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General Electric
Company
imagination at work
Organizational
Culture
 GE
International

 "As one of the world’s most diverse and best

performing global enterprises” - recognized
repeatedly for leadership and innovation - they
offer employees an environment where what they
imagine they can make it happen, developing
new technologies and services to grow
businesses.
•
 About the company

 GE traces its beginnings to Thomas A. Edison, who

established Edison Electric Light Company in
1878. General Electric was one of the original 12
companies listed on the newly-formed Dow Jones
Industrial Average and still remains after 113
years, the only one remaining on the DJIA
 At a glance

• Today GE is a diversified in technology services

and financial services company with operations
in more than 112 countries and with over
323,000 employees worldwide.
• In 2008, GE invested $15 billion in the intellectual
foundation of the Company. This yielded 2,537
global patent applications and intellectual
property assets that span the globe.
• Jeffrey Immelt - Chairman of the Board & CEO
•
 A w a rd s & R e co g n itio n
• In 2009, GE ranked the top 1 in Fortune magazine's
listing of the 50 Most Admired Companies in the
World, and also number one in the electronics
industry.
• In 2009, Hulu.com and GE ranked among Fast
Company's annual list of the world's 50 most
innovative companies, GE at #11.
• GE ranked #1 in Business Week's "World's Most
Innovative Companies" list for the second year in a
row.
• Recognized as a "sustainability leader" by Dow Jones,
GE is included in the 2008 and 2007 Dow Jones
Sustainability Index.
• In 2007, GE ranked among the top five in Barron's
annual survey of the world's most respected
 GE
B u sin e sse s
 C u ltu re

 “At GE, we consider our culture to be among

our innovations. Over a decades our leaders have
built GE’s culture into what it is today- a place for
creating and bringing big ideas to life. Today, that
culture is the unifying force for many business
units around the world”

 GE
Bible of GE: “The Sprit and the
letter”
 Former CEO Jack Welch (now retired),
introduced this concept at GE. During his work
period GE was prized most deal-making, cost-
cutting and efficient organization. Every day,
everyone at GE has the power to influence
company’s reputation — everywhere they do
business. The Spirit & the Letter helps to ensure
that, after more than 125 years, we still conduct
our affairs with unyielding integrity. For well over
a century, GE employees have worked hard to
uphold the highest standards of ethical business
conduct. They seek to go beyond simply obeying
the law — they embrace the spirit of integrity.
GE’s Code of Conduct articulates that spirit by
 GE
C o d e o f C o n d u ct
• The laws and regulations governing the business
conduct world wide
– Be honest, fair and trustworthy in all your
GE activities and relationships.
– Avoid all conflicts of interest between work
and personal affairs.
– Foster an atmosphere in which fair
employment practices extend to every
member of the diverse GE community.
– Strive to create a safe work place and to
protect the environment.
– Through leadership at all levels, sustain a
culture where ethical conduct is
recognized, valued and exemplified by all
the employees.
–
 GE
C o d e o f C o n d u ct ( co n t’)

 It also provides other information regarding the

rules and regulations of the business like hoe to
deal with the government; customers etc.
Employees and leaders who violate the spirit or
letter of GE’s policies are subject to disciplinary
action up to and including termination of
employment.
•
 GE
O th e r im p o rta n t p rin cip le s
Ø Six sigma
Ø Six Sigma is a highly disciplined process that helps
us focus on developing and delivering near-perfect
products and service.
Ø
Ø
Ø
Ø
ØØF a ir p ra ctice s
Ø ØFa ir e m p lo ym e n t p ra ctice s d o m o re th a n ke e p
– G E in co m p lia n ce w ith a p p lica b le la b o r a n d
e m p lo ym e n t la w s. T h e y co n trib u te to a cu ltu re
–
o f re sp e ct.

 GE
O th e r im p o rta n t p rin cip le s ( co n t’)
Ø Base employment decisions
– On job qualifications and merit. Merit includes an
individual’s skills, performance, values, leadership
and other job-related criteria. without regard to a
person’s race, color, religion, national origin, sex,
sexual orientation, age, disability, veteran status
or other characteristic protected by law.
ØP ro v id e a w o rk e n v iro n m e n t
Fre e o f im p ro p e r h a ra ssm e n t a n d b u llyin g .
 GE
Other important principles
(cont’)
Ø Respect the privacy rights
Ø Of employees by using, maintaining and transferring
personal data in accordance with GE’s
Employment Data Protection Standards and
related procedures in accordance with applicable
law.
Ø
Ø
Ø
ØTaØk e la w fu l a ffirm a tiv e a ctio n s
ØIn th e U n ite d S ta te s, a n d e lse w h e re if re q u ire d b y
• lo ca lla w , to in cre a se o p p o rtu n itie s in e m p lo ym e n t fo r
w o m e n , m in o ritie s, p e o p le w ith d isa b ilitie s a n d ce rta in
ve te ra n s.
 GE
W o rkin g E n viro n m e n t
 Employees’ performance can only flourish in a sound work
environment.
Ø Operating with Integrity
– The way they deliver results is as important as the
results themselves. GE seeks to lead in workplace
and marketplace integrity by respecting the
human rights of everyone touched by our
business, and by enforcing legal and financial
ØQ u a lity compliance.
o f w o rk life
–G E a ssu re s co m p le te su p p o rt to a llits e m p lo ye e s o n
b o th p ro fe ssio n a la n d p e rso n a lfro n ts. A p a rt fro m
cre a tin g a frie n d ly a n d stim u la tin g w o rk
e n viro n m e n t, G E a lso e xte n d s su p p o rt to its
e m p lo ye e s in th e ir d o m e stic live s.

