1.
Teamwork
It is clear that Google has implemented a very strong teamwork environment in which teamwork is known as the “norm, especially for big projects.” As stated in the case, Google is so team oriented that when working on projects, “it 's not unusual for Google team members to give up their larger, more spacious offices and to crowd into a small conference room, where they can “get things done.”” Therefore, to continue to create a teamwork environment is essential for its growth and expansion strategy.
The Culture at Google
The culture at Google is clearly a major priority for the company. Something that Google works especially hard at is creating a work-life balance for its employees. Even though this is challenging because Google
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With experienced engineers starting at $130,000 per year, plus about 1200 shares of stock options, and new MBAs between $80,000 and $120,000 per year, with smaller option grants, Google employees can expect very nice compensation plans. By implementing very high and rewarding compensation plans, Google can attract highly skilled and overqualified employees and can expect great and dedicated work from all employees.
2. With the benefits that Google provides to its employees to maintain a balanced lifestyle, Google is an incredible company to work for although it demands long hours, dedication, and hard work from all employees. Nonetheless, even though Google is an excellent company, due to research and past examples, Google must focus on its hiring process more because many qualified employee’s leave because of their long and tough hiring process.
Therefore, a few recommendations for recruiting would be:
• Supervisors should work together with the HR Manager during the recruiting process to better pinpoint what they are looking for in candidates.
• Supervisors should provide the HR Manager with an accurate and detailed job
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Before they start recruiting, the company must decide what attributes and qualities they want in candidates and define as a hiring group what great looks like. After defining what specific attributes they are looking for, Google must then work to build an applicant pool that is filled with qualified candidates that would be a great fit for Google. With the incentive benefits that Google offers for referrals, Google can use selection tactics such as walk-ins, college campus visits, Internet recruiting such as LinkedIn and Google+, and referrals. By using these recruiting and selection tactics, hopefully Google will create an applicant pool that will sort out who the best candidates for them could be. After recruiting is complete, Google needs a structured selection process that can thoroughly determine great candidates by personal, phone and/or Skype Interviews. Additionally, formal pre-employment tests on personality, verbal, and/or numerical could be administered that include questions relating to performance, personality, and attributes Google is seeking for in
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.
...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.
Google tries to retain its employees and evaluate them in a quantitative but also qualitative manner. In fact, the company made its work environment colorful and vehicles the image of a fun place to work through what it proposes. For example, employees can have free snacks or bring their pet at the office or go to the gym etc... Employees can benefit from flexible working hours and have some time for their self-directed projects which shows the importance of the creativity and innovation from each and in every departmen...
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.... ...
Google Inc. is a company that started in 2002 and has gradually grown to become an international technology company. Google’s business is mainly focused around vital areas, like advertising, search, operating systems and platforms, hardware products and enterprise. The company produces its revenue mainly by distributing online advertising. Google also produces revenue from Motorola through selling products. The company offers its services and products in over 100 languages and in over 50 regions, territories and countries.
Google’s mission statement is “to organize the world’s information and make it universally accessible and useful.” From the beginning, the company has focused on developing its proprietary algorithms to maximize effectiveness. Google continues to focus on ensuring that people access the information they need.
Google's use of algorithms in recruitment First, you survey current employees on a variety of characteristics and traits, including teamwork, biographical information, past experiences and accomplishments (i.e., have they started a company, written a book, won a championship, set a record).
Teams have been around for many years. It is vital for members who are a part of any team to work together so that their labor is not in vain. A major advantage for working cohesively as teams is greater output and interpersonal skills. The drawback of not working in uniformity can lead to project delays and time constraints. Organizations create teams with the purpose of fulfilling certain obligations and acquiring business success. Roming (1996) states that togetherness and dependability means that members within the team assist each other and the team. Which in turn, yields a better-quality product.
Its persistence and incredible energy are definably the keys of success. The first model created inside the company was focusing on the users, and the rest will be followed achieved. Also, the company figured out that being great at one thing was going to be the right path to follow. Plus, especially when dealing with technology, being able to provide a fast service was going to gain numerous customers. Moreover, Google’s model was based on democracy and ethical behavior. It is not necessary to become evil in order to be successful. Information is precious and a company like Google is always in need of information. There is plenty of information out there waiting to be found, and it only needs someone to look in the right place. Dressing like a professional does not make a person one. It takes skills, abilities and education. Finally, progress will never stop, and when someone thinks that he or she had reached the top, something will come up. In order to be successful, a person or a company should not stop
Nowadays, the phenomenon of globalization has massively affected the social and cultural values and has made an assembled standard of uniqueness and obstacles. Moreover, international organizations such as multinational companies, corporate brandings, non-governmental organizations, and global media play a critical part by quickening communications among social societies worldwide (Ghodrati, Joorabchi & Muati, 2015). Especially for the effect of globalization, world has started become more culturally diverse and incorporated each and another. In today’s workplace, a constructive effect of cultural diversity in the work environment is that employees having a place
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)
Effective organisational structure and organizational culture together with innovation are key factors for Google’s success. Constant change and innovation linking with many direct social contacts are instilled among stakeholders. The three main characteristics of Google’s cross-functional multi-layered organisation are function-based definition, product based-definition and flatness.Other than this, the organisational culture is open, innovative, smart, hands-on and supports small-company-family rapport (Smithson, 2012).
Google will be successful in the future. In the meantime profits continue to soar and Google will continue to innovate, employing the high qualified experts in the field.
Google has more than 34,000 employees and constantly growing through the years. Google is smaller than Exxon Mobil (76,900 employees) and Apple (72,800 employees). Google is trying to create a place where people can be brought together in amazing ways to evolve. “We try to have as many channels for expression as we can, recognizing that different people, and different ideas, will percolate up in different ways,” Bock said.