The Human Relations Behind Apple

Paris (Париж)
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By Reagan Wheeler

The purpose of this case study is to show the Human Relations Approach of Apple Inc. This study will discuss how the company’s personal approach to human relations has helped them grow. It will also look at the company’s unique approach to employee training and how it could help other companies grow by also using the strategy.

The Human Relations Approach is the idea that employees are more motivated to do work when they are given praise, a feeling of achievement or accomplishment, when they feel like they belong, and are given financial reward (Human Relations…, n.d.). If a worker views their work to have significance and is encouraged to be active and productive then the quality of his or her work will be higher. The theory also states that people want to be apart of a group that is supportive and wants to bring growth to its members (Perry, 2011). This is a very important type of management to have in an organization. The relationships between employees and employers and co-workers are essential when it comes to getting things done. This is how business works. If there were no positive human relations then projects wouldn’t get done, new ideas wouldn’t be formed and there would be no motivation. The workplace needs to be engaging and stable and human relations brings this into that space. It is crucial to give employees the satisfaction of their work being done well and that it is valued. This increases their motivation and productivity. When the employer recognizes the value and needs of an employee it goes a long way. The building of relationships needs to be active inside of an organization because they bring motivation and creativity. When employees build relationships inside the workplace they begin to communicate with each other, which then brings out new ideas in which a company cannot survive without (Petryni, n.d.). The general atmosphere in an organization and the attitude of the management usually determines the performance level of its employees. If an employee can’t form relationships or friendships then work becomes a drag. Humans naturally want to build relationships with one another because that’s what makes us happy. If employees are building friendships with one another then the atmosphere will be happy and inviting, resulting in productivity. When co-workers build relationships with each other they are more successful in their position. Human relations are important because relationships stem communication and communication brings forth success. Communication is the main component of a positive work environment (Kumar, n.d.).

Apple Inc. is the well-known company that sells many of the electronics the world uses today. A few of these well-known products are the iPhone, iPod, iPad, and Mac computers. Apple’s current mission statement is, “Apple designs Macs, the best personal computers in the world, along with OS X, iLife, iWork and professional software. Apple leads the digital music revolution with its iPods and iTunes online store. Apple had reinvented the mobile phone with its revolutionary iPhone and App Store, and is defining the future of mobile media and computing devices with iPad.” It was changed a lot from the original mission statement given by Steve Jobs. His statement was, “To make a contribution to the world by making tools for the mind that advance humankind (Ivestopedia, 2015).” Job’s saw his company as a tool to better mankind all together and now, Apple sees the products as a way to advance and sees them as the purpose of the company (Investopedia, 2015).

I am analyzing the employee training aspect of Apple Inc.. Apple does not train their employees or provide training for them. There is training available to them but they have to do it themselves on their own time. Apple does not have a program they created themselves for their employees. The company wants their employees to develop their skills on their own and be self-reliant. To encourage their employees to do this, Apple rewards them financially. If he or she can contribute something great to the organization then they will get stock grants. Apple calls it, “an opportunity for wealth creation that you will have a nice retirement if you can reach your own individual accomplishment (Admin, 2013).” Apple wants agility to be the most important in the company. Employees are always going from one project to the next and must be able to switch focus quickly. They must be thinking about the next big thing as soon as a project is done. The company has many teams working on one project at a time. Each team is competing to win with their idea or product. The team with the best result will be chosen as the winner to carry out their idea. To help along the process of each team, there are two meetings held. The first is held to have general, realistic discussion on the ideas for the project. The second meeting is held to hear out anything and everything anyone on the team has to say. The employee training aspect of Apple Inc. works well for them. It pushes their employees to be the best they can be since they do not receive any training and are forced to rely on themselves. This trains them to always be prepared to learn new things and use them. This approach to employee training is how Apple brings out creativity in their employees (Admin, 2013).

