Playing games at work?

http://online.wsj.com/article/SB10001424052970204294504576615371783795248.html

              I read the article called, “Latest Game Theory: Mixing Work and Play” that was written on October 10^th, 2011 in the Wall Street Journal.  The article discusses how companies like International Business Machines Corporation (IBM) and Deloitte Touche Tohmatsu Ltd. are using videogames in the work environment to motivate their employees.  These companies are using rewards and competition to make work tasks seem less like work.  Things like management training, data entry and brainstorming.  Many companies have used digital games for years in order to help market products to consumers, but now they will use it to motivate their own employees.  It is projected that by 2014 around 70% of large companies will use “gaming” for at least one business process.  Some companies outsource the games where others build their own programs. 

               IBM uses different strategies throughout their company including a program that allows employees to help create a virtual city more efficient or simulate various business scenarios.  They have 400,000 employees many who travel or work from home so having these games allows colleagues to stay connected and engaged. 

               I think using games sounds like a great idea.  I believe that adding a little extra fun spirited competition to a work environment will help keep people on task and focused.  I think using a gaming program will help employees with empowerment, the removal of conditions that make a person powerless.  These games can help because having competition usually fires people up and makes them feel that they have a duty to perform.  Also using these games can affect goal commitment.  It is the degree to which a person is dedicated to reaching the goal.  When an activity is made fun or there is a reward it motivates people to get the job done and usually faster. 

               Employers may think about adding a gainsharing program into what they have come up with.  Adding a gainsharing program will motivate employees against other employees but also themselves.  Do you think it would still work?  If you were at a company that used these gaming programs would it motivate you?  Do you think 70% of companies will begin using a program like IBM or Deloitte Touche Tohmatsu Ltd.? 

-Tara Tolomeo 

http://www.associatedcontent.com/article/381660/the_magic_of_disneys_organizational.html

The above article is an overview of how Disney creates a magical experience for their customers through their training. Every business has a different workplace spirit, Disney chooses the path of pulling customers in with magic. Disney's wants all their employees to create the best time of a child's life.

Disney states, "You can dream, create, design and build the most wonderful place in the world É [sic] but it requires people to make the dream a reality." Disney wants their employees to help customers experience something they never have before.  In order for this to happen intensive training is done with the employees.


In the article it shows that motivational types of training is used where Disney believes their employees enjoy working with them.  


What stood out to me the most in this article was the how Disney training is so important and rigorous to the  service of Disney and to the motivation and work atmosphere at Disney.  This article demonstrates how Disney's OB management is done throughout the company.  


Disney's training program is one of the most inspiring programs.  Many corporations learn from Disney's program and mimic some of the ways they train their employees. 


~Apollonia Barrientos  

Disney

http://www.businessweek.com/smallbiz/content/nov2009/sb20091130_866423.htm

Business Week is a trusted source of information in the business world including changes in stock, new technologies, thriving and new emerging businesses. They keep you in the "know" and up to date! Not to mention their magazine was the center focus of one of my Management and Quantitative Methods classes at ISU in Spring 2011! They were my first choice on doing research on Disney and they did not let me down.

This article gives us an overview of some of the ethical practices that Disney instills throughout their company by using their employees. These methods work so well that OTHER companies are trying to duplicate them in the smallest ways. Excellent customer service is a primary ethical practice and one of the main components that keeps Disney thriving! Their customers are on board and the numbers are constantly growing!

A company can be flawless in other aspects yet if you lack customer service skills and your employees harbor nasty attitudes or reputations, who will want to work with, for, or see what your company has to offer?

Disney is successful because they bring joy to people's children across the world. We know that people love to see their children smile. The company is inviting and it starts with a welcoming greeting at the front door of any Disney store!

In this article, something that stood out was that a manager took a look at how welcoming and memorable Disney theme parks can be. She then decided to greet every child that entered her store with coloring utensils and on their birthday mailed it to them--FREE of charge! Not only is the company creating a relationship with their customers (kids), but the actual buyers are parents and this shows them how much their kid and business means to the company/business.

By the way, if you thought Disney employees were at all stationary-- you were wrong! They get their hands dirty by reaching out to those who might need help-- way before their even asked! This shows that they care about you as a customer and want you to return. Disney seems to understand that customers are their most valuable asset and with no plans in place to keep them, they will surely find someplace else where they are appreciated.

