A630.9.4.RB - Shuck, Allison

Hiring and Recruiting 

Does Schmidt's description of the Google Culture make sense to you?

Yes, after watching the video Hiring and Recruiting, I know understand more about Google culture and how Google hires and requites new employees. Google’s culture is center on “passion”, doing what you do because you love doing it! Most of Google employees are self motivated and require little management. To me, that shows how effective Google is at hiring and reciting new employees. Although Google understands interpersonal differences, they seek to find candidates that are compatible with existing organizational members; they recruit people who are self driven and who know how to be team player. Overall, this method has been proven successful.

Is this a reasonable way to view the work that most people are doing in your workplace?

Yes, my colleagues and I are very similar; we are all team players and are all self -driven. With the increase in student population and the lack of staffing, upper management does not have the time to delegate tasks or participate in the decision making process; therefore, my colleagues and I must use our best judgment and make executive decisions on our own.

As a leader, does it take courage to have and to implement this point of view?

Personally, I don’t think courage is the right word to use to describe Google’s hiring and recruiting process; although it takes courage to hire a new employee, I think that Google uses creativity or innovation. Google has the ability to use ingenuity and forward thinking to break the barriers of traditional hiring and recruiting.

Could this approach backfire?

Yes, if an employee vision no longer matches the vision on the organization, then the employee will start doing what they want to do instead of what they should be doing.

What can you take away from this exercise to immediately use in your career?

I think that the biggest thing I can take away from this video is how many organizations uses different tactics to hire and recruit new employees. Overall, I think that many organizations are following in Google’s footsteps, like Google, they understand how important it is to have self-driven employees who know how to work as a team. 

A630.8.4.RB - Shuck, Allison

Build a Tower, Build a Team 

Do you agree with Tom Wujec's analysis of why kindergartners perform better on the Spaghetti Challenge than MBA students?

Mr. Wujec’s observation was enlightening.  He evaluated different teams (kindergartners and upper level students) in their efforts to complete a difficult building project. His observations show that kindergartners achieve the task better than upper level (master) students. Why, because kindergartners do not care about failing; they are not concerned with completion, per-pressure or their grade; kindergartners simply complete the task because it is “fun”.

Can you think of any other reasons why kids might perform better?

I think kids perform better because they use their imagination and are not afraid to fail. Even if the first attempt is not successful, they will try again without hesitation. They are not intimidated by the task.

In your view, why do CEOs with an executive assistant perform better than a group of CEOs alone?

I think it is funny that a CEO cannot function without his or her executive assistant. So many CEO’s today rely on their executive assistants for everything and therefore, lack the ability to think outside of the box. A CEO’s main responsibility is to be the figurehead of the organization; therefore, many CEO’s does not know how to perform day-to-day operations. Thus, the role of the executive assistant was created. Executive assistants are responsibilities for maintaining the CEO’s schedule and performing day-to-day tasks.  

If you were asked to facilitate a process intervention workshop, how could you relate the video to process intervention skills?

I think that if I were an OD practitioner responsible for conducting a process intervention, I would use the spaghetti challenge. The spaghetti challenge requires collaboration, communication and team work from all group members.  It forces team member to work together in order to successfully complete the challenge.

What can you take away from this exercise to immediately use in your career?

Well for starters, I can stop focusing on obtaining the “grade” and start focusing on learning and retaining the information I am studding. Much too often, I over analysis my work; I constantly read and re-read and often re-write my sentences and before I know it, I have re-written my whole paper. It is exhausting and I really need to stop worrying so much and just write from the heart! 

A630.7.4.RB - Shuck, Allison

Mastering the Art of Corporate Reinvention

Michael Bonsignore, CEO of Honeywell, states that Honeywell will not be an extension of the old Honeywell or Allied Signal. He is creating a new culture that blends the best of the merged companies of Honeywell and Allied Signal. He says that Honeywell will compensate and reward people that look for best practices from both companies in creating a new corporate culture and punish those who do not. Do you predict Honeywell will be successful?

I think that Honeywell will eventually be able to obtain long term success, but will have to push through a few rough patches in order to get there. I believe Bonsignore has good intentions, but I think that using the word “punch” will create a negative environment within the organization. The company is already going through huge changes and those changes are already impacting the company’s corporate culture; all the company needs now is for its current employees to quit, which will create an even larger turnover problem because the company will have to train new employees.

What barriers do you see based on what you observed in the video?

