CASE: CLIF BAR &COMPANY;: CREATING SUSTAINABLE EMPLOYEE ENGAGEMENT A workout wit

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CASE: CLIF BAR &COMPANY;: CREATING SUSTAINABLE EMPLOYEE ENGAGEMENT A workout with a personal trainer in the middle of a Twenty-three years later with a staff of more than 300, workday? No problem. Need a three-day weekend or the Clif Bar still approaches its employees with the family-like, opportunity to work from home once a week? Sure thing. people-first attitude that led to its success Last minute babysitter cancellation? Onsite day care is available. These are a few of the employee perks at Clif Bar & Company Based out of California, Clif Bar&Company; is a lead- ing manufacturer of natural, organic energyf has found a successful market niche with its Clif and Luna Every seven years, employees become eligible for a paid branded bars. Whether for hiking, mountaineering, or six-week sabbatical in addition to any vacation time snacking on the go, those who have shopped for enengy food accrued. Clif Bar's director of people learning and devel Ranked in Fortune's top 25 best places to work, 'Clif Bar has found ways to keep employees throughout the com- pany engaged. In line with the company's focus on nutri- tion and healthy lifestyles, Clif Bar reimburses employees pro with energy bars and is the company's flagship product. out of the quest to find a ducts are likely familiar with the Clif Bar. With its distinc- opment, Jennifer Freitas, notes that the company's com tive brown packaging featuring an image of a rock climber mitment to employee engagement stems from founder and stainside, the Clif Bar has become synonymous CEO Gary Erickson's vision: "Gary realized, 'If I want .to keep employees passionate and engaged, I've got to le business at its onset, Clif Bar was born them go, to make sure they have time to live their lives better-tasting energy bar.* have adventures in the world, and come back refreshed

Explanation / Answer

Q. 6 and 7 ( Combined Answer)
As per the research done by Robert E. Quinn and Kim S. Cameron, there are four types of organizational culture: Clan, Adhocracy, Market, and Hierarchy. lets understand these one by one with respect to the case study of Clif Bar & Company;
A) Clan : Where entire organizational environment is maintained as one family with main focus on doing things together for common goals. The Clif Bar & Company maintain its trade secret by making employees eat together, play together and many other group engagement activities. This also supports to their value of innovation.
B) Adhocracy: It reflect the entrepreneurial and dynamic work culture which helps to give work freedom where employees can take thier decisions on own and take risk which leads to innovation via doing things first. At Clif Bar & Company employees are owners too. Imagine you are working in firm where your experience can help in the process of decision making to grow the business. This comes only when one has the authority to take decisions which makes Clif Bar work culture so different.
C) Market: This deals with more focus on market, competiton, target based work. In Clif Bar & Company such culture does not exist as they keep performing well with existing other strategies.
D) Heirarchy: Clif Bar & Comapny is family and emplyee own comapny where everyone is owner and inloived in different sort of decision making. Apart from this manufucturing sites does consist of heirarchy in relation to various poircessess, departments.

Q. 8.
The Clif Bar & Company got following five values:

So the Human resource department plays very crucial role to stick to the above mentioned values. This is possible to achieve via following ways:

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