Ethically this makes more than perfectly good sense. Anyone ever entered a store and felt better AFTER they LEFT? The employees were not that welcoming or seemed as if they couldn't wait for you to leave? Not a Disney! Check out the article and take note!


~Raymi Smith~

Blog Post 1. Walgreens bettering environment.

http://www.greenbang.com/across-ohio-walgreens-stores-go-solar_19994.html

This article is about Walgreens putting solar panels in some of their stores. SoCore Energy is helping Walgreens in this project. The project started in Cincinnati where solar installations have been added to 20 retail stores. It is expected that by November 11th 53 projects will be done. After those 53 that puts Walgreens stores with solar panels up to 136. SolarWorld is producing the solar panels and SoCore wants to use Power-One for the inverters. Walgreen's and SoCore have a lease for the panels for 10 years. 

I think this is a step in the right direction for Walgreens. A couple years ago there was a Walgreens popping up on every corner. I know of 4 Walgreens stores here in town and I am sure there are others. I feel like if they have money to be building new locations they can afford to make a step like this. Referring to the positive reinforcement theory I think Walgreen's is taking a positive step by putting in solar panels and the outcome will consist of a positive consequence.  Hopefully saving them money.  Also, Walgreen's is a popular drug store and taking a step to use partly solar power hopefully will encourage other corporations and organizations to do the same. Which could be another positive consequence.  Especially with all the discussion of how important and necessary it is to go green! In this circumstance Walgreen's is outsourcing the work therefore other companies are being used which is creating or keeping jobs. With the economy in such a bad standing it also looks good to be employing other companies. 


Think about how many stores Walgreens has across the nation and if they do this all across the US how much money do you think they will save? Do you think that they are putting solar panels in place to try and save money?

Tara Tolomeo

Google Gayglers

http://www.youtube.com/watch?v=X_O9yazDNO4,

The YouTube video I chose for my blog comes from Google’s own YouTube channel, “DiversityatGoogle”. Google’s video explains how great it is to work at Google, especially as an LGBT (Lesbian, Gay, Bisexual, and Transgender). The LGBT employees at Google have even given themselves a name, the Gayglers. The Gayglers are raising awareness internally and externally, working in small ways towards fully equal treatment that they believe they deserve. Google shows its support to LGBT employees through external events such as annual Google Pride marches, community outreach, and conferences. Google’s main goal is to “attract, recruit, and retain top LGBT talent, and to establish that Google is a top company for members of the LGBT community to work for”.  One Gaygler member explains how when she decides to have a child with her same-sex partner, the same fertility benefits that any straight couple would expect to have, are extended to her and her partner.  Another Gaygler member mentions how important it is to her that a company values diversity, equality, and making sure its employees feel comfortable coming to work every day.  

Bauer and Erdogan define diversity as the ways in which people are similar or different from each other. The book also talks about the many benefits of having a diverse work group, one specifically being how having a diverse workforce can lead to higher company performance. The YouTube video shows this point very well, by showing specific Gaygler members talking about how much they love working for Google because of how accepting and accommodating Google is for the LGBT employees. One Gaygler mentioned how excited they are to come to work every day.  The book also mentions the ‘Earnings Gap’ between different races and more commonly gender.  The YouTube video Gayglers explain how they are treated exactly the same, and receive the same benefits as their straight coworkers. Bauer and Erdogen also mention sexual orientation diversity in the workplace, and they specifically mention LBGT employees.  The book mentions the fear of LGBT employees fears of coming out with their company, in fear of negative reactions. Google clearly embraces any gender and sexual orientation, and shows its support very openly for their LGBT employees.

What I am posing to my group members for discussion is: what does it mean to you for a company to manage diversity effectively?  How would you know if a company is doing a good job of managing diversity?

 Lauren Brooks

Welcome!

This blog  is created for our class MQM221; Organizational Behaviors at Illinois State University. Our group consists of 4 ISU students including Lauren Brooks, Tara Tolomeo, Raymi Smith, and Apolloni Barrientos.

The purpose for our blog posts is to discuss and share our opinions and thoughts on current articles on companies and businesses and their progress and change towards becoming a better business environmentally, socially, and to better the business itself internally. 

Our aim as a group is to encourage members of the group and also other classmates to converse about how organizational behaviors play a role and affect the decisions and outcomes of the business changes.