Question one
- An exciting life
- Happiness
- Pleasure
Instrumental values
- Broad-minded
- Cheerful
- Loving
After exclusive analysis on various companies, I settled for Microsoft Incorporation as the company I would wish to work for in the future.
The company has a unique culture that supports employees in various ways. The company believes in its employees, and there is an extensive concern for the wellbeing of the employees. The joy of an employee is paramount to the leadership of the company. They believe that a happy employee will extend quality services to customers. Subordinates are respectful to the senior staff, and this sustains proper relationship between them. The company carries out continuous trainings for its employees making them the most outstanding in the highly competitive industry (Wu 2).
Following close analysis and evaluation of the Microsoft Company, it is easy to tell that the culture of the company is in line with the terminal and instrumental values that I possess.
The company considers its employees as the most outstanding asset. This satisfies my terminal values of an exciting life, happiness, and pleasure. Once the company considers employees as the most valuable asset, it extends massive benefits in terms of compensation, care, and concern to them. In addition, the company is supportive of my instrumental values. The company believes in talented individuals, and it wishes to add them value every day. I am a broad minded person and would easily acquire employment the company. The friendly environment that the company creates for its employees makes me remain cheerful and maintains my love to the company and colleagues.
I would still wish to work with this company since the company continues to grow as time passes, and this would expose me to extensive potential following the continuous investment that the company makes on its employees.
Question two
Socialization would not be a lay-off policy of the company. In the company, socialization is a major element for growth. It defines the relationship between the employees. It does not excessively value the senior staff as it reduces them to the respect of the subordinates who work under them. For the continuity of the company, socialization is a major element, and it needs to remain extensively respected in the organization. When new employees get to the company, they easily understand the operations of business by the organization. The practice builds on the exposure of employees, making them used to the systems of the company. “Organizational socialization is the process by which newcomers learn an organization’s values and norms and acquire the work behaviors necessary to perform jobs effectively.” (Jones and Jennifer 146). In return, the company bears extensive gains from the employees’ effort.
Laying off employees is an extremely sensitive element and it requires extensive consideration of various issues. As a manager, I would lay-off an employee based on various reasons. The first and most critical element that would make me lay-off an employee is if he is disrespectful to his colleagues. For proper growth of the organization, employees must be ready to coexist with each other. Also, I may lay-off an employee if he or she becomes disrespectful of the culture of the company. “Accountability for actions and decisions is stressed, and detailed records are kept to ensure that policies and procedures are followed” (Jones and Jennifer 145). The culture of the company is brand of the company, and it sells the activities of the company to the outside world. Therefore, it must be retained, and it is the role of every employee to ensure that the organization maintains its cultural values. Therefore, any employee who does not respect the culture of the company should be laid-off.
Work Cited
Jones, Gareth R., and Jennifer M. George.Essentials of contemporary management. 5th ed. Boston: McGraw-Hill/Irwin, 2011. Print.
Wu, Jia. "Standing Tall Amid Brick-Tile Structures." Discovering Microsoft's Corporate Culture. N.p., 5 Jan. 2009. Web. 22 June 2014. <http://research.microsoft.com/en- us/news/asia/features/ciw_mscorpculture.a
