I find Influencing the most intriguing because we need support for our followers to be more successful. This artifact represents a leader and that is why I chose it.

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Being a manager is all fun and dandy but what about overcoming obstacles? Reading chapter one is a great resource but reading this article is a better one. It helped me understand the steps and how to prevail predicaments of management.

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Becoming a manager for the first time is a big change, and with change comes challenges.

Overcoming challenges helps you to learn, grow and develop. Having perseverance is a big part of being a leader, and leadership is what management is all about.

Success often has much more to do with perseverance than it does with a person's innate qualities. That isn't to say talent doesn't matter, just that it only goes so far without sacrifice and effort.
- Fast Company

Here are 10 challenges first-time managers may face

1. Effective Communication With Your Employees

2. Shifting Your Mindset Along With Your New Role

3. Pressure To Perform As A New Manager

4. Shifting From Coworker To Boss

5. Managing Your Time

6. Setting Clear Goals And Expectations

7. Encouraging Productivity

8. Hiring For Your Team

9. Firing An Employee

10. Asking For Help

Here, we guide you through 10 common challenges that new managers face and tips on how to overcome them.

1. Effective Communication With Your Employees

Building effective communication with your employees will give you a strong foundation in your new role as a manager.

The way that we speak - and the way that we listen - play a vital role in collaboration and teamwork. Not only that, the quality of communication on your team impacts levels of trust and vulnerability, which are essential to creativity and innovation.

As a new manager, it's important for you to understand the communication dynamics on your team so you can optimize the strengths and find ways to improve any weaker areas. Every team is different, and learning the communication styles that work best on your team will really strengthen how you work together.

Our Ready-To-Go Survey uncovers the strengths & weaknesses of your team's communication. Customize your questions to get the most meaningful insights.

2. Shifting Your Mindset Along With Your New Role

In your old role as an employee, your main focus was on accomplishing your tasks. Now, your main focus is on helping others accomplish their tasks.

The key more than anything in this transition is to shift your mindset and take on a new approach. Before you were in charge of yourself but now you're a leader.

It's your responsibility to oversee and guide your team, and this will involve developing your soft skills. Listen and pay attention to the needs of your employees to help them achieve the collective goals of your team.

Pro Tip: Monthly one-on-ones are a great way to make sure you and your employees are on the same page.

3. Pressure To Perform As A New Manager

One of the most nerve racking things about being a first-time manager is the pressure to perform. You've been given an incredible opportunity, and now you want to show that you were worth it.

Remind yourself that you were picked for this position for a reason and that you deserve to be there. Becoming a leader is a learning process, and you will learn the most from the experience you gain as you go along.

Pro Tip: Set clear expectations with your boss, and more importantly, yourself. Take time to plan properly and set yourself up for success.

4. Setting Clear Goals And Expectations

One of your main tasks as a new manager is to guide and motivate the employees on your team. Part of that is making sure that your employees have clear directions and common goals.

It's important to make setting goals a team effort. According to Gallup, employees want to see how their individual work contributes to the larger goals of their team and the company:

Employees who strongly agree they can link their goals to the organization's goals are 3.5 times more likely to be engaged.

Objectives and Key Results are great to align everyone on your team because the "key results" set expectations very clearly. Both employees and managers will have measurable results, making it easier to tell if they hit their mark or not.

Pro Tip: Meet with your team to set Objectives and Key Results so that everyone is working towards the same final outcome.

5. Encouraging Productivity

As a manager, a key to your success is to make your team as productive as possible.

This can be a challenge because all of your team members may have different needs and work in different ways. Some people like working later, some earlier, some people like being given specific instructions, some people like to have more autonomy.

It's important for you to create an environment that's good for everyone. Try to find out what works best and adjust accordingly.

Pro Tip: Have short daily meetings where everyone presents their tasks for the day to the team. This will help your employees set their focus for the day and see how everyone else's tasks fit into the broader goals of the team.

