Lets take a look at what makes up the company Facebook. Polices, procedures, and more.

1. THE SELF-STRUCTURING OF FACEBOOK
BY: ADRIENNE RUCKER

2. ARTICLE OVERVIEW
 For Facebook face-to-face interaction is important when it comes to meetings. Its an important element
of their culture, not only does it help them connect with their colleagues it helps them build services for
our community. Like many companies they have lots of meetings. However, getting to a meeting is not
always as easy as it should be. Facebook's offices have an open floor plan -which helps with
collaboration and creativity- but it can sometimes make it hard to figure out where a person sits, where a
conference room is located, or even who has a room reserved at a given time. To solve for these
problems Facebook built a number of awesome tools to help people navigate their campuses and arrive
at their meetings on time. Facebook has come up with Wayfinders and Room Tools to help their
employees find their way.(Find More info on slides 11 & 12) (Code.Facebook)

3. MCPHEE'S 4 FLOWS
What are McPhee’s 4 flows?
It is a communicative Constitution of Organizations (CCO) or Constitutive approach that argues for the
force of communication in organizing. It also considers content during communication processes and what
flows need to take place to organize. The 4 flows consist of Membership Negotiation, Self-Structuring,
Activity Coordination, and Institutional Positioning. The flow I will be focusing on is Self-Structuring.
(Organizational Communication)

4. SELF-STRUCTURING
What is self-structuring?
Self-structuring is the second flow of McPhee’s 4 flows. It focuses on the processes that help design an
organization. For example it looks at charts, policies, and procedures. This flow provides norms, standards,
and rules for getting done. The communication in self-structuring can substitute for face to face interaction
between members of the organization. This presentation will focus on the design of Facebook.
(Organizational Communication)

5. FIVE CORE VALUES
 Facebook looks for these 5 core values in their employees.
 They're bold
 They focus on impact
 They move fast
 They're open
 They build social value

6. MISSION STATEMENT
 Facebook's mission is to give people the power to share and make the world more open and connected.
People use Facebook to stay connected with friends and family, to discover what's going on in the world,
and to share and express what matters to them.(Glassdoor)

7. HIERARCHY OF FACEBOOK

8. CONTINUED
 The hierarchy chart shows the flow of communication. CEO Mark Zuckerberg is at the top the directors
are under him. Then the lines coming from his name shows who works under him and so on. The
direction of their hierarchy is vertical.

9. MEETINGS
 In-person meetings at Facebook are an important element of our culture. they help to connect with
colleagues and build the best possible services for the community. Like many companies they have a lot
of meetings but its not as easy to get a conference room. To solve these problems they built a number
of awesome tools to help people navigate the campuses and arrive at their meetings on time.
 Located throughout the buildings are interactive digital maps we call Wayfinders. These touchscreen
displays show the availability of conference rooms in real time and allow people to search for amenities,
rooms, and other people. They also have digital calendars called “Room Tools” outside each of our
conference rooms. These allow people to book meetings in an instant, report issues to the facilities
department, and view a room’s reservations for the day. (Code.Facebook)

10. CONTINUED…

11. PROCEDURES
 The Facebook Safety Center page provides all of the information for law enforcement authorities. Under
this section you find safety for you, parents, teachers, teens, and the law. Each section promotes different
tips on how to be safe, report abuse, privacy, being mindful of the things you post, etc.