Other companies could learn from this example of employee training. If other companies begin to encourage their employees to train themselves then the creativity within the company could start to flourish. At first, the employees might be a little worried and nervous because they will not have the direct instruction of training they are used to, but then they can begin to find the ideas and skills within themselves that they might not have recognized before. I think this approach could give companies a sense of confidence. If the employees are confident then company as a whole will be too. Confidence would also increase human relations between all the workers and bring forth new and innovative ideas.



Admin, B. (2013). HR Strategy at Apple Make Their Employees Creative and Innovative. Retrieved November 02, 2016.

Apple. (n.d.). Retrieved November 02, 2016.

Human Relations Theory. (n.d.). Retrieved November 02, 2016.

Investopedia. (2015). Apple’s Current Mission Statement. Retrieved November 02, 2016.

Kumar, S. (n.d.). Importance of Human Relations in Work Place. Retrieved November 02, 2016.

Meyer, P. (2015). Apple Inc. Organizational Structure: Features, Pros and Cons. Retrieved November 02, 2016.

Perry, G. (2011). Human Relations Management Theory Basics. Retrieved November 02, 2016.

Petryni, M. (n.d.). The Importance of Human Relations in the Workplace. Retrieved November 02, 2016.

The USAA: An Example to Follow

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By Reagan Wheeler

The purpose of this case study is to talk about USAA’s organizational culture and describe how the USAA trains their employees to understand its costumer base of unique needs. USAA is an insurance and financial services company. They attend to men and women in the military and their families (Insurance, n.d.).

The USAA has six qualities that it stands by called the USAA Standard. The first of the six is “keep our membership and mission first.” This means that they will protect the enterprise performance, reputation and brand above their own personal, unit or CoSA goals. This states that they also make it priority to support the membership and mission while making smart trade-offs and accomplishing goals with a lot of personal accountability. Being a consistent learner in multiple areas is a huge part of this quality so that each of their members’ changing needs is clearly noticed.

The next quality is “live out core values: service, loyalty, honesty, integrity.” The organization strives to follow the core values and use them as a bond with their members, community, and coworkers. Following these values gives a positive view of the USAA inside the organization as well as on the outside. They hold themselves to the USAA Code of Conduct and try to always act in an ethical way. Thirdly, is the “be authentic and build trust” quality. The employees at USAA make sure that their words and actions in every situation are honest and compassionate. Keeping their word is something they hold themselves to with every commitment they make. Each person respectfully shares theirs ideas for solving a certain problem or learning (The USAA…, n.d.).

“Create conditions for people to succeed” is the fourth quality of the USAA Standard. In this quality the organization works to be transparent in communication and to actively share information to their team to give others the encouragement to solve problems. They all contribute new ideas to a team environment that is supportive. Looking to give employees who are closest to the current work decision-making opportunities. The next is “purposefully include diverse perspectives for superior results.” The organization wants their employees to take many different perspectives into consideration so that they can get the best results possible. They are then told to test all the new solutions and pick which one they think would work best and move on together. There is a model to follow while doing this. They need to look at the opportunities and risks and then apply the business side and then decide what the best choice is for the member (McGregor, 2012).

The last quality in the USAA Standard is “innovate and build for the future.” With this one the organization wants their employees to freely and openly talk about things that can make the company better. This makes it easier and simpler to work with other coworkers and members. Bringing forward big ideas and supporting change shows that the company is confident in their ability to perform and produce. They are always trying to take smart risks and constantly watch for opportunities that would allow them to make things better (Shevory, 2014).

These qualities align with the Foundational Perspective of decision-making. The USAA has their own explicit code of ethics and follows them to make sure they have acceptable behaviors. It also takes on the situational perspective because they empower their employees to make in-the-moment decisions. The utilitarian perspective states that ethical behavior is determined by one’s actions not intentions. I think that the USAA follows this kind of perspective. They definitely use the relationship-based type of perspective where open and honest communication with the public is how ethical behavior is accomplished. This unique type of training helps the employees of the USAA to act and work ethically by encouraging them, allowing them and teaching them to work together in an ethical way. When they practice working with their coworkers in this way they are preparing themselves and training themselves to work that same way with their members (Fleurke, n.d.).

