...Google’s employees love working at Google. They don’t simply like it, they love it. Many of Google’s employees are computer programmers and coders, and it takes more than money to both motivate them and keep them content. Google’s original “campus” in Mountain View, California, otherwise known as GooglePlex, offers employees everything they may need or want – and more – leaving them with little reason to go home at all. It is abundantly clear that this costly approach has paid huge dividends to Google. Google’s very public relationship with its employees has been a point of fascination for me for quite some time. Google’s bold approach in creating the campuses, and the fashion in which they buck the trend in the traditional work environment is admirable at the least. Other than the physical structure of their offices, Google has implemented another tool in working with their employees – they have implemented the 20% rule, first formulated by 3M. This rule basically requires employees to spend 20% of their time on projects of their own choosing – whatever it may be – as long as Google might benefit from it. This rule has had two effects on Google: (a) its employees are happier because they can spend 1/5 of their time on something they are personally very passionate about, and (b) Google has included many of the concepts developed during the 20% time in their product offering. As the book explains, the relationship between job satisfaction and job performance is stronger in...
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...1. What is it like working at Google? The core mission of the company, Google, is to organize the world’s information and make it universally accessible for everyone. According to the New York Times.com, it describes working at Google as no boring and drab workspace. The assessment of the environment is based on creativity to push their employees. They promote employee freedom. Google is a multi-billion dollar company the proof is in the data that this kind of environment works. By not placing their workers in “boundaries”, cubicles, it enables the ability to design. The office at Google has established a wacky and innovative kind of furniture. The working space was designed for work and play. As shown in the exhibit, the office at Google, the gentlemen is riding his scooter. Also, the seating area is designed for the employees to interact, and produce new ideas. As seen in Googles’ label, it has bold and bright colours incorporated into its design. The company has designed the work place to be bold and creative, and fun. Of course, the company is not all play; the employees are encouraged to come to work every day. From the article, “Thinking Big”, Larry Page speaks highly of the company he and Sergey started years ago. He states, “Our company’s culture encourages experimentation and the free flow of ideas. “ 2. Google is doing a lot for its employees, but obviously not enough to retain several of its talented employees. Using what you’ve learned from...
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...Organizational Behavior Google Human Capital is a Companies Most Precious Resource Google now has the first position as the most desirable place to work for graduates. In less than a handful of years, Google has developed to be a family of talent people around the world as a “recruiting machine”. The most valuable resource of a company is its people. This is indeed the case when it comes to search engine industry. While Baidu, the Chinese search engine company, is facing a number of strikes this year, Google kept being the most valuable brand name in the world due to their successful recruiting strategy. This report aims at analyzing the elements of success of Google so as to help Baidu solve its problem combing organizational behavior theory with Google’s case. Job Satisfaction Job satisfaction has been defined as a pleasurable emotional state resulting from an attitude and reaction towards one’s job as an important index measured by organizations. Satisfied employees tend to be more productive, creative and committed to their employers, and recent studies have shown a direct correlation between staff and consumer satisfaction. There is a variety of external and internal influences on job satisfaction including culture, management style, employee involvement and employees’ own expectation to their jobs. As we know that Google provide the prefect working condition and flexible benefits for their employees to increase their job satisfaction. We will analyze these...
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...workplaces for employees. Since 1998, Fortune Magazine has compiled this list of exceptional companies by taking into consideration employer and employee relations, workplace environments and employee satisfaction. This year’s top spot belonged to Google, with Wegman’s Food Market coming in at the number 5 spot, and Dreamworks Animation just missing the top ten with a spot at number 12 (Fortune, 2013). For each of these companies, it is easy to see they set an exceptional example of fostering group cohesiveness and rely heavily on employee motivation. For another year, Google Inc. has clenched the top spot on the list of best workplaces by Fortune Magazine. With over thirty five thousand employees, Google has made it a top priority to foster its work environment to offer its employees a rewarding work experience. According to George Homan’s theory of exchange in groups, a group becomes more attractive to potential members by offering maximum rewards but at a minimal cost to the new member (Losh, 2012). Google knows “that every employee has something important to say, and that every employee is integral to our success. We provide individually-tailored compensation packages that can be comprised of competitive salary, bonus, and equity components, along with the opportunity to earn further financial bonuses and rewards.” (Life at Google, 2013) These rewards, including one hundred percent pay for twelve weeks of maternity leave, free laundry, gym and health services on the job...
