- Business and Employment
HR, Culture, & Business Results; Success at Google, Scripps & UPS
Read this case study and answer the questions in essay format. Be sure to follow APA guidelines and write your paper in essay format, not as question and answer.
1. How does the integration of HR with the
organizational culture contribute to the
success of Google, Scripps, and UPS? To find
ideas, go to the corporate website for each
of these companies and search for additional
2. Discuss how some of the cultural facets
mentioned compare to those among employers
you have worked for, and explain the difference
in the views of these various employers.
The integration of human resources with organizational culture has contributed to the success of numerous companies; the integration has been specifically beneficial to Google, Scripps, and UPS. The integration of human resources with Google’s organization culture has led to the human resources department as being designed to give employees the flexibility they need in order to produce results (Mathis, Jackson, & Valentine, 2014, p. 33).This set up has allowed the human resources department to embody the main principles of Google’s organization culture which are innovation, iteration, and creativity (Google, 2016). Google (2016) describes its own organizational culture on its own website when it states: “We strive to maintain the open culture often associated with startups, in which everyone is a hands-on contributor and feels comfortable sharing ideas and opinions”.
The integration of human resources with Scripps’s organization culture has contributed to the integration of organization culture from media firms that have merged with Scripps, the pay-for-performance system, and the way that the human resource department emphasizes leadership development throughout the firm (Mathis, Jackson, & Valentine, 2014, p. 33). Scripps (2016) describes its’ own organization culture on its’ webpage when it states “Our desire to influence and inspire extends beyond media to include strong community and business relationships. Through our corporate social responsibility and diversity and inclusion efforts, we are committed to making a positive difference with those we come into contact with every day”. Scripps’s human resources department also has programs like work life balance, telecommuting, and worker flexible schedules which supports the firm’s organization culture of compassion, support, and inspiration (Scripps Networks, 2016).
The integration of human resources with UPS organization culture has led to the company becoming well known for “corporate integrity, culture, and HR inclusion with employees” (Mathis, Jackson, & Valentine, 2014, p. 33). UPS has effectively linked its’ human resources department with business objectives through communicating with the employees to ensure all employees are aware of the business objectives and workforce challenges. UPS has further integrated the UPS organization culture into its’ human resources department through consistent code of conduct reviews designed to teach employees about the organization culture and equip them in handling ethical dilemmas.
Google, Scripps, and UPS all share cultural facets with the school district that employees me as an after school counselor. One of the main cultural facets of Google is creativity; my current employer also has a culture of creativity as all of the after school counselors are encouraged to create new lesson plans for the children. However, unlike Google, the school district is much more budget constrained which greatly limits the level of creativity of the employees. Scripps’s organization culture and my employer both share the cultural facet of compassion; both employers place great value on their employees and their clients. However the school district has a higher level of compassion required of all employees due to the fact that the clients are all children. UPS’s organization culture and my employer both place a high value on a code of conduct; both employers require employees to hold themselves to higher standards and to avoid any type of unethical or unsavory behavior both while at work and in their personal lives.
Google. (2016). Our Culture. Retrieved from
Mathis, R. L., Jackson, J. H., & Valentine, S. (2014). Human resource management (14th ed.).
Singapore: Cengage Learning Editores.
Scripps Networks. (2016). Our Company. Retrieved from