The four ethical standards I would have for the organization in which I work are Honesty, Loyalty, Respect, and Understanding. I choose honesty for obvious reasons. I don’t want to work in a place that isn’t honest with its costumers or me. I would also want the company I work for to have a standard of loyalty; loyalty to the values they hold their employees to and to what they believe. This is important to me personally in my own life and I think it would important to have that in an organization. I think respect is important in a business environment. If there is no respect between employer and employee then there would be nothing accomplished and no one would be productive. Lastly, I chose understanding to be one of the ethical standards in the company where I work. I chose this because everyone needs to try and be understanding of one another. If no one tries to understand each other’s point of view or ideas then there would be constant conflict within the culture of the company. That’s why I would choose these four standards to follow.


Fleurke, B. X. (n.d.). Menu. Retrieved October 17, 2016, from

INSURANCE | BANKING | INVESTMENTS | RETIREMENT. (n.d.). Retrieved October 17, 2016, from|g|ent|brn| usaa|bd|search|awareness|mbm|46370285|VQ16-c|VQ6-71054858292

McGregor, J. (2012). Employee Innovator: USAA. Retrieved October 17, 2016, from

Shevory, K. (2014). Boot Camp for Bankers. Retrieved October 17, 2016, from

The USAA Standard. (n.d). Retrieved October 17, 2016, from

The Great Culture of Netflix

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by Reagan Wheeler

The purpose of this case study on the widely known organization, Netflix, is to show the organizational culture that is within it. It will look at and describe the seven aspects of the culture and I will give personal examples of those seven aspects. I will then reflect on my own ability to adapt to the Netflix culture as if I were an employee at the organization.

Netflix has seven aspects in which it is conducted. The first is “Values Are What We Value.” This means to say that the company actually looks at if the employees have values such as judgment, communication, impact, curiosity, innovation, courage, passion, honesty, and selflessness. The company likes when an employee has these things because then they know that he or she will give all they have into their job. The second aspect is “High Performance”, which means that Netflix makes sure they have star people in every position. If someone isn’t honest or loyal in their leader position then they will be asked to step down. Netflix wants employees in manager positions to follow the nine values of the company to ensure a great workplace (Reed). One employee even said that he would rather work by himself than with subpar performers (How Netflix Reinvented…). Netflix doesn’t want employees who are right out of college. They want people who are self-sufficient and put together. They don’t have people walking around in t-shirts and sweatshirts (Netflix’s Next Big…). “A great workplace is stunning colleagues (Reed).”

The third aspect of the Netflix culture is “Freedom and Responsibility.” They want employees who are responsible because responsible employees are worthy of freedom, and freedom is exactly what they want. They know that if they have the right people they can do without a culture of following the process and sticking to it. Instead, they can have a culture of self-discipline, freedom, responsibility and creativity. “Context, not Control” is the fourth aspect. This aspect wants managers to give the employees an outline of what they want and let them do what they have to without the manager having to have the final say. Netflix wants their managers to give structure rather than give orders. The company understands that high performance employees will work better if they know the context. “Highly Aligned, Loosely Coupled” is the fifth aspect. The goal behind this one is to be big, fast, and flexible within the teamwork of high performing employees. The company believes that all that is needed is good, clear context (Reed).

The sixth aspect is “Pay Top of Market.” Netflix wants their highest performers whose value is high in the marketplace to be paid to stay there. If one of the company’s great employees is on a high demand for their area or is increasing in their skills, Netflix wants to do whatever they can to keep them. They always want to be at the top of market for that person. The final aspect of the Netflix culture is “Promotions and Development.” The company gives promotions to the employees who earn it. They don’t plan out promotions like some company’s based on how long an employee has worked for them. They want each person to grow and control their own future. There are three conditions that must apply for an employee to be promoted. The job has to be big enough to where there will be enough work to do. The person has to be really great at their current job and he or she must be an excellent example of the organization’s culture and values (slide).