The biggest barrier Honeywell will face is its employees accepting change. Cultural changes are hard to deal with. So many people fear change because its result is unknown. No matter how hard a company tries to prepare its employees for change, the effects of change will not take place until the change actually happens. I bet a lot of employees from Honeywell are resistant to the merger due to the fact that it will change the whole company and how it operates. Allied employees are concerned about their jobs; wondering where they might end up and what their new role in the organization will be.

What critical success factors should Honeywell consider as it crafts its organizational strategies around a new culture?

In order for this merger to be successful, the employees from both Honeywell and Allied Signal will need to be open and receptive to change. Each employees will need to understand that the changes implemented from the merger will create domino effect throughout the organization, whereas, a change in one part of the organization will most likely create need for change in another part of the organization. That being said, it is important for employees to remain positive through the change processes.

What can you take away from this exercise to immediately use in your career?

Change is inevitable and is constantly in motion. Over time, I have learned that in order for me to obtain success, I have to embrace change and learn to accept it. I truly believe that the only way to grow within an organization is to take on a new position; to change and accept the challenge.  

 

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I thought the “50 Reasons Not to Change” presentation was really interesting! It is crazy to me how so many people today refuse to embrace change for what it is, something good! Or at least I think so!

What is really interesting about the presentation was that fact that it reminded me of my boyfriend Steven. He is the type of person who will come up with any excuse in the world not to do something. For example, Steven’s brother Clint has been asking him for weeks now to go to Ocala cabin with him because he needs his help laying the hardwood floors. Ironically Steven always has an excuse for why he cannot go. One week it’s I have to take the dog to the vet on Saturday, another week it’s I hurt my back lifting weights or I have an exam or I have a birthday party to go to.  It is always something! He is the reason why our Kitchen (after starting it over 2 years ago) is still not finished. Obviously, it is frustrating when people, such as my boyfriend Steven, lack initiative and refuse to accept change.  

Do you ever use any of these excuses yourself?

On occasion, I find myself following in Steven’s footsteps, so much that I annoy myself. It is hard to accept changes and stop coming up with excuses when you feel like are stuck in a rut. I think that what annoys me the most is that I feel like I am not being as productive as I can be, like I am waiting my time or being lazy! That’s what is it all about, not embracing change, it’s an excuse to be lazy!

How can you overcome the thinking that creates negative responses towards change?

I think for me, I need to surround myself with people who embrace change, who do not fear it; people who are enthusiastic towards life and all it has to offer. Change can be overwhelming and scary at times, so scary that it becomes a fear (like a person who fears spiders). However, I think the end result is always worth the effort. Rule to thumb: you get out what you put into it!

Do you agree with Seth Godin’s concept that change is driven by tribes?

I do agree with Seth Godin, I too believe that strength lies in numbers; however, strength used for the wrong reason is not good thing! Take Hitler for example, he had strength in numbers and killed millions of people. Much too often strength is used to force people into doing something rather than allowing them to chose on their own. In order for people to change, it has to be their choice, you cannot force it!

What can you take away from this exercise to immediately use in your career?

I think that this exercise has encouraged me to start taking risks! I have never been much of a gambler, but isn’t that what change is, a gamble? You never really know the end result of change; that is why it is so scary. 

A630.5.4.RB - Shuck, Allison

NASA Culture Change

Why did NASA Administrator Sean O’Keefe address NASA employees to describe the plan to bring about proposed changes to NASA’s culture?

In the video “NASA Culture Change”, Sean O’Keefe seeks to addresses the projected culture changes required based on the results of the Columbia Accident Investigation Board (CIBA) Survey. O’Keefe assesses NASA’s ability to improve by investigating the company’s history and determining its problem areas. O’Keefe believes that all companies/employees must have/obtain the following day-to-day attributes in order to create/have a definitive culture:

• Respect – all employees must have respect from one another in a professional capacity.
• Open communication – all employees should maintain an open communication channels and encourage information sharing; employee should feel comfortable speaking up when something doesn't appear to be right.   
• Safety – all employees should ask if, then questions – If I do this, then this will happen. In an organization, it is important for all employees to understand the consequences of their actions, especially if those consequences are detrimental.
• Recognition - all employees should be recognized for both positive and negative contributions. In a large corporation like NASA, it is important to remember that someone is always watching.

Was he believable? Is it important whether he appeared to be believable?

I believe that Mr. O’Keefe made some really good points and outlined steps on how NASA can improve its culture; however, I feel that he may have only said the things he did to win over NASA and its employees; It is one thing to state your opinion and tell what you believe will work for NASA, because it has worked for many companies in the past but… NASA it its own unique company and what works for one company may not work for another.  