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...p. 364), Google Australia is one of the best places to work in Australia matching the performance of its US parent company. It uses a well-balanced strategy of extrinsic and intrinsic rewards and these have kept its employees highly motivated and continue to exert their best efforts for the company. Extrinsic rewards at Google Australia include unlimited sick leave, generous health insurance, flexible working hours, and reimbursement of up to $6000 per year for educational expenses. In addition, staff can also receive small bonus rewards on a day-to-day basis. Intrinsic rewards mostly depend on the individual, but such things as getting to work with creators of Google products such as Google Earth, Gmail, and Google News can bring a sense of satisfaction to the job. Google’s intention to create a sense of fun at work and to create a culture of information sharing and collaboration can be identified by its office environment such as an informal dress code, abundant leisure activities and free food at the staff cafeterias. With these small rewards, Google employees feel a sense of belonging to the company and feel that they are creating and contributing to something bigger than themselves. Gone are the days where companies rely solely on the loyalty and lifelong devotion of the employee. This paper will argue that modern day companies need to redesign on how a balanced strategy of extrinsic and intrinsic rewards for each individual employee will better enhance employee motivation...
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...types of jobs, or is it the characteristics of the jobs themselves that are satisfying? Answer: These types of jobs are considered difficult, stressful and time consuming and make an employee very busy all the time that he even scarifies his personal life and activities. Few people who prefer their professional life over personal or are very workaholic like to do such types of jobs. Usually such people are conscious of titles and high status and enjoy taking such challenges in work places. Q2: What characteristics of these jobs might contribute to increased levels of job satisfaction? Answer: High profile people like to be dominant and control the situation rather being controlled by the situation and always remain in high energy. Job satisfaction can be achieved by being independent, remain positive, being significant, challenge oriented, skilled and being responsible. From the given case study it is analyzed that: John bishop development scope, pay and being independent Irene independency, serious and inspiring characteristics Tiny kruz high profile, high salary and travels to exotic site David clark travelling experience, promoting channel and big salary Q3: Given that the four individuals discussed above tend to be satisfied with their jobs, how might this satisfaction relate to their job performance, citizenship behavior and turnover? Answer: Knowing the situation when others are looking forward to have this job may add pressure, adventure or instability...
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...How to build a strong employer brand? In the competitive business world, companies strive to protect their most precious asset, talent. Talent shortage is a major challenge across industries where employees with suitable technical competencies and qualities are difficult to obtain and retain in the competitive employment market. In addition, as Baby Boomers who possess substantial valuable experience for the companies retire, Generation Y became increasingly vital in the company’s workforce; study has shown that 1 in 5 worker will be above 55 years of age by 2021 compared with 1 in 7 in the year 2005. Companies not only struggle to replace the positions of the retired workforce with younger candidates with similar capabilities, they also realize that the two generations have different workplace expectations and values. Candidates are looking beyond the basic wage and benefits; factors such as career prospect, reputation, international mobility and company values also play a significant role in candidate decisions. Therefore companies need to adjust their conventional hiring method to position themselves strategically in order to capture the awareness and commitment of the top candidates. In order to attract and retain young talents, companies need to differentiate themselves from their competitors with their employer brand. Unlike product brand names that can be managed with marketing to manipulate consumer perception, employer brand needs to be cultivated through time...
