2U Interim Report
A look at the School-as-a-Service Industry
Education costs have soared and the debt load of students as well as the dwindling enrollment in universities has given rise to both entities seeking value through online programs. Students choosing online higher education have options that include traditional university driven programs, strictly online programs, and then those universities who offer programs with online partners like 2U (Reynolds, 2015). 2U (formally 2Tor) is a cloud-based software-as-a service company, partnering with leading colleges and universities to deliver online degree (2U, 2015). 2U acts as an outsourcing company for universities, providing them with infrastructural support and coursework design …show more content…
2U is attracting a young, energetic employee base. The company’s focus is always on its people, proven in the company’s guiding principles which never mention the technology, the schools, or the competition, and strictly emphases on how you can be a better employee (2U, 2015). Its employees offer dedicated support services to students and universities. 2U has a dedicated staff with knowledge about the product and how to connect students and university staff together. Students are assigned a support advisor and 2U works closely with the universities to identify field placements that meet the high rigor curriculum requirements of the university, as well as the geographical needs of the newly expanded enrollees (See Exhibit 2). This gives the company an advantage over the competition because of how costly this would be for universities to implement on their own and for the value it creates for the students.
One of the strategies to exploit human resource is to reward innovative ideas that are successfully implemented by the company. The company’s culture is guided by “hard work, dedication and a genuine passion for the work [they] do” (2U, 2015). They have created an atmosphere where employee celebrate even the smallest of triumphs and are encourage to be bold and fearless, make service their mission, strive for excellence, all while having fun and knowing that the work they are doing is making a difference and changing lives every
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Online degrees are becoming an ever more trendy method to receive a college education and many students are switching to online education due to the quality of material, ease, and the level of flexibility in distance education programs. Recently, the internet has developed into a reliable capital of information for college seekers. Everything from applying for financial assistance to taking a course can be done online. Now, a student can even obtain online degrees from one of many schools offering online education as a practical choice to a traditional classroom education. There’s a load of information regarding online education, and distance education is becoming increasingly popular for students everywhere.
With more than 29,000 student and graduate understudies, 1,100 workforce and 9,400 staff, California Online Colleges is among the most component grounds in the California Online Colleges system. Dynamically a first-choice reason for understudies, California Online Colleges positions
The purpose of this paper is to determine how innovations in employee benefits can improve the overall competitive compensation strategy of the organization. Then, it explains how innovative benefits could be tied to specific jobs. After that, it critiques the effectiveness of equity-based rewards systems versus those with more creative approaches and discusses the key elements of integrating innovation into a traditional total rewards program. And last, it recommends a process that optimizes an employee-based suggestion program to continually refresh the total rewards of the organization.
The second strategy that I will use to inspire my representatives is the prizes at the working environment. I have five stages of this procedure moreover. To begin with, this will done on week after week premise and assignment premise. My third step will be to perceive workers who are performing great. Declarations will made at workforce gatherings. "The basic demonstration of indicating gratefulness for an occupation well done is a capable motivator (Proverbs 16:3). This progression will propel other people who see the well-doings of their associates and ideally they will need a slice of the profits. The fourth step will be the particular stage. Any workers whose execution reliably surpasses the organization's desires will have an opportunity
In our generation of technology and social media, it is a melancholy object to those, who pay thousands and thousands of dollars through their personal savings, parental support and the government’s financial aid just to attend an educational institute specifically designed for, examination skills and talents of students in many branches of advanced learning, conferring degrees and competing with many other individuals as well. These reckoned bodies eager to be a part of their favorite educational center are forced to employ all their time
People clearly are an organization’s most critical resource. Their knowledge and skills along with their commitment, creativity, and effort are the basis for competitive advantage. It is people that have creative ideas for new products or for process improvements that devise marketing strategy or take technologies to the next level.
Although this was a Human Resource Management book the topics related to organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training all tie in to innovation and management process. With strategic management and innovation being a vital component to a company’s success, the topics that were discussed in the book provided great contents
To do this, he has to change the metrics by which performance is measured, rewarding people not for the innovativeness of the ideas they find or develop but for the success of those ideas in the marketplace (2005, p. 22). Lars must mitigate the undesirable effects by positively reinforcing desired behavior and explore what types of behavior are currently being rewarded and ensure employees care about doing their job and producing products that are beneficial to the organization. “For an organization to act upon its members, the formal reward system should positively reinforce desired behavior, not constitute an obstacle to be overcome” (Kerr, 1995, p.13).
And lastly, as the sixth strategy they decided to adopt encourage achievement through a rewarding system. This strategy was adopting an employee appraisal scheme that was encouraging achievement by rewarding employees who generated successful business ideas. Employees that successful innovate new products are promoted to be the managers of that product division, this ensured that other staff members are motivated to work harder and discover new product innovation as they seek to one day become managers of their developed product lines.
Reward and recognition programs must connect the needs and expectations of the workforce with the company’s overall goals and strategies. A program that reinforces important company values and goals will encourage employees to act in line with such goals and emphasize the importance of achieving these goals. Alternatively, rewards which do not connect with organizational goals may convey a misleading message and encourage employees to act in a manner that does not facilitate the
When employees are relaxed and happy, they can engage in creative activities that will enhance the overall productivity of the workplace. One of the best ways to encourage employees to continue to grow is to recognize their efforts and accomplishments. “Recognition – validation and praise of what’s positive – is one of the key ingredients in helping people to shine” (Hallowell, 2011, p. 161). It is important to recognize people’s efforts, as well as, their accomplishments in order to encourage employees to have a growth mindset. “People with a growth mindset believe that failure is changeable and success can be cultivated through one’s efforts” (Nass & Yen, 2012, p. 39). Focusing on growth can help build confidence and ability to achieve goals. “A growth
Every human being needs motivation now and then. Incentives and recognition programs can support you in helping your employees become happier and more productive at work. As a leader, one of the main things to think about is how to recognize an employee for a performance that has exceeded expectations, objectives and goals. Therefore, I would like to introduce you in this paper to some ideas that hopefully would promote this method as one of the main priorities in today's and tomorrow's workplace.
The rewards that employees receive should partially dependent on their innovation on the job. Instead of just increasing their job responsibilities if they are performing well in their job, their supervisor should also give them special recognition if their work performance is especially
As cited in Zhou, Zhang & Montoro-Sa ́nchez (2011) reward management is a key function in HRM systems in modern enterprises, playing an important role in attracting, retaining and motivating employees (Milkovich and Newman, 2004). Furthermore, Schuler and Jackson (as cited in Esteves & Caetano, 2010) state that the focal point of success of companies today is centered on the effective use of human resources.