Other related topics you should read about:

1. Management Styles - Figuring out your own personal management style.

2. Leadership Styles - Leadership styles refer to the behaviors that leaders use to interact with their employees.

Our Ready-To-Go Communication Survey uncovers the strengths & weaknesses of your team's communication. Plus, you can customize your questions to get the most meaningful insights.
What Are Some Challenges That You've Faced?

Have you been there before? Any tips for new managers that you can share with us?

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Overcoming 10 Challenges That First-Time Managers Face

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Going from being an employee to a manager is an exciting new career step. It can also be a difficult transition, but overcoming challenges is how we learn, grow and develop. Be prepared for these common challenges that first-time managers face with tips on how to overcome them.

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As I reminisce on Module one, I thought about what it'll take to be a successful manager. I included this artifact because this, in my perspective, is the precise summary on Chapter 1. Also, this article helped me learn how to be a successful manager on my future Endeavors.

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If you want to be a successful manager, it's not going to happen by accident. You must work at it. Being promoted to a management role does not guarantee success. Successful managers are effective and productive. They can lead, motivate, and inspire others to achieve their best.

What qualities do good managers possess?

Great managers share a variety of qualities; unsurprisingly, many of these attributes are also shared by good employees as well.

A growth mindset rather than a fixed mindset

Strategic thinking

Patience

Integrity

Loyalty

Open mindedness

Trustworthiness

How can I be a successful manager?

Be intentional about how you want to lead.

Make a plan and have regular check-ins with yourself, your manager, and your direct reports; feedback is important.

Learn more about different leadership styles and be open to different approaches.

Cultivate patience.

Develop self-awareness to better serve your team.

How can I be a better manager or leader?

Adopt as many of the 25 habits we outline below. No one is perfect, so you can't expect that you'll follow all the habits at all times, but holding yourself to that standard will place you light years ahead of your peers. Good leadership skills also take patience, wisdom, and experience - three things that you'll gain the longer you're a leader.

How can you improve your management skills?

Find a mentor with leadership skills you admire.

Continue to refine your skills by practicing, reflecting on your progress, and asking for feedback/measuring your effectiveness.

Take courses; you can find workshops and training online and in person.

Hire a leadership coach.

To become a successful manager, you must adopt key habits that will allow you to accomplish your goals and bring out the best in others.

Here are 25 habits that successful managers have:

Success requires dedicated work. Successful managers write their goals and map out the key steps they must take to get closer to their goals every day.

2. They manage their time.

Time is precious and valuable. Successful managers manage their time effectively by cutting out activities that do not align with their goals.

3. They invest in others.

Successful managers continually invest in others. Investing in others includes encouraging, coaching, mentoring, and sponsoring future leaders.

Successful managers are good communicators. Effective communication requires attentive listening and asking questions. Good communicators also respond to questions when asked and they share information that will benefit others.

5. They focus on the big picture.

Successful managers engage in strategic planning and effective implementation. To do so, they broaden their perspective to understand how all the pieces of a plan, project or goal it together.

6. They invest in their professional and personal development.

The best managers understand the importance of investing in their professional and personal development. They read books, attend seminars, and / or seek advanced degrees. Continuing education enhances their credentials and allows them to stay on top of trends that will impact their areas of expertise.

7. They take risks.

Taking risks builds confidence and sharpens one's ability to be decisive. Successful managers are willing to try new things and experiment with new ideas.

8. They have integrity.

Successful managers demonstrate consistency between their words and their actions. Their consistency inspires others to trust them and their ability to lead.

9. They are disciplined.

Self-discipline is an important leadership attribute. It requires engaging in consistent action even when you don't feel like it. Self-discipline fuels a successful manager's sense of determination and allows the manager to achieve goals.

10. They are strategic.

Strategic leadership requires thoughtful analysis, planning, and execution. Successful managers invest time to think through various scenarios and consider the consequences of potential actions.

