Question

Preparing a discussion and having some problems with the questions. Not really understanding it.

Why This Company's Mission Includes No-Meeting Mondays

The one-for-one pioneer looks out for its people as well as the world's poor, with perks like eight weeks' paid paternity leave. After a yearlong sabbatical, Blake Mycoskie returned to Toms, his philanthropic fashion company, filled with resolve to improve lives. By that, of course, he meant the lives of people in poverty, to whom Toms donates shoes, eye care, clean water, and other goods through its buy-one-give-one model. But he also meant "the people who work here every day. How are we investing in their well-being?" asks Mycoskie.

In the three years since, Toms has introduced several practices and programs to make employees' lives both more balanced and more fulfilling. There are flexible work schedules and no-meeting Mondays, both suggestions that arrived through a new online platform called Toms Idea Room. A very family-friendly benefits package includes eight weeks of paid paternity leave.

The most intriguing practices are those binding Toms' culture to its mission. For example, once a month, the company holds a "Happy Helping Hour," in which members of a charitable organization visit Toms to engage with employees in some activity, such as preparing care packages for women in domestic abuse shelters. Toms has greatly increased employee participation in its giving trips, where they assist non-profit partners who are conducting eye exams or distributing shoes in places like Nepal and Honduras. Full-timers are invited on a trip after their first year; after their third year; and then every three years after that.

The most recent program is the Tomorrows Project, endowed by Mycoskie with money from the sale of 50 percent of Toms to Bain Capital. Every month, employees are invited to submit ideas for a charitable project that inspires them. The company votes; and the person with the winning idea receives $10,000 and two days off work to make it happen. The Project opened for business in January by sending five children who had lost parents to a grief-support camp. In February, a member of the tech team received 40 used computers to refurbish for at-risk youth.

Programs like the Tomorrows Project and Happy Helping Hours work only in a culture where people care more about the social mission than about making a buck or being part of a cool fashion business. Intrinsic motivation, by definition, is not something you can train for. That's why "we spend a lot of time talking about how to use the interview process to evaluate for fit and values," says Toms' chief people officer, Amy Thompson.

The company's interviewing guide is a fascinating document that should appeal to any organization--social enterprise or not--that has bothered to identify values and expects employees to adhere to them. It includes four sets of a dozen or more questions each that track its four values. For example, to see how well a candidate embodies the value "We expect a lot from each other," a manager might ask how someone would react if their boss requested they do something outside their job description. For "We are committed to a long-term vision," the manager might ask for an example of an unpopular short-term decision.

Embracing a long term vision is especially important as Toms evolves into a larger, more mature organization. "Culture is a very organic thing," says Thompson. "It is not something you preserve as companies grow. It is something you nurture."

Strategy at Tom's

What is the organizational culture of Tom's like?

How does the organizational culture affect the way the employees behave?

What are some potential sources of intrinsic motivation for Tom's employees?

Answer 1

1. Organization Structure is the sum total of the belief system , expectations , goals , administrative and executional styles employed at an organisation. The organizational structure at Tom's is primarily a CLAN CULTURE. It is founded on a more organic , holistic approach to hierarchy - where seniorship is basically mentorship. It is very closely-knit and places great emphasis on long term communal well-being , both inside and outside the organization. Clan culture gives great importance to consensus , collaboration , inclusivity amongst the employees. Philanthropic projects serve the dual purpose of charity and increasing the team work within the employees. At Tom's , the value system rests on four main values that even go to form their selection criteria.

2. Organizational culture at an organization has a profound effect on employee behaviour. A culture that encourages authority approachability, inclusivity and appreciates the employee perspective - greatly reduces the stress factor.

• EFFICIENCY- In a clan culture , the seniors are almost like mentors that not only help with the executive responsibilities but also with personal well being. Free communication and a more"tribal" societal setup greatly increases efficiency and accountability. The employee feels he/she is a meaningful part of the organization and that he/she has a role to play in the running of the organization. Productivity is enhanced if the employee feels more responsible as employees are often voluntarily seen to work over-time to finish tasks that they are personally involved in.
• POSITIVITY - Even decision making is accelerated as everyone is given the platform to speak and share ideas. This encourages a sense of importance in the employee and helps to create a more positive outlook.

3. Potential sources of motivation for Tom's employees are :

1. The interest of the company in all round well being of the employee which is shown by the 8 weeks paid paternity leave , flexible work hours and no meeting on mondays. NO MEETING MONDAYS is a style adopted by the company that had sprung from its Idea Room Platform. Having no meetings on mondays greatly reduces the stress of having to bounce back from a weekend holiday to a full-scale weekday. On mondays employees have only to their assigned regular work . This sort of slow transition from a weekend to the work week is easier for the employees to deal with.
2. The online platform Tom's Idea Room that is a space where every employee's ideas can be heard.
3. Trips to developing countries like Nepal that serve the dual purpose of charity and vacation.
4. Philanthropic projects like Tommorrows Project and Happy Helping Hours that inculcate a sense of social responsibility.