The  Organizational  Culture  of  Juksy  

Image taken from www.juksy.com

Individual Assignment 2
BAHR 550
November 27, 2018
Candice Liao
Student number #73027864
a)    Describe  some  of  the  company’s  artifacts  and  identify  the  core  values  they  represent.  
  

The  first  of  Juksy’s  artifacts  is  the  open  office  concept.  All  employees,  including  managers  and  
CEO,  do  not  have  an  office.  It  represents  the  company’s  value  of  equality  amongst  all  employees,  
breaking  down  barriers,  and  encouraging  communication  between  everyone,  regardless  of  their  
status  in  the  company.  Most  importantly,  it  symbolizes  enhanced  trust  and  a  more  efficient  way  
of  cooperation.  

The  second  artifact  is  a  quarterly  bonus  handed  out  by  the  CEO.  Whether  or  not  the  employee  
receives  the  bonus  depends  on  the  improvement  of  one’s  weaknesses,  not  on  your  sales  
performance.  For  instance,  one  employee  was  not  good  at  training  new-­‐hires,  but  they  did  their  
best  and  showed  progress.  This  employee  ended  up  receiving  the  bonus.  The  core  value  of  the  
bonus  shows  that  Juksy  values  employees’  personalities  and  ambitions,  while  encouraging  
employees  to  take  risks  doing  things  that  they’re  not  familiar  with,  in  order  to  achieve  their  
potential.  

b)    Briefly  share  one  key  company  story  that  gets  re-­‐told.  What  is  the  underlying  message  of  the  
story?  
  

One  story  I  heard  before  I  started  at  Juksy  was  about  an  employee  who  used  to  be  responsible  
for  sending  emails  to  all  employees.  After  one  week  on  the  job,  the  manager  found  out  some  
employees  did  not  receive  an  email  and  there  was  a  lack  of  participants  at  an  event.  Therefore,  
the  manager  checked  how  the  person  responsible  sent  the  emails.  The  manager  said  to  them,  
“As  an  Internet  media  company,  it’s  important  to  produce  appealing  content  for  the  audience.  
You  need  to  stand  in  their  shoes,  even  if  you  are  simply  sending  emails.  Think  of  when  they  will  
read  the  email,  show  your  creativity,  and  keep  following  up  with  their  responses.”  After  listening  
to  this  story,  I  realized  how  much  Juksy  values  employees’  marketing  abilities.  Sending  emails  
internally  seems  unimportant  to  the  point  where  it’s  negligible,  but  it  represents  an  employee’s  
traits,  and  represents  the  way  things  are  done  in  this  company  culture.  

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c)    Describe  something  special  about  the  way  this  company  perpetuates  its  culture,  following  OB  
principles  such  as  Recruitment  &  Selection;  Socialization;  and  Behaviour  of  Top  Management.  
  

Recruitment  and  Selection  

•   Looking  for  each  personal  trait  that  fits  into  Juksy’s  vision,  mission  and  values  statement  
Juksy  sees  itself  as  a  leader  in  trendy  media,  so  they  look  for  employees  that  can  contribute  
diverse  and  interesting  content.  Therefore,  when  applying  to  Juksy’s  Facebook  Marketing  
Internship  Program,  I  had  to  introduce  myself  in  6  seconds  and  answer  questions  promptly.  It  
was  vital  to  show  my  ability  to  impress  recruiters,  and  show  them  that  I  could  be  spontaneously  
eye-­‐catching  in  a  short  amount  of  time.  In  addition,  they  asked  me  to  guess  one  employee’s  
designation  by  asking  questions.  From  my  person  experience,  I  believe  Juksy  looks  for  people  
who  are  observant  and  insightful,  adapting  to  the  rapidly  changing  trends  of  modern  day.    
Socialization  
•   Communication  
Juksy  has  a  weekly  meeting  with  all  departments(See  Appendix  1-­‐A).  In  Juksy’s  culture,  it  
allows  the  sharing  of  opinions  during  meetings  no  matter  which  position  you  are  in.  They  
treat  communication  as  an  important  aspect.  I  remember  the  meeting  I  attended  after  my  
first  week.  Attending  the  meeting  as  a  newcomer,  they  surprised  me  by  giving  me  5  minutes  
of  time  to  say  anything  about  this  company  that  I  witnessed  the  past  week,  whether  it  be  
regarding  role  clarity,  coworkers,  or  work  environment.  I  could  see  them  trying  hard  to  let  
me  feel  as  a  part  of  the  team.  
Behaviour  of  Top  Management    
•   Rewarding  proper  behaviour  
Since  Juksy  was  a  small  company  with  around  20  employees  at  the  time,  I  would  say  that  
the  managers  rewarded  employees  who  properly  displayed  the  company's  desired  qualities.  
In  that  sense,  I  feel  as  though  it  was  a  step  towards  good  managing.  Rewarding  employees  
for  perpetuating  proper  organizational  culture  shows  workers  that  owners  and  
management  value  each  worker's  place  in  the  company  and  are  serious  about  maintaining  
standards  (Lister,  n.d.).  
 
 

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 •   Interaction  with  Employees  
As  a  small  company,  it  was  easy  for  managers  to  interact  with  ground-­‐level  employees.  Our  
manager  always  took  us  to  meet  our  customers,  and  by  doing  this  we  could  learn  how  to  
interact  and  show  our  professionalism  to  our  clients  (See  Appendix  1-­‐B).  Our  manager  also  
gave  us  classes  on  practical  skills,  such  as  data  analytics  (See  Appendix  1-­‐C).  Every  month,  
we  had  performance  reports  written  by  the  manager  which  showed  our  improvement  and  
shortcomings.  We  were  free  to  talk  about  it  with  anyone  in  the  company,  and  employees  at  
Juksy  looked  at  managers  in  a  more  sociable  light  who  were  not  simply  the  manifestation  of  
the  owner’s  will.  
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
Reference  
Lister,  J.  (n.d.).  Organizational  Culture's  Effects  on  a  Manager's  Role.  Chron.  Retrieved  from:  
https://smallbusiness.chron.com/organizational-­‐cultures-­‐effects-­‐managers-­‐role-­‐18426.html  
 
 

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Appedix  
1.A  Each  department  came  ready  for  weekly  meeting.  
 
 
 
 
 
 
 
 
 
 
 
 
 
1.B(a)  Meet  with  our  clients-­‐  Swatch  to  have  a  common  idea  of  cover  photo  on  magazine.  
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 

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 1.B(b)  Meet  with  our  client-­‐Facebook  
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
1.C  Took  class  from  our  manager  to  learn  data  analytics  after  work.