11. They ask for feedback.

The founder of modern management, Peter Drucker, once wrote: "The only way to discover your strengths is through feedback analysis." Successful managers continually seek feedback to improve their performance and enable continued success.

12. They seek advice.

Thriving managers seek advice to make effective decisions. Knowledgeable advice allows a leader to learn about blind spots. Receiving guidance enhances a manager's leadership style by offering a different point of view.

13. They promote collaboration.

Successful management requires engaging others and inspiring them toward shared goals. Sharing information and inviting others to participate in collaboration builds trust within a team and a common sense of purpose.

14. They are visible.

Successful managers are visible and create visibility opportunities for their teams. Visibility facilitates connection points with others, spurs interaction, and provides a platform to showcase accomplishments.

15. They are respectful of others.

Trust and respect are fundamental to effective leadership. No one likes to be disrespected or denigrated. Successful managers are courteous and considerate of others. Genuine regard for others engenders loyalty and fosters mutual respect.

16. They promote their team's accomplishments.

Everyone wants to be part of a winning team. Giving others credit and acknowledging their accomplishments are two ways that successful managers create high achieving teams. Promoting their team's accomplishments encourages momentum for further achievement.

Good working relationships are important for career and personal advancement. Successful managers work at strategically building networks that support their personal and professional goals. They create regular opportunities to establish genuine connections with people in and out of their professional community.

18. They position themselves for the future.

In an ever-changing workplace that is increasingly being impacted by technology and global markets, positioning oneself for the future is critical for career and team success. Successful managers stay on top of industry trends by reading periodicals, attending conferences, and networking. They also seek opportunities to share what they learn with team members and incorporate new methods into their work processes.

19. They navigate office politics.

Successful managers embrace office politics. They understand that office politics is a fact of life. But, they also understand that navigating office politics does not require that they violate their personal values. Rather, they respect their organization's culture, strategically build their network, and interact sincerely to influence others effectively.

20. They manage conflict.

Workplace conflict is inevitable. Rather than avoid conflict, successful managers seek to address difficult situations professionally and respectfully. They engage in difficult conversations, seek common ground, and preserve relationships.

21. They admit mistakes.

Making mistakes is part of life. Effective leadership calls for transparency and accountability. Successful managers, therefore, admit their mistakes, learn from them, and do better next time.

22. They are humble.

The best managers are humble. Many associate humility with weakness. But, in fact, humility is the ability to accurately assess one's own strengths and limitations. It takes sober judgment and confidence to self-assess. Genuine humility is an attractive quality and inspires an environment of honesty and trust.

23. They strive for work-life balance.

Maintaining a high-performance work culture requires work-life balance. The best managers work to ensure that their teams stay engaged by encouraging time off and leading by example. All leaders need time to recharge. Taking time off to rest, connect with loved ones, and pursue personal interests puts work into perspective and makes managers more relatable as people.

24. They support their teams.

Managers cannot succeed without the support of their teams. The best managers empower their teams by allowing them to take ownership for their work. Successful managers provide their teams with the encouragement, tools, and resources they need to get their jobs done.

In a performance driven workplace, expressing gratitude is often overlooked. Thanking others for their contributions let's them know they are appreciated and valued. Saying "thank you" takes a few seconds of time. But, the impact can last a lifetime.

--
Ellie Nieves, JD, MBA, develops webinars, seminars, and coaching programs to help women show up, speak up, and step up in their careers and personal lives. She is also the host of the Leadership Strategies for Women Podcast where she shares success tips to help women achieve more both personally and professionally. To learn more, go to www.EllieNieves.com.
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This Is Exactly How to Be a Successful Manager and All the Habits You Need to Adopt

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To become a successful manager, you must adopt habits that will allow you to not only accomplish your goals and bring out the best in others. Everything you need to know about managing and 25 habits that successful managers have .

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When the word 'Management' comes to mind, I think of Bill Gates. He is the most successful businessman in the world.