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...1.0 - Introduction The purpose of this report is to discuss the issue of employee motivation and rewards, and recommend how a company can successfully motivate its employees and achieve high performance levels similar to Google Australia. Diverse methods/techniques and reward programs are used for successful employee motivation and the effectiveness of these are examined in this report. This report examines the two main arguments comprising extrinsic and intrinsic methods regarding effective employee motivation and job satisfaction and correlating it with high levels of work performance from employees. The arguments of extrinsic rewards for work achieving higher levels of motivation are stated by Victor H. Vroom’s Expectancy theory (1964). It is and also reinforced by Frederick Winslow Taylor Theory which claims employees are primarily motivated by pay. This is contrary to that of Frederick Herzberg’s Two-factor theory (also known as Motivator-Hygiene Theory) , which argues that intrinsic factors such as recognition increase motivation and job satisfaction, against that of extrinsic factors. Therefore in this report it is imperative to identify the most effective scheme in which employees achieve high levels of motivation and performance on a long term and consistent basis for a company. 2.0 - Problem Identification Google Australia Management has been able to effectively achieve success with their unique rewards scheme and sociable work environment. However a potential problem...
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...Google Case Memo 1. Culture at Google a. Diagnose the culture at Google. From the material provided, I believe that Google has a very unique culture that can be thought of as a very strong customer-responsive culture. Their company motto is “Don’t be Evil” which exemplifies their goal of developing products in the best interest of the customer. Although they deal with their customers in a virtual world, they have increased customer satisfaction through their innovations that are developed in order to improve the usefulness and efficiency of their products. Additionally, Google encourages innovation within its organization. Engineers are allowed to spend 20% of their time to work on “pet” projects, which has cultivated numerous projects. Some of the more successful projects include Google Earth, Gmail, and Google mobile which allows customers to get answers via text(Google gears down). Furthermore, this empowers the employees of Google to create and improve effective products that will increase the convenience and satisfaction customers will experience when using the internet. Google seeks to eliminate hierarchical structures by dividing employees into small teams that work on certain tasks. Also, Google offers employees with incredible perks that set them apart from other companies and increases job satisfaction and motivation within their employees. For example, there is free food, free fitness center, and a free doctor on site that the employees have access to. Google is...
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...Google: one of Australia’s best places to work Employee Motivation and Rewards Table of Contents 1.0 Introduction 3 2.0 Problem Identification 3 3.0 Critical Analysis 4 4.0 Recommendations 7 5.0 Conclusion 8 6.0 Reference List 9 1.0 – Introduction Employee recognition is the timely, informal or formal acknowledgement of a person’s or team’s behaviour, effort or business result that supports the organization’s goals and values (Schermerhorn; Davidson; Poole; Simon; Woods; Chau;, 2010). But are these assumingly non-monetary rewards and motivations enough to keep an employee performing at their full potential? The purpose of this report is to discuss and explore the idea that if the base monetary compensation of an employee is not on-par with what the employee believes they are worth, are non-salary based motivational techniques and rewards both intrinsic and extrinsic, enough to keep that employee from feeling underappreciated and dissatisfied with their working environment (Rodgers, et al., 1992). This report also proposes recommendations, and critically evaluates these proposals, in order to clarify the need of having an effective employee compensation review process in place as well as worthwhile non-monetary based motivational techniques and rewards plans. This report will argue that by incorporating a well-structured salary review program monitored by the use of Key Performance...
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...Motivating through Human Capital | October 21 2013 | [This paper gives an understanding of the relationship between human capital and the importance of job satisfaction and motivation when selecting employees.] | Written by: Hugo Todorovic-Gatsby | Motivating employees to complete a task is the easy part, but the real challenges that companies face in today’s demanding global markets are motivating those employees to work to the best of their abilities, and guiding their efforts to the vision and values of the organization. For a company to achieve its objectives in productivity, they must hire the employees that best “fit” into their organization’s beliefs and vision. Retaining human capital through job satisfaction and motivation are one of the most critical goals for any organization trying to expand its business model. This paper gives an understanding of the relationship between human capital, and the importance of job satisfaction and motivation when selecting employees. Human capital, job satisfaction and motivation are interrelated terms that are used every day of our lives however, not everyone knows exactly what it takes to effectively motivate employees. The ideology behind retaining human capital is simple: companies spend time and money developing employees that they feel display competencies that will greatly benefit the company in the future. Alongside the developmental stages, companies offer incentives, benefits, rewards and perks...
