Centric Cleveland was a business unit of Centric Consulting, a full-service management consulting and technology solutions firm. The firm had been founded with the intention of being different from other consulting firms with regard to building internal and external relationships, developing and supporting employees, adjusting for work-life balance, and being devoted to community service. But in 2015, Centric Cleveland was experiencing rapid growth, which was challenging the company's ability to sustain its unique corporate culture. How could Centric Cleveland sustain its culture and core values as it grew and gained more employees? What changes needed to be made to meet rising expectations for personal well-being and meaningfulness among millennials and generation Z hires? When culture was becoming a popular selling feature to potential new hires in the consulting sector, what could Centric Cleveland do to remain unique and stay competitive? Katherine Gullett is affiliated with Case Western Reserve University. Chris Laszlo is affiliated with Case Western Reserve University - Fowler Center.

【書誌情報】

ページ数：13ページ

サイズ：A4

商品番号：HBSP-W18555

発行日：2018/9/17

登録日：2019/1/15