response to Student about what he wrote (Not Critiquing), business and finance homework help

DO YOU KNOW WHY YOUR FRIENDS ARE POSTING BETTER GRADES THAN YOU? — THEY ARE PROBABLY USING OUR WRITING SERVICES. Place your order and get a quality paper today. Take advantage of our current 15% discount by using the coupon code WELCOME15.

Order a Similar Paper Order a Different Paper


Unit 3 Discussion

It’s reported that 46% of US employers have
problems filling jobs due to lack of talent, mainly due to low
unemployment rates and shorter skill cycles (PRNewswire, 2016).
Employers are reporting that their inability to fill roles
is due to a lack of applicants’ inexperience, lack of technical
competencies and candidates expecting more pay than offered (PRNewswire,
2016).  Not only do low unemployment rates and shorter skill cycles
result in talent shortage, but declining birth rates
results in less younger workers; however, technology helps curb the
lack of talent (Miller & Chandra, 2015). With globalization,
companies can now recruit top talent worldwide, however, this also
doesn’t solve completely for the talent shortage as countries
other than the US are also experiencing the same talent shortages
(Miller & Chandra, 2015). There are numerous internal factors that
result in worldwide talent shortages as well, such as: lack of company
loyalty, the need for challenging work, the need for
independence, the need to be rewarded based upon performance, the need
for recognition, the need for a variety of benefits, the opportunity to
learn new skills, to have the ability to develop their career, the need
to work for a company with a good reputation,
good compensation, a supportive work environment, and the ability to
establish an acceptable work/life balance (Phillips & Edwards,
2009). These internal factors can all be handled by engaging employees.

  One of the most important factors to
keep top talent is to make sure companies focus on their people by
having a happy culture (Lawrence, 2016). Companies can create a happier
culture by staying firm on their standards, while
remaining flexible on the execution aspect; invest in leadership and
training; promote future leaders by allowing employees the ability to
share their knowledge with others; provide feedback and rewards for a
job well done; use the diversity of each employee
as a resource (Lawrence, 2016).

As Jim Harris (2006) states in his video Five Principles of Employee Engagement,
companies need to capture the heart, have open communication, create
partnerships, drive learning, and emancipate action (2006). These five
principles also aid in employee engagement by providing employees with a
purpose, a standard mission, and a fun-filled environment (Harris,
2006). Communication needs to be open and not use a top down approach,
therefore, opening lines of communication between
all roles and creating a partnership type of culture (Harris, 2006). In
addition, companies need to focus on teaching and training employees in
order to stay up to date on the current trends and to grow along with
the changing culture (Harris, 2006). The last
aspect of emancipating action requires employers to give their
employees the freedom to succeed by providing them with their mission
and allowing them to make decisions on their own (Harris, 2006).

  Twitter, Southwest Airlines, and Google
are three companies that have created happier cultures and have
succeeded by focusing on their employees (Lawrence, 2016). Twitter has
230 applicants for every job opening due to its company
culture (Lev-Ram, 2015). The company provides on-site yoga and improv
classes, free food, and the ability to work alongside the CEO, Dick
Costolo (Lev-Ram, 2015). The company offers a rooftop deck where
employees can hang out and relax, the CEO treats them
as partners, and there’s a common area where social events and meetings
are held with wine and beer on tap (Lev-Ram, 2015).

  Southwest Airlines has succeeded by implementing four
beliefs to “Live the Southwest Way” (Southwest Culture, n.d.). Living
the “Southwest Way” involves having a:

“Warrior Spirit”

“Servant’s Heart”

“Fun-LUVing Attitude”

“Work the Southwest Way” (Southwest, n.d.).

The warrior spirit relates to employees being supportive and adaptive
to customer’s travel reasons, meaning they deliver the product that
customers need based upon their travel reasons (Makovsky, 2013). The
servant’s heart is the golden rule, treat others
as you would want to be treated (Makovsky, 2013). Having a Fun-LUVing
attitude consists of the employees having a little fun and not taking
themselves to seriously (Makovsky, 2013). “Work the Southwest Way”
involves customer safety, reliability, friendly customer
service, and low costs (Southwest, n.d.).

  Google’s success also relies upon its people (Google
Company, n.d.). They maintain an open culture where all employees are
comfortable expressing their ideas and opinions (Google Company, n.d.).
Every year, Google receives 2.5 million applicants
who are seeking to work for a company that offers amazing perks, such
as free food, free health and dental benefits, free haircuts, free dry
cleaning, massages, gyms and swimming pools, subsidies for hybrid cars,
pods for napping, entertainment (video games,
foosball, and ping pong), on-site doctors, and death benefits (Bulygo,
n.d). Not surprisingly, Google relies upon data to develop their culture
and gauge employees and their productivity (Bulygo, n.d.). Google
collects their data and then uses that data to
improve their employees’ lives, for example, they found that women left
the company at twice the rate of men due to their maternity plan, so
they changed it to be more accommodating (Kim, 2013).

  Although the stimulation environment
doesn’t provide free food, Twitter, Southwest, and Google all have
aspects that can be implemented and result in team collaboration and a
good stimulation result. Implementation of best practices
in terms of stimulation growth plans is going to rely heavily upon open
communication, transparency, and allowing ideas to be expressed freely.
Google relies heavily upon data. The data from the stimulation comes
from our individual Insight Discovery profiles.
This information can be used to determine how to best work with someone
based upon their personality traits. Although a goal needs achieved, it
is really necessary to have a little fun as well, and not take be so
serious all the time. Sometimes, just having
a bit of fun results in a happier environment in which new ideas can be
generated and grown upon. All of this information can be integrated if
everyone takes the approach to treat others as they would want to be
treated. Everyone has their own opinions, their
own thought processes, their own ways of doing things, however, we all
need to act as partners, collaborate, and allow for communication to be
free and open.


Z. (n.d). Inside Google’s culture of success and employee happiness.
Retrieved December 9, 2016, from

Google Company (n.d). Retrieved December 9, 2016 from

Harris, Jim. (2006). Five principles of employee engagement. [Video file]. Retrieved from

Kim, J (2013, September 30). 7 secrets of Google’s epic organizational culture. Retrieved December 9, 2016, from

Lawrence, D. (July 2016). Don’t worry, be happy.
TD Magazine, (7). 60.

Lev-Ram, M. (2015). Welcome to the twitterloin.
Fortune, 171(4), 120-122

Makovsky, K. (2013, November 21). Behind the southwest airlines culture.Forbes.
Retrieved from

Miller, R., & Chandra, S. (2015). Labor shortage means employers will pay more for talent.
HR Focus. p. 10.

Phillips, J. J., & Edwards, L. (2009).Managing Talent Retention: An ROI Approach. San Francisco: Pfeiffer.

PRNewswire (2016,
October 18). In your own backyard: With 46% of U.S. employers reporting
talent shortages, more companies than ever are choosing to upskill their
existing workforce.
PR Newswire, US

Southwest Airlines. (n.d.) Retrieved December 9, 2016 from:

Do you require writing assistance from our best tutors to complete this or any other assignment? Please go ahead and place your order with us and enjoy amazing discounts.

Order a Similar Paper Order a Different Paper