I can relate to this culture through some my own experiences in the workplace. Prasco, the company I work for in the summer looks greatly at the values of the employees. They want each person to have good values because without them it wouldn’t be a great company. They also strongly believe in the freedom and responsibility aspect. Prasco wants their employees to have freedom and they give that by teaching us how to be responsible. Having good, clear context is a huge one in my specific job at the company. I work with a large group of girls and we know that all we need is good context on what we need to do and we can do it. We also know that if we ever have questions about the context then we can ask, which helps to avoid doing something wrong if the context was not clear.

I definitely think I would be a more effective worker at Netflix and in their culture. I have so much experience with a lot of their cultural aspects as stated earlier that I think I could easily adapt. I would have fun working in the Netflix organizational culture. I think I would feel laid back but also in control and responsible.



“How Netflix Reinvented HR.” Harvard Business Review. N.p., 2016. Web. 07 Oct. 2016.

“Netflix’s next Big Challenge Doesn’t Have Anything to Do with TV.” CNBC. CNBC, 2016. Web. 07 Oct. 2016.

Reed Hastings, Working   Keynote Author Follow. “Three Necessary Conditions for Promotion.” Three Necessary Conditions for Promotion. N.p., 2009. Web. 07 Oct. 2016.


Google’s Teams Through the Looking Glass

By Reagan Wheeler

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This case study will look at the well-known organization, Google (National Geo…, n.d.) and its Project Aristotle. It will describe common qualities contained in effective teams and how I myself have experienced those qualities when working in a group or team. I will then critically analyze the strengths and weaknesses of the styles of management that I have experienced.


Project Aristotle began in 2012 and was conducted by Abeer Dubey, who was a manager in Google’s People Analytics Division. The purpose of the study was to determine why some of the organization’s teams succeeded and why some of them didn’t. Google realized that teams are fundamental in an organization. They wanted to look at their own company and see which employees worked best together in order to have that strong team aspect (Duhigg, 2016).

Researchers looked at many different things such as, how often did teammates talk and spend time together outside of the office, did they have similar educational backgrounds or the same hobbies. They also studied which teams were going beyond their department goals, if gender had anything to do with their success and how long certain teams would stay together. What they found was that is was pretty impossible to determine if creating teams showed any pattern of success. They saw that the data they gathered couldn’t show if specific qualities made a difference.

The highly ranked teams of Google were made up of people who were friends outside or work, had different types of hierarchal structure, people who were practically strangers and were all completely different. So there really was no pattern for the researchers to look at. Later on in the study, they came across something called group norms. It was discovered that influencing group norms was the way to improving the teams inside Google. Even after discovering this, they were still stuck. Now, instead of having no patterns, they had too many (Duhigg, 2016).

These results mean that when forming a team there are many different things that contribute to its success. Sometimes the norms don’t make sense and sometimes they do. So it will be hard at times when trying to form effective teams. A team needs to take into account what type of group they are or want to be. I think an effective type of group is an emergent group because if everyone has shared interests and expertise then each person will have something to contribute. Each person will have ideas and will be engaged in the project at hand. An effective function for this type of small group would be quality improvement. This function determines ways to improve and organization in its effectiveness, efficiency and productivity (Basics of Quality…, n.d. ).

I think the findings from Project Aristotle were accurate in a lot of ways. I do think that there are so many patterns when it comes to teams that it’s really not possible to say what makes them effective. In my opinion, the qualities that make a team effective are going to vary with every team I’m in. They are always going to be changing.

A time when I felt that I had been a part of an effective team was my sophomore year of college at Ashland University. I was in a group project for one of my communication classes and we all met to talk about what we needed to do. We assigned each person with one part of the project to research and type up. Then once everyone had done their part we would each post it into one Google doc. After that, we met again as a group and went over everything, correcting, editing, and giving suggestions on how to make it better for out presentation. We did very well with the orientation, brainstorming, emergence and reinforcement of our team. I think that’s why it was so effective.

