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Google Essay

Fortune magazine named Google the best of the 100 best companies to work for, and there is a little doubt why?

Among the benefits it offers are free shuttles equipped with WI-FI to pick up and drop off employees from san Francisco Bay area locations, unlimited sick days, annual all-expense- paid ski trips, free gourmet meals, five on-site free doctors, $ 2,000 bonuses for referring a new hire, free flu shots, a giant lap pool, on-site oil changes, on-site car washes, volleyball courts, TGIF parties, free on-site washers and dryers ( with free detergent), ping-pong and foosball tables, and free famous people lectures, for ,many people, it’s the gourmet meals and snacks that make Google stand out.

For example, human resources director Stacey Sullivan loves the Irish oatmeal with fresh berries at the company’s Plymouth Rock cafe, near Google’s “ people operations” group, “ I sometimes dream about it” she says. Engineer Jan fizpatrick loves the raw bar at Google’s Tapis restaurant, down the road on the Google campus. Then of course, there are the stock options-each new employee gets about 1,200 options to buy Google shares (recently worth about $480 per share). In fact, dozens of early Google employees ( “ Googlers”) are already multimillionaires thanks to Google stock.

The recession that began around 2008 did prompt Google and other firms to cut back on some of these benefits ( cafeteria hours are shorter today. for instance). But Google still pretty much leads the benefits pack. For their part, Googlers share certain traits. They tend to be brilliant, team oriented (teamwork is the norm, especially for big projects), and driven. Fortune describes them as people which “almost university “ see themselves as the most interesting people on the planet, and who are happy-go-lucky on the outside, but type a-highly intense and goal directed-on the inside.

They’re also super-hardworking (which makes sense, since it’s not unusual for engineers to be in the hallways at 3 A. M debating some new mathematical solutions to Google search problem). They’re so team oriented that when working on the projects, it’s not unusual for Google team to give up its larger, more spacious offices and Googlers generally graduate with great grades from the best universities, including Stanford, Harvard, and MIT. For many years, Google wouldn’t even consider hiring someone with less than a 3. 7 average- while also probing deeply into the why behind any B grades.

Google also doesn’t hire lone woves, but wants people who work together and people who also have diverse interests (narrow interests or skills are turnoff at Google). Google also wants people with growth potential. The company is expanding so fast that it needs to hire people who are capable of being promoted five or six times- it’s only, the company says, by the hiring such overqualified people that it can be sure that the employees will be able to keep up as Google and their own departments expand. The starting salaries are highly competitive.

Experienced engineers start at about $ 130,000 a years (plus about 1,200 shares of stock options, as noted), AND NEW MBAs can expect between $ 80,000 and $120,000 per year (with smaller option grants). Most recently, Google had about 10,000 staff members, up from its beginning with just three employees in a rented garage. OF course, in a company that’s grown from three employees to 10,000 and from zero value to hundreds of billions of dollars, it may be quibbling to talk about” problems” but there’s no doubt that such rapid growth does confront Google’s management, and particularly its” people operations” group, with some big challenges.

Let’s look at these. For one, Google as noted earlier, is a 24-hour operation, and with engineers and others frequently pulling all-nighters to complete their project, the company needs to provide a package of services and financial benefets that supports that kind of lifstlye, and that helps its employee maintain an acceptable work life balance. As another challenge, Google’s enormous financial success is a two-edged sword. Although Google usually wins the recruitment race when it comes to competing for new employee against completion like Microsoft or Yahoo! , Google


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