 GE
W o rkin g E n viro n m e n t ( co n t’)
ØW o rk a n d L ife B a la n ce
ØG E e n co u ra g e s o u r p e o p le to m e e t th e ir w o rk
co m m itm e n ts w h ile b a la n cin g th e ir o w n life
re sp o n sib ilitie s. To su p p o rt th is b a la n ce , fle xib le w o rk
a rra n g e m e n ts a re a n in te g ra lp a rt o f th e w a y w e
co n d u ct b u sin e ss.
 GE
O rg a n iza tio n a l Behavior at GE
 GE
Le a d e rsh ip D e ve lo p m e n t
• Educate employees- focusing on leadership,
change, and Six Sigma.
• Communicate and strengthen our
employee's commitment to GE and the GE
Values.
• Build bridges across boundaries by letting
people interact across businesses,
functions, and hierarchies.
• Enhance our customer focus; build
relationships with strategic customers and
other key stakeholders
 GE
C o m m u n ica tio n

 GE views communication as the most critical

element. The most important thing that they see
with the HR function is that there always is a
constant dialogue, as they don’t like to hide
things in GE. GE offers several channels for
raising concerns. Use the channel that is most
comfortable for its employees.
•
 GE
M e a su rin g Pe rfo rm a n ce

 Beyond the idealized growth traits, GE also

upholds four basic actions to drive performance:
imagine, solve, build and lead. Ongoing appraisal
processes and evaluations help to measure
performance and also to sustain the values that
GE leaders aim to embody. “Your ticket to entry at
GE, your base premise to be a part of this game,
is you have to perform and you need to have the
GE values”
 S tre ss m a n a g e m e n t

 At GE, they have professional agencies to

organize regular stints of aerobic exercises,
meditation and dancing sessions for
employees as part of stress management.
They also provide counseling to the
employees how to manage work and stress.
 GE
O rg a n iza tio n a lC u ltu re
• Individual effort is much more important than
group or collective efforts
• Rebels are heroes (Jack Welch was an effective
rebel against most of GE's official management
practices throughout his career before he
became CEO)
• Going around the hierarchy is encouraged (this is
the hidden purpose of work-out, not team-
based participation and improvement)
• Competition is king, internally and externally
• Loyalty is determined by performance
• Poor performers lose face publicly
• Communications are direct and confrontational
• Leadership comes from individuals, not groups or
 The GE Women's Network (GEWN) was formed
to support the professional development of
women at GE, with the mission of fostering
professional women's development to help grow,
attract and retain successful women throughout
GE. Development is focused on leadership,
advancement and career-broadening
opportunities in a variety of ways including
information, education and networking with other
men and women to learn best practices.
 GE was honored as one of the 100 Best Companies

for Working Mothers.

 GE
C o m p e titive p a y a n d a g re a t jo b
 In addition to great career opportunities. GE offers very
competitive compensation and benefit packages. While plans may
vary from business to business, they all are comprehensive and
include such things as:
Stock
 Purchase Plan
Tuition
Reimbursement
Comprehensive Health
Dental Care
Medical Leave
Parental Leave
Life Insurance
Work/Life
Connections
Relocation Assistance
Pension Plan
 GE
A Career At GE Is Opportunity For Life Long
Learning
 Our boundless environment also supports "horizontal
learning". Through GE's professional communities and
networking forums, people talk to each other and share
knowledge: sales people share leads; engineers share
technologies; and people share ideas resulting in great
innovations.
 Growth and Self-Direction
 Performance Feedback and Coaching
 Annual Human Resource Review
 Mentoring
 Ability Edge Internships
 GE
(GOLD)
 Global Organizational & Leadership Development
GOLD's vision is to help Capital Solutions exceed its
business objectives by driving performance through
continuous learning and development. GOLD strives to lead
effective change management in the areas of coaching
managers, identifying training needs, conflict management,
team building, acquisitions integration and facilitating
"Voice of the Employee" improvements. GOLD is able to
realize its vision because of our people. The GOLD Team is a
group of energetic, passionate people who want to "steer"
you on your road to success through the gateway of
continuous learning and development experiences! The
GOLD Team offers a robust curriculum for continuing
growth.
 GE
Transparent work culture
 A transparent work environment can serve as
one of the primary triggers to facilitate
accountability, trust, communication,
responsibility, pride and so on. It is believed that
in a transparent work culture employees
rigorously communicate with their peers and
exchange ideas and thoughts before they are
finally matured in to full-blown concepts. It
induces responsibility among employees and
accountability towards other peers, which
gradually builds up trust and pride Employees
comprise the most vital assets of the company. In
a work place where employees are not able to
use their full potential and not heard and valued,
 GE
Quality of work life

• Suitable working time: Organizations are

offering flexible work options to their
employees wherein employees enjoy flexi-
timings for dedicating their efforts at work.
•
• Appropriate salary: The appropriate as well as
attractive salary has always been an important
factor in retaining employees. Providing
employees salary at par with the other
counterparts of above that what competitors
are paying motivates them to stick with the
company for long.