Every year, the business magazine Fortune publishes its list of the 100 Best Companies To Work For®. For this purpose Fortune partners with the global research consulting firm Great Place to Work Institute® to conduct the “most extensive employee survey in corporate America” [1] with 407 participating companies this year. Only companies that are more than seven years old and have at least 1,000 employees are eligible. A company’s score in this ranking is based on two factors. One is a 57-question survey sent to a minimum of 400 randomly selected employees, asking for things like attitudes towards the management and job satisfaction. This survey accounts for two thirds of the score. The other third is based on a Culture Audit, capturing detailed demographics, pay and benefit programs, management philosophy, methods of internal communications, opportunities as well as compensation and diversity issues [1].
When looking at the results of this ranking, one immediately notices that the same company names have appeared over and over again among the top ten or top twenty over the previous years. This paper takes a deeper look at some of these companies, their corporate culture and the way they treat their employees. Furthermore, it tries to determine whether some measures or ideas exist that are common to all these companies and help increasing job satisfaction. From that, propositions are given of how these measures can be applied by other companies, independent of the industry they are doing business in.
Inhaltsverzeichnis (Table of Contents)
- Introduction
- Identification of Companies
- SAS
- Wegmans Food Markets
- Conclusion
- References
Zielsetzung und Themenschwerpunkte (Objectives and Key Themes)
This paper explores how certain companies achieve extraordinary job satisfaction among their employees. It examines the corporate cultures and employee treatment practices of Google, SAS, and Wegmans Food Markets, all known for their consistently high rankings in the Fortune 100 Best Companies to Work For list. The paper aims to identify common practices and strategies employed by these companies to foster high job satisfaction and provide insights into how other organizations can replicate these successes.
- Employee Satisfaction and its Determinants
- Corporate Culture and its Impact on Employee Morale
- Best Practices for Employee Engagement and Motivation
- Comparative Analysis of Corporate Cultures across Industries
- Building a High-Performing Work Environment
Zusammenfassung der Kapitel (Chapter Summaries)
The introduction provides context by discussing the Fortune 100 Best Companies To Work For ranking methodology and highlights the consistent presence of certain companies within the top ranks. It then focuses on Google, SAS, and Wegmans Food Markets as case studies to explore their unique approaches to employee satisfaction.
The "Identification of Companies" section further clarifies the selection criteria for these case studies. It explains why Google and Wegmans Food Markets were chosen for their consistently high rankings over a five-year period. SAS is also included due to its significant rise in the ranking over recent years, highlighting its successful transformation.
Schlüsselwörter (Keywords)
The paper focuses on key terms like job satisfaction, corporate culture, employee engagement, motivation, best practices, and high-performing work environment. It draws insights from prominent companies like Google, SAS, and Wegmans Food Markets, all known for their innovative approaches to employee well-being and their commitment to fostering a positive work environment.
- Citation du texte
- Klaus Schütz (Auteur), 2011, How Extraordinary Job Satisfaction can be achieved , Munich, GRIN Verlag, https://www.grin.com/document/198657