12. POLICIES
“Facebook is proud to be an Equal Employment Opportunity and Affirmative Action employer. We do not
discriminate based upon race, religion, color, national origin, sex, sexual orientation, gender identity, age,
status as a protected veteran, status as an individual with a disability, or other applicable legally protected
characteristics.” (Facebook)
 Equal Employment Opportunity Affirmative Action Policy
 Pay Transparency Policy Statement

13. ANNOUNCEMENTS
 The company uses a private announcement page
on Facebook that only employees have access
to. This is a place where things are updated and
issues are addressed for all employees to see.
 For example there has been a recent incident
where employees where crossing out “Black
Lives Matter” on their Write Something Wall and
replacing it with “All Lives Matter”. Employees
where previously warned about this but didn’t
listen so CEO Mark took to the company
announcement page and addressed the issue.
(Newsweek)

14. DIVERSITY

15. CONTINUED…
 Facebook has been struggling to diversify its workforce and remains a company that is heavily white
and male.
 Facebook has been working to improve the ratio and, according to Zuckerberg's memo, there where
plans to hold a town hall where staff could "educate themselves about what the Black Lives Matter
movement is about.” (Newsweek)

16. EMPLOYEE EVALUATION & FEEDBACK
 Facebook has a performance management review every six months ,one in January the next in July. They
call it the Performance Summary Cycle. There is a two week period where employees solicit peer
feedback (usually around 3-5 reviews), write a self assessment, and write a manager assessment.
Managers then read all the peer feedback and the self assessments to determine a "Performance
Assessment" over the last six months and determine if it is the right time to promote the employee or
not.
 Then there is a (roughly) two week period of calibration where managers meet to look at the
assessments of everyone on their team and ensure that people are rated correctly relative to their peers.
Facebook has seven performance assessments as well as a guideline for what % of employees should be
at each level.

17. CONTINUED…
 Once performance assessments are final, they are used to determine compensation like raises, bonuses,
and additional equity grants. Facebook gives out raises and additional equity once a year but they do
promotions and bonuses twice a year. At the end of the cycle, managers have performance
conversations with employees where they summarize the feedback (in person and in writing) and give
them a compensation letter that includes their rating, bonus, and any additional information. (Quora)

18. DECISION –MAKING PROCESS
 When it comes to decision making it seems like a lot of the decisions are made as a group. For instance
look at the meetings each day the company schedules more than 800 meetings a day , that’s a lot. That
means that employees are getting together as a group to discuss issues and come up with solutions for
the company. Now look back at the employee evaluations and the approach they take to properly
evaluate and compensate employees. Its done as a group.

19. THOUGHTS
 I think its great that Facebook works as a team to properly evaluate employees. I know some companies
rely on the manager to do evaluations and sometimes employees are either not compensated for their
hard work, unaware of the evaluation process, or not given the proper evaluation.
 Aside from the companies legal stuff such as policies and procedures I think the five core values and the
mission statement are big staple pieces in what make the company. It immediately lets you know what
they are about and what they stand for.

20. QUESTIONS
 I wonder what kind of process does the company go through to hire individuals?
 How do they come up with these procedure and policies? Who and what is involved with the process?
 I wonder if there is a lack of qualified applicants or if the company is just not hiring a more diverse
population?

21. WORK CITED
Cuthbertson, Anthony. "Mark Zuckerberg Condemns Facebook Staff for Defacing Black Lives Matter
Slogans." Newsweek. N.p., 26 Feb. 2016. Web. 09 Mar. 2016.
"Facebook Careers." Facebook Careers. N.p., n.d. Web. 04 Mar. 2016
"Facebook." Facebook. N.p., n.d. Web. 07 Mar. 2016. <https://www.facebook.com/safety/>.
Feloni, Richard. "The 5 Values Facebook Looks for in Every Employee." BusinessInsider.
N.p., 9 Feb. 2016. Web. 14 Feb.

22. CONTINUED…
Graham, Molly. "What Does Facebook's Performance Review Process Look Like?" - Quora. N.p., 5 Oct. 2013.
Web. 09
Mar. 2016.
"Instrumenting Meetings at Facebook. "Facebook Code. N.p., n.d. Web. 08 Mar. 2016.
N.p., 14 Mar. 2014. Web. 14 Feb. 2016. <https://www.glassdoor.com/facebook>.
Miller, Katherine. Organizational Communication: Approaches and Processes. Belmont, CA: Wadsworth Pub.,
1999.
90-91. Print.