Why did he talk about NASA values?

I think Mr. O’Keefe talked about NASA values because he is hoping to guide the company and give it a since of direction; something to strive for. By distinguishing values Mr. O’Keefe provides NASA and its employees with the motivation needed to make change possible.  

What can you take away from this exercise to immediately use in your career?

“You cannot not communicate!” I think that the key to having a successful organization is to have open channels of communication. For it is through communication that we understand the meaning of things. 

A630.4.4.RB - Shuck, Allison

How Companies Can Make Better Decisions 

In the video How Companies Can Make Better Decisions, Marcia Blenko states that the more successful a company is at making and exciting decision, the more engaged employee’s become. Why do you think that is? Maybe, because employees are motivated through their perceptions; perceptions are part of the basis for understanding behavior. That being said, employees are more willing to become involved with a company who makes better, more effective decisions, especially if those decisions impact the employee directly.

So many companies today have becoming so complex that effective decision making is now conducted on many different hierarchical levels. Thus, making it is hard to determine who made what decision and why? As an organization grows, so does it leadership. In some instances, it can be difficult to hold people accountable for their decisions, both effective and non effective. As a result, companies must cut through the complexity issues and develop a process that determines what decisions must made and by whom.

In order to determine the basis for effective decision making, companies must evaluate the following elements:

1. Quality – Is this decision the best decision?
2.  Speed – How fast can we make important decisions?
3. Yield – How well did we execute the decision?
4. Effort – Did we use the right amount of effort needed to make the decision?

In addition to the four elements: (quality, speed, yield, and effort) I believe that priority should be taken into consideration when evaluating effective decision making. Why, because it is important for a company to prioritize and determine what decisions should be made first, second, third, extra. Without prioritizing decision, a company can spend more time on less important decisions and vice versa.

What will I be able to take away from this video?

The 5 step processes for effective decision making:

1.  Benchmark metrics – identifying how well you make decisions. This will allow you to see where you are in your decision making process and how to improve.
2. Identifying critical decisions – determining what decisions matter most; prioritization of decisions.
3. The what, who, how and when – what decisions need to be made, who is responsible for making those decisions,  how will the decision will be executed and when should the decision be made?
4. Support decisions – ensure that all aspects (the talent, the culture) of the company support the decisions being made. 
5. Embedding the decision making process throughout the organization.

Overall, I believe the 5 step process will allow me to analysis my own decisions. My goal is to start focusing on the consequences that follow bad decisions. 

A630.3.3.RB - Shuck, Allison

A Day in the Life of the Culture Committee

After watching the video “A Day in the Life of the Culture Committee, I realized that although Southwest tries to establish cultural norms, the company fails to do so. In the video, one of Southwest’s flight attendants, who is also a part of the culture committee, admitted that some of the flight attendance he works with do not even know what the culture committee is or what they do. From what I have seen, I do not believe that Southwest’s corporate culture incorporates the interdependent beliefs, values, and behaviors (norms) that they wish to obtain.

However, I do believe that Southwest Airlines has good intentions and is making a conscious effort to establish cultural norms. With the implementation of the culture committee, Southwest is aiming to give gratitude to employees by showing employees appreciation for a job well done. In 2009, Southwest’s culture committee implemented “Hokey Day”, a day where different employees from Southwest got to travel around the Southwest system giving different flight crews a chance to take a break in between flights; so, while the flight attendants enjoyed free food, the Hokey Team cleaned the aircraft and prepared snacks ext. for the next flight.

At Embry Riddle, our culture committee in ran by upper management. Every six months of so, the Enrollment Management Team is invited by upper management to attend an All Hands Meeting. During the All Hands Meeting, upper management gives out recognition awards to specific individuals for their hard work and dedication.  These awards are: Above and Beyond the Call of Duty, Keys to Success and Partners in Success. Unlike most meetings, the All Hands Meetings are fun because the university caters lunch and gives away free door prizes.

            For me, (as a leader) I would like to embrace what I have learned about corporate culture implement it into my work life and personal life. At work, I need to set goals for myself that incorporate the mission and vision of my organization (ERAU); to ensure that I am capturing the culture of my organization. While at home, I need to recognize that the only way to create a winning culture is to be adaptive and innovative. As (Brown, 2011) states, “it is not whether corporate culture will continue to exist, but what type of corporate culture will be most effective in enabling a company (relationship) to survive or excel”.