A way the findings would influence how I decide things if I was leading a work team is when I’m determining what dynamics are effective (Re:Work…, n.d.). I need to make sure I have an effective dynamic or things could go wrong. For example, if I was too overpowering or bossy in the group then the other members might not put in any effort. I would make sure that there was a high level of dependability within the team and make sure everyone knows what’s going on. I think all of these things would help my team be more effective.


Basics of Quality Improvement. (n.d.). Retrieved September 30, 2016, from

Duhigg, C. (2016). What Google Learned From Its Quest to Build the Perfect Team. Retrieved September 30, 2016, from

National Geographic – Inside Google (High-Definition). (n.d.). Retrieved September 30, 2016, from

Re:Work – Guide: Understand team effectiveness. (n.d.). Retrieved September 30, 2016, from

A Look Into Zappos’ Management Style

by Reagan Wheeler

network-circle1-1940x1829This is a case study on the Holacracy style of organizational management at the well-known company, Zappos. The purpose for this case study is to show how Holacracy works and specifically, how it works for Zappos. This type of management is not the typical kind of management that people usually think of in a large corporation. This new way of managing a corporation is different and intriguing.

A traditional style of management is having one person at the head of a corporation, business or organization. One head person in a department or group of people in the company who ultimately makes the final decisions no matter what another employee says. Holacracy is a style of management where everyone is the boss. Everyone has a voice and is allowed to speak their ideas (How It Works). They can hold meetings, decide what needs to be changed and change it, and even make final decisions on big things. Holacracy gives every employee the authority to do what they feel needs to be done.

Zappos began using the Holacracy style of management in 2013 in some of its departments and then had the whole company using the system in the year 2015. The company’s Chief Executive, Tony Hsieh along with most of the company’s employees, felt at one point that there was too much bureaucracy. Hsieh knew that team-building exercises would not work quite as well as he needed so he decided that Holacracy was the way to go. He felt that the new style would give each of his employees an importance that they might not have felt they had before and that it would give everyone a voice. He saw this as a really good thing to have, but some employees saw some negatives as well (Gelles).

Just like any other style of management, Holacracy comes with both strengths and weaknesses. A strength that comes from this style is it makes sure everyone’s opinions and ideas are heard. This can be very helpful when trying to keep employee satisfaction at a good level. It can also help with the all around atmosphere of the company. Everyone feels important so everyone is going to be happy. But there is also the danger or weakness of some employees thinking they have more power than they actually do. Some might become bossy, which would cause conflict. There is also the weakness of giving too much power so to say, to every employee. If anyone is allowed to call for a meeting at any time then people could be in meetings for unnecessary amounts of time. Company’s who bring in this type of management would have to be careful of that.

I believe that some of the Zappos employees are resistant to this type of management because some might like having one person who is charge or oversees everyone else. They might feel that it’s easier that way. If they are told how things should be done then they do it that way and everything is how it should be. Others might feel that if everyone is in charge then the workload might get a little hectic. Maybe they think that giving each employee permission to conduct meetings whenever they feel will cause production to slow down from everyone going to so many meetings. Since this style takes so long to integrate into an organization the employees at Zappos might just be ready to give up on trying (How a Radical).

I think a bureaucratic style of management would work better for Zappos. That way each level of the company works as their own separate team, having one person who is accountable for that team but not accountable for the members personally. Everyone can still speak their opinions and ideas but it’s just in a smaller group so it’s easier to decide what idea to go with from the whole group before passing it down to the other levels. This style along with a consultive style of communication within the company would be good for them. The consultive side, which accepts input from employees but has final decisions made by someone at the top of the company would allow Zappos to still have the open communication they want but will give it a little bit of structure.