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...experiences, knowledge, attitudes and expectations. Different motivational theories, but most - popular theory of Maslow's hierarchy of needs theory, known as the motivation of A. H. Maslow (1943). Through it he tries to explain why people at different times are driven by different needs, Maslow has human needs in hierarchical importance of the priorities. Alderfer shows the hierarchy of needs on three levels. According to this theory possible emergence of several needs simultaneously, and the process of going back. According to JK Galbraith structure of the modern corporation can be represented as concentric circles. Motivational theory in an organization can be extrapolated to the work of both organizations Google...
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...The Uniqueness of Google Trident University International Abstract Each organization contain its own distinct culture, as well as, each country. In the case, the organizational culture that was encountered by Linda Myers in The Would-Be Pioneer (Green, 2011), provide me with the perception that Linda had a knowledge deficit of the organization’s culture. I believe that Linda made an attempt to implement new ideas which met resistance and she did not have the support of the executive leadership team. It is apparent that Linda encountered several challenges with her onboarding to the organization which also impacted her job success. After review of the case, there are a few things that I believe Linda could have done differently that would have assisted her ability to effectively do her job. Linda should have completed an organizational assessment before proposing ideas to ensure that they were ready to implement change and ensured that her communication style was in alignment with the culture of the organization. Most importantly, Linda should have been knowledgeable of the culture of the country and the organization prior to accepting the position to ensure that she could adjust to meet the needs of the organization. Goals and Values Google is a company with a known repetition for providing a unique work atmosphere (Kuntze, R. and Matulich, E., 2010). The company encompasses a wide range of products from web search, image search and remains innovative...
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....Individual Assignment: Organizational Behavior and Communication Paper Research paper 2 Points of Research 1- Leader ship style in Google. 2- The affect of leadership style on group communication. 3- Source of power found in Google. 4- How this source of power affect group and organization communication. 5- Google culture. 6- The motivational theory that would be effective within that culture. 7- Evaluation of the role of communication as an element of this theory. 8- Describe the commitment of the workforce to Google. 9- Relationship between the commitment and the communication. 1-leadership style in Google My researches about Google leadership style. I find out that leaders using transformational leadership style and this is one of my own favorite styles. That's because the leaders increase the satisfaction and the moral between the employees. The leader that uses this type of leadership they motivate and they give intellectual simulation. Plus, they have taken in considerations the individuals as well. If we also take a look about the qualities of the transformational style when we see that this style encourages the workers or the employees to be more innovative and creative. By opening the channels of communication, That is less a stressful and more casual and this allows the ideas between the group members to be reach and understood more easily also, the transformational style It is helping and building trust among the employees...
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...Googles Motivational Profile Spencer Phillippi, Thomas Lanier, Tomaniesha Dodderer, Whitney Williams, Rebecca Nygaard PSY/320 September 30, 2014 Richard Reinch Googles Motivational Profile The term cutting edge applies to new and innovative business models and practices as well as implementation of business strategies and motivational theories. No company embodies the qualities of a cutting edge business model quite like Google. To illustrate this point, the company will be discussed in further detail. Areas of specific importance include; the corporation's motivational strategies, industry background, corporate culture and management, and motivational strategies employed by Google. The areas of positive company experiences, combination of motivational techniques, strategies for attraction of new employees, strategies for retention of current employees, best practices, potential improvements, and recommendations for addressing current deficiencies will also be explored further. Industry Background Google is a United States-based International Corporation. Services offered under the company umbrella include Internet search, software, advertising technologies and cloud computing. Two Stanford Ph. D.'s Larry Page and Sergey Brin founded the company in 1998. The company's mission statement since its inception has been "to organize the world's information and make universally accessible and useful" (Google, 2012). Its unofficial mission statement is known to be "don't be...
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