What are the differences and similarities between these two companies (Microsoft, and Lockheed and Martin), in reference to Human Resource style, union/non-union, employee run?
The two companies seem fairly similar on many dimensions. Let's look at information from various sources, which you can consider for your final comparisons. I also attached one supporting article.
Let's look at some information for you to consider from the company websites and other sources.
Microsoft's (1975) mission is to enable people and businesses throughout the world to realize their full potential. One way the company fulfills its mission is by developing innovative software that transforms the way people work, learn, and communicate. Another way is by using it resources and expertise to help expand social and economic opportunities in communities around the world. This is similar to Lockheed Martin's approach to human resource style at he community level of focus. Lockheed Martin Corporation, an advanced technology company, was formed in March 1995 with the merger of two of the world's premier technology companies, Lockheed Corporation and Martin Marietta Corporation (http://www.lockheedmartin.com/aboutus/index.html)
Like L&H, the employees at Microsoft are reported as being the key to success. For Microsoft, human resource style appears to be one of team work and partnership: "Our company's greatest strengths are our employees' passion, creativity, and dedication, and our strong partnerships with thousands of private, public, and community organizations. Our people and partnerships propel innovation at Microsoft, and they also guide our worldwide citizenship ...
This soltuion examines the differences and similarities between these two companies (Microsoft, and Lockheed and Martin), in reference to Human Resource style, union/non-union, employee run.