Introducing: Unique Corporate Cultures by Scared of Clowns




By: Lindsay Miller
Welcome to the Scared of Clowns blog. Do not let the name fool you; clowns, although terrifying, will not form the basis of this blog. We are Brendan Fox, Do Sung, Michael Attridge, Lily Nie, and Lindsay Miller reporting from the perspective of Organizational Behavior concepts. Please continue reading to discover the fresh insight we will provide on Unique Corporate Cultures that have sprung up across the nation.

In business today, Corporate Culture is not only a Buzz word, it is becoming a competitive advantage. As processes are streamlined and technology advances, the way to pull away from competition is through a solid, talent-development program. In other words, who companies hire to work and represent them. So how do companies attract and retain such talent? Competitive salaries and benefits are always helpful, but currently the Millenial generation is asking for more. More Social Responsibility. More Social Scenes. More Work/Life Balance. More Diversity of Task. More Sustainability Efforts. Many of these factors also work to gain the trust and the business of customers seeking similar initiatives, but the bottom line is that both consumer and employee are looking at the not-so-simple, somewhat intangible concept of Culture.

Team Scared of Clowns will take you through a series of companies that are particularly unique in the way that they manifest their culture: from jungle-themed office space to paid volunteer time-off to functional interest squads and beyond. Follow along as we take you through the by-product of a changing world where companies are no longer just marketing their products, but their identities as well.

Sunday, April 24, 2011

Motivation as a Key Factor in the Success of TOMS

In our blog posts, we wished to combine topics of the class as they can be found within present-day companies. This Blog post reflects on the use of Motivation in TOMS shoes’ business model.

As customers, we are becoming more and more demanding of products “for good.” In other words, we want companies to step up and be socially responsible. The TOMS business model does just that. For every pair of shoes sold, a pair of shoes is given to a child in need. Consumers are then motivated to shovel out $40-$60 for a pair of simple shoes, knowing that really, half of their purchase is a donation and investment in the well-being of our neighbors across the world.

In class we looked at Kenneth Thomas’ model of Intrinsic motivation. I would argue that TOMS appeals to the dimension of “sense of meaningfulness.” Customers are excited by the task purpose, rather than just the act of buying shoes. They can tangibly understand the impact they will make because when they wear their new shoes, it is a constant reminder that somebody, somewhere, is wearing the exact same pair. For the consumer, it is an opportunity to make a difference while purchasing an item that he or she would need anyway (everyone needs shoes!). In this way, the marketing power of TOMS is underlined by its foundation on the INTRINSIC satisfaction that the customer receives with his or her purchase. 
 
This “meaningfulness” even translates into the job structure of TOMS. One thing they pride themselves on is that they constantly have 15+ interns in their California office. These interns are unpaid, yet, there are thousands of applicants that apply every semester. TOMS can be picky in the interns they pick, and even more selective in the full-time candidates they wish to hire without heavy marketing on their employment brand--they already have the recognition from their "One to One Movement." For this reason, TOMS can use the resources that are normally applied to HR for their business. Why? Because the consumer as well as the up-and-coming employee are looking for ways to do meaningful work. 
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