Gelles, D. (2015). At Zappos, Pushing Shoes and a Vision. Retrieved September 23, 2016, from

How a Radical Shift Left Zappos Reeling. (n.d.). Retrieved September 23, 2016, from

How It Works. (n.d.). Retrieved September 23, 2016, from


Reagan Wheeler-Strengths Finder 2.0

by Reagan Wheeler

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Strengths Finder was very useful in realizing what my specific strengths are when thinking about a work setting. It showed me some I never even thought about before. I didn’t realize that I had certain strengths and it really encouraged me. It gave me a confidence that will help me in the future.


The first strength that I had in my results is Adaptability. A person who is strong in Adaptability prefers to go with the flow of things. They live in the now and take things as they come one day at a time. The future is determined by the choices they make as they go and are not taken off course by unexpected situations. They expect the unexpected, allowing them to adapt well and be flexible. This person is not intimidated by circumstances that others might find intimidating and is able to help others see how to keep moving forward.

Roles that demand predictability and structure can frustrate a person who is strong in Adaptability. These roles can make them feel inadequate. A weakness in this strength is that I need to look to others for planning and for help with my long-term goals. This is so I can move forward with my day-to-day tasks that I would be constantly busy with.

I have shown this strength many times, whether it is group projects or just with a friend. I always try to help people see the finish line when unexpected things happen. I try to help them see that it’s going to be okay; that everything is still going to get done even though it doesn’t seem like it at the time.


The next strength I received is I am an Arranger. An Arranger is able to organize and be flexible when it comes to productivity. A person with this strength likes to move things around or look at all the possible ways to effectively do something. They want to find the most productive way to do things. This person does the best when they are confronted with something unexpected and must jump into confusion to find a new way to get a job done. These people are happiest when they are working with a team where they can use everyone’s strengths to get a job done.

This could also be a weakness. I might stress out the other members of a group when throwing out a bunch of other ways to work. I might take a leader role where I shouldn’t or I could be mistaken as bossy and then have the other members not cooperate.

I wasn’t expecting this strength when I received my results. After reading the description of it, I started to see more of how this is one of my strengths. When working with groups on projects or papers, I do figure out what the other members have to offer and then suggest a part of the project they might be able to do best. When things might not go the way they’re expected I am somewhat quick at figuring out a new way to them. And I do it a way that’s calm and collected.


My third strength is Connectedness, which says that I am strong in the belief that everything happens for a reason. This strength says that I believe everyone is part of something bigger, which implies certain responsibilities. A person with this strength is accepting, considerate and caring and builds bridges for people from different cultures. They have a strong faith and value system and give comfort to people by helping them see there’s a bigger purpose for them. This gives support when it comes to the mysteries of life. People with Connectedness show those from different groups how to rely and relate to each other and help them find meaning in the confusion of the world, bringing them comfort and hope.

A weakness that can come from this is I might not have the right words to say at the time, which might bring more unsteadiness. I might bring so much positivity to others that I might forget to make sure I feel steady myself. I might become routine in my thinking.

I am very much this way. I would definitely say that Connectedness is strength of mine. I am constantly trying to encourage people in a way that makes them feel that they are needed. I believe that everyone is here for a bigger purpose and I don’t want anyone to feel that they are not here for a reason. I like showing others from different cultures or groups how they relate. Everyone can relate to each other in the fact that we are all here, for what I believe, to be the same purpose. Even in a much smaller sense, when working with a group, I like to make sure everyone is included and knows that they’re needed to get the job done. I like to give people hope and a foundation to stand on.


The fourth strength I received is Positivity. This strength gives a person contagious enthusiasm. They are upbeat and excited about what is going to be done. A person with this strength is always looking for the positive side of the situation and is very quick to praise or smile. They can keep others hopeful and encourage them to be more productive. They are very optimistic, fun-loving and hopeful and celebrate all achievements, making them more vital.

A weakness that I see in this is I might be so energetic and enthusiastic in my attempt to help others see the silver lining that I may not give them the outlet they need. They might just need someone to listen and be there rather than telling them to be positive all the time. I think I need to be careful about that and make sure I am being sensitive too.

