11. Gathering Data: Fortune Magazine’s 100 Best Companies to Work For(L.O. 3, 4) Some companies spend...

11. Gathering Data: Fortune Magazine’s 100 Best Companies to Work For(L.O. 3, 4)

Some companies spend lavishly on unusual employee perks such as massages, in-house chefs, and sauna visits and offer generous compensation and benefits in the hope of attracting superior talent. At the same time, they remain profitable. Chances are that you haven’t heard of at least two among the top five of Fortune’s 100 Best Companies to Work For—ACUITY Insurance headquartered in Wisconsin (No. 2) and New York-based Wegmans Food Market (No. 4). The perennial favorite, Google, now a subsidiary of holding company Alphabet, has again clinched the top spot. The Boston Consulting Group ranks third, and Quicken Loans is in fifth place. Formerly ranked among the top ten, outdoor powerhouse REI has slipped to No. 26. However, it still attracts active types who may bring their dogs to work, go on a midday bike ride, and test the products they sell. Sound nice? Just as companies have their distinctive corporate cultures, they also differ in why they are perceived as ideal employers.

YOUR TASK Visit the Fortune magazine website for the most current 100 Best Companies to Work For list. Examine the information about the top 20 or 25 highest-ranked companies. Watch the short video clips profiling each business. After studying the information, identify factors that attract and please workers. Take note of features shared across the board, but don’t overlook quirky, unusual benefits. Summarize these trends in an informational e-mail or memo report. Alternatively, prepare an analytical report investigating employee satisfaction gleaned from the secondary data obtained on the Fortune site.

Expert Solution

Superior talent is up to eight times more productive. It’s remarkable how much of a productivity kicker an organization gets from top talent. A recent study of more than 600,000 researchers, entertainers, politicians, and athletes found that high performers are 400 percent more productive than average ones

Great talent is scarce and companies put in a lot of effort in attracting and retaining top talent, and most companies do not get it right

So let us look at what the great ones do, to attract talent

They understand their best performers. Companies can use an evidence-based approach to develop a definitive guide for attracting applicants with the most potential to thrive. This approach requires understanding the characteristics of top performers -- particularly, what initially attracted them to the company -- and then translating those findings into messages that entice other high performers

They connect their applicant messages to their culture. Just because a candidate has the talent to be a top performer in a role doesn't mean he or she is a good fit for a company's organizational culture.

They differentiate themselves from the competition. A company's applicant attraction message should help it stand out from its competitors and provide potential hires with compelling reasons to choose the company as a workplace.

They offer lot of monetary & non-monetary compensation: Last but not the least, they offer above average pay, great incentives which goes a long way in attracting potential employees

jeff jeffy answered 2 years ago

You are intrigued by Fortune’s annual list of the 100 best companies to work for. Although...

You are intrigued by Fortune’s annual list of the 100 best companies to work for. Although it’s a long shot, you decide that you want to work for one of them. You read the good news that many of them are hiring, so you begin searching for a company that has possibilities for you. After narrowing the list, you hone in on one that seems like the best fit. Your Task. Select a company from Fortune’s list of 100 best...

Which one of the following best describes: With the following data gathering method, it may be...

Which one of the following best describes: With the following data gathering method, it may be difficult to interpret the previously developed policies and procedures. Interviews Questionnaires Requirements workshops Document collection and analysis None of the above

review the most recent rankings of the most diverse companies in Fortune’s 100 Best Companies to...

review the most recent rankings of the most diverse companies in Fortune’s 100 Best Companies to Work For. Please share examples of how these companies make diversity a top priority and how they benefit by doing so.

Problem 5-3 Determine break-even point under varying assumptions (L.O. 3, 4) The management of Bootleg Company...

Problem 5-3 Determine break-even point under varying assumptions (L.O. 3, 4) The management of Bootleg Company wants to know the break-even point for its new line of hiking boots under each of the following independent assumptions. The selling price is $50 per paid of boots unless otherwise stated. (Each pair of boots in one unit.) Fixed costs are $300,000; variable cost is $30 per unit Fixed costs are $300,000; variable cost is $20 per unit Fixed costs are $250,000; variable...

Some statistical measures form the basis of data gathering and analysis in public health. Consider the...

Some statistical measures form the basis of data gathering and analysis in public health. Consider the following measures: Frequencies Means Medians Standard deviations Quartiles Ranges Respond to the following: Compare and contrast the use of the measures listed in understanding the health status of a population. Give examples in your answer. Discuss the relevance and use of each measure in relation to research studies. Write your initial response in 6 distinct paragraphs. Apply APA standards to citation of sources.

you have $100 to spend on food and clothing. the price of food is $4, and...

you have $100 to spend on food and clothing. the price of food is $4, and the price of clothing is $10. A. graph your budget constraint B. suppose the government subsidizes clothing such that each unit of clothing is half price, up yo the first five units of clothing. Graph your budget constraint in this circumstance.

Consider the data. xi 1 2 3 4 5 yi 4 7 5 11 15 The...

Consider the data. xi 1 2 3 4 5 yi 4 7 5 11 15 The estimated regression equation for these data is ŷ = 0.60 + 2.60x. (a)Compute SSE, SST, and SSR using equations SSE = Σ(yi − ŷi)2, SST = Σ(yi − y)2, and SSR = Σ(ŷi − y)2. SSE=SST=SSR= (b) Compute the coefficient of determination r2. r2 = Comment on the goodness of fit. (For purposes of this exercise, consider a proportion large if it is at least...

Consider the data. xi 1 2 3 4 5 yi 4 7 5 11 13 (a)...

Consider the data. xi 1 2 3 4 5 yi 4 7 5 11 13 (a) Compute the mean square error using equation s2 = MSE = SSE n − 2 . (Round your answer to two decimal places.) (b) Compute the standard error of the estimate using equation s = MSE = SSE n − 2 . (Round your answer to three decimal places.) (c) Compute the estimated standard deviation of b1 using equation sb1 = s Σ(xi − x)2...

(a) [10%] Determine the polynomial interpolant to the data t 1 2 3 4 y 11...

(a) [10%] Determine the polynomial interpolant to the data t 1 2 3 4 y 11 29 65 125 using the monomial basis. (b) [10%] Determine the Lagrange polynomial interpolant to the same data and show that the resulting polynomial is equivalent to that obtained in part (a). (c) [30%] Compute the Newton polynomial interpolant to the same data using each of the three methods discussed in class (triangular matrix, incremental interpolation, and divided differences) and show that each produces...

Data for the amount of time that Americans spend commuting to work each day creates a...

Data for the amount of time that Americans spend commuting to work each day creates a histogram that has a normal shape. The mean is 35 minutes and the standard deviation is 10 minutes. According to the Empirical Rule, which of the following is not a conclusion that we can make? a. It would be common to find a commuter who takes 43 minutes to commute to work. b. About 5% of commuters take longer than 55 minutes to commute...

Question