Motivating and Rewarding
We are about to dive into great detail about how Google goes about making their employees happy and how they are rewarded, we will also compare these to the HR theories used by the likes of Guest, Pfeffer ,Hawthorne and Scientific Management by Frederick Taylor.
Motivating
has various methods of motivation and rewarding their treasured employees. These motivational factors serve as long term strategy for the company and ensure that their staff work at an optimum level while being rewarded appropriately and maintaining high morale in the process. One of Google’s long term objective is to create challenging jobs to attract unique individuals whom have far beyond average skills for example Engineers at Google are encouraged to take up to 20% of their time for developing new products or improving of existing ones this is normally done through team work Just as Pfeffer Best practise describes “Employee involvement and information sharing” to further elaborate on this point one of the founders of Google stated “Google tends to hire problem solvers, Do it yourself spirit, they are some of the nicest and brightest people I’ve met. Thats the most pleasant part about working at google”-Ben Stoddard (Lyubomira Angova & Nevena Dragoshinova,07/02/2013) This organization also provides many incentives that make working at Google an immense experience, in order to keep their workers at the top of their game in terms of innovation, work ethic and creativity, Perks such as Employees being referred to as “Googlers” rather than workers thus eliminating or reducing status differentials as stated by Pfeiffer’s best practise. Hrm department at Google is in sy...
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...t work at for the money, People work at Google to change the work with it enjoying their lives.” (Pradeep 03/20/2010) this is testimony of how well Google rewards their employees to an extent that salary is of secondary importance,as contribution is of primary importance. The innovative culture at has played a major part in moulding its employees perception when it comes to salary unlike any other organization as this is not viewed important than the work carried, it’s almost as if Googlers are both rewarded and motivated by the great work they do of changing & improving the web interface in an attempt of internet dominance making Google the best browser out there, This is the same level of commitment, flexibility, and quality demonstrated in Guest model of HRM.
Recommendations
From the research We have gathered, We have came to a collective agreement in which we
Communication: Unlike other organizational cultures where communication most of the times is a one way traffic, in Google, communication is always multi-lateral directions. Employees can communicate with every one with the work involved and even with the top management to present their findings.
It is true that Google has contributed immensely to the development of America, but one must not remain sidetracked by the holistic effects, and should instead delve deeper into the true principles of Google in order to realize that the company is, on the contrary, run by “robber barons”. Recently, Google has posted about the principles that guide the company: “do what’s best for the user”, “provide the most relevant answers as quickly as possible”, “label advertisements clearly”, “be transparent”, and “loyalty, not lock-in” (Rosoff). During Larry Page and Sergey Brin’s time at Stanford together, they wrote an essay titled: The Anatomy of a Large-Scale Hypertextual Web Search Engine
Theories of Motivation What is the motivation for this? According to the text, motivation is defined as a set of factors that activate, direct, and maintain behavior, usually toward a certain goal. Motivation is the energy that makes us do things; this is a result of our individual needs being satisfied so that we have inspiration to complete the mission. These needs vary from person to person as everybody has their individual needs to motivate themselves.
Google’s corporate environment has always been groundbreaking and cutting edge since the company was founded. A significant portion of the company’s success must be given to the far out ways in which it develops it products and services, therefore, standard business practices probably will never work for Google.
...d to projects unrelated to the core business. Googlers are given 10% of their work time to devote to projects that interest them ensuring high motivation based on the fact the staff get paid to work on pet projects. Flexible work time, bonuses, and free lunches are not the only reasons people love to work at Google in addition to the perks, they are constantly challenged to reach new impossible goals and to have fun doing it.
What is motivation and how can the sense of motivation modulate your existence for the top.
The title of the article “How to Get a Job at Google” pulls his audience into reading the article. Many people would like to know how they could get a job at one of the most successful companies out there. However, that is not what the article is about. Friedman’s interview with Bock does tell his audience what qualities Google looks at when hiring people, but Friedman’s main purpose is to persuade his audience that having these qualities are important in any job and are what many employers are looking for. The words that Friedman uses in the article make it informal and more appealing to his audience of high school and college students. He chooses to include quotes with crass statements, such as “‘worthless,’” “‘don’t care,’” and “‘argue like hell.’” He also decides to write his article in a tone that is unrefined, which makes the article a simple read. By using only Bock as a credible source and not incorporating other credible individuals in this subject area, helps Friedman make his article easy to understand and simple to read, therefore, making it pleasing to his audience. The article topic itself is thought provoking and reaches those who are open-minded to a different perspective on the qualifications of a job applicant divergent from the more traditional
...as not only been reliable when it arises to offering a product of the highest and excellence, nonetheless is also continually developing, adjusting, but more meaningfully revolutionizing the industry. Also, what creates Google’s invention so matchless in assessment to its challengers is the attention that it offers to consumer requirements in order to offer a consistent and difficultly substituted the product rather than concentrating on exploiting its profit with each given chance which may cooperation the quality of its search consequence its product. Having examined the company’s internal and external environment it is obvious that Google earnings care and attentions even to the smallest detail to guarantee that it will be the leading company between many other online search engines and has been able to create loyal customers that are continually growing.
2009 was a negative period for the United States economy. A big recession hit the country, and the founders of Google were trying to make a plan in order to make to limit the damage caused by an economic decline. Brin and Page the two creators of the giant Google were shocked form the situation that was occurring. Their company was feeling the effect of the economic downturn. Google’s stock price dropped 51 percent. The two entrepreneurs were trying to figure out a way to keep the company from drowning. Google main problem was how to maintain the culture that made the company successful in the previous two years. Some consequences that the company had to face was eliminating products that
It has exercise balls which were re-purposed as movable office chairs; desks which were made out of wooden doors; and dogs that were permitted at work. In addition, top chefs were hired to provide free meals for all employees. Others include on-site health and dental care, free use of swimming pools and work-out facilities, office hallways lined with video games and football tables, and free classes for all employees. B. Stories, legends and myths “Questioning Authority” to Google’s engineers is an innovator’s imperative and is constantly reinforced throughout the company.... ...
Employee focus (Google has a unique culture and policies to promote innovation. The company strives to employ the most qualified applicants and reward the greatest contributors, in order to promote good performance and facilitate hiring and retention)
Eliminating friction at every turn: ensuring change can happen quickly and efficiently Google’s approach to innovation is highly improvisational. Any engineer in the company has a chance to create a new product or feature.
Google- a web based search engine appointed the world’s most attractive employer 2013 by 200 000 students or potential candidates (Universum, 2013), utilizes job advertisement relatively limited to their corporate website (Google, 2013), this displays the importance of maintaining a continuous interest amongst possible candidates as it creates a platform and contribute to strengthen the
As any other company that managed to rise to fame, it was successful due to an exceptional organizational belief and value, Google company is no exception. Google Inc. practices a routine type of working condition for the scalability and its storage solution, managing the large scale application, as well as making a new platform. It is well known that a routine work is more stressful than any other work.
According to Greenberg (1999), motivation is defined “as a process of arousing, directing and maintaining behavior towards a goal.” Where “directing” refers to the selection of a particular behavior; and ‘maintenance” refers to the inclination to behave with consistency in that manner until the desired outcome is met.