This strength is very true in me. I always try to encourage everyone when it seems that everything is going wrong. I tell my friends, family, coworkers and group members that it’s okay when things go wrong. I reassure them that it’s going to be okay and then I show them something from it that went right. It makes me so happy when the person I’m trying to encourage sees that one thing too because then I know that I have the hope of everything still working out. It brings out the perseverance in them. Once they see it and keep working toward the end goal, they teach themselves not to give up. It makes them feel even more proud when the finish whatever goal they were working towards. I have certain things that I say to people when they start to feel like everything is falling apart. Things like, “Hey, it’s not like you’re not going to get it done. You know you’re going to get it done so you can rest assured in that.” Or, “Hey, it’s okay. I know you’re going to keep trying until you get it right. I know you can do it. Just take it one step at a time.” And then I’ll smile to give them some hope. I’m very proud to have this as one of my strengths.


My fifth strength that I received is belief, which says that I have core values that are unchanging. And from these values I have a defined purpose for my life. People with this strength have a strong sense of purpose and their values affect their behavior and have a sense of mission that gives their lives direction and meaning. They see success as more than just money and status but as a way of living according to their values, which guide them through the distractions and temptations of life. This is the foundation of their relationships and they are seen as trustworthy and dependable people. Their values drive their determination.

There is a weakness in this strength. I think a person’s values really do determine how they live and some people’s values may not be so good. This can cause problems in many ways. It can affect the people around them and themselves.

This is a big strength of mine. I am very strong in my values, which do lead the way for how I live. If I didn’t have values then I don’t know what kind of person I would be today. The values I have do push me to do my best in everything I set out to do. I use it in my jobs, schoolwork and relationships with friends, family, coworkers and so on. I think this strength is what will and does help me most in life.

All of these strengths are already helping me in my unique leadership style. I know that are going to help my in my future workplaces and jobs. They all go hand in hand with each other and I can see that clearly. I can use these to help my coworkers to work together even if they all have very different backgrounds or ideas. I can help encourage my coworkers by showing them the silver linings that they might not see. I will make sure that they know they are needed and that stay encouraged when something falls apart. I’m really glad to see that these are my top five strengths and how I have been using them throughout my whole life. It’s pretty cool and I’m excited to see how I will use them in the future.

I think that an organization that would benefit from this type of leadership is any organization, honestly. Every organization needs a leader who views every person as useful and needed. That is what will keep people happy and confident. Every organization needs a leader who is going to encourage them when things don’t go right instead of a leader who kicks them while they’re down. An organization needs a leader who can find the most efficient way to complete a project and who can deal well with the unexpected.

Reagan Wheeler

img_4174Reagan Wheeler is a junior at Ashland University. She is double majoring in Sport Communication and Public Relations and Strategic Communication with a minor in Health and Risk Communication.

During her second semester of college she worked in the campus library. Then, throughout her sophomore year she had a job in the Public Relations office on campus writing feature stories on students in different clubs, sports and about internships completed by students.

In the summer of 2015, Reagan got a job at Prasco Park in Mason, Ohio where she is still employed. Prasco Park is a family owned pharmaceutical company that has built up its own summer baseball team over the years. Reagan works all baseball games in the summer doing many different things at the field. Her responsibilities include making food in the concession stand, working the concession window, working inflatables, set up and clean up, wiping seats before games and doing trash at the end of the day. She has also had the job of field coordinator, which is the person who is contacted if there are any issues during the game.

Currently, Reagan is working for the Ashland University Athletic Department filming for the football team. Her job is to film practices and games for the team to analyze. She is also currently interning with Ashland University’s Grid Iron Club. Her main responsibility is to run all social media for the Ashland University Football Team. Posting to Instagram, Twitter, Facebook and Snapchat at least once or multiple times a day. During games she keeps fans updated on the score, who scored, yardage gained, who made the tackle and so on. Throughout the week she posts pictures and tweets from games or events that happened or are upcoming.

Sports are a huge interest of Reagan’s and even more specifically, football. She hopes to one day continue in following her passion for the sport by running social media for either a college or professional team.