To entirely understand the importance, size and the impact that Google to the lives of many people across the world is not an easy task. To come up with a search engine found its way into the lives of millions and even and it has become part of our speech. Most people in the modern days use the term Google as verb which to make a search on the Internet. Google as matter of fact represent the biggest internet search engine in the whole world. It gives to the end user the most relevant and useful information from web pages which are over eight billion. It gets its revenue through online business advertisements. Google has launched many new products and services such as Google earth, android and Gmail. Although Google has grown rapidly and is currently dominating in the industry, it has problems too. It cannot seem to retain it staffs despite all the benefits that Google employees receive such us enjoying five star food and also the best insurance covers. The search engine giant which has held about 90 percent of the total market share for many years is known to have the highest turnover rate, with young staffs leaving for look new opportunities in other companies such as face book as they walk through the door or after spending some time.
Google’s successes are not random. They are traced back to many factors which have been cautiously manipulated and managed. The management greatly fosters creativity and innovation .management has been very crucial to the success of the company despite the recent drawback of the senior employees’ turnover. Most of the senior employees have found what they are calling greener pasture such as face book. Just like the rest of the businesses Google has experienced several challenges which are related to management specifically in the human resource department. Face book has been a key poacher of employees who feel the need to shift from Google. Google is not only losing mere junior level employees, but also highly ranked innovative executives. They either go to other technology companies or start up their own companies. ( mark levene ,2013)
Despite the fact that face book is far much smaller than Google as far as the employees population is concerned, Google is a giant company compared to Face book. The population factor is favorable as making an impact at Face book would be easier than at Google. It is difficult to work at a company the size of Google and make an impact. It is very hard for Google to maintain the kind of organizational culture and energy they had when they started up. It is also very difficult for Google to maintain all the employees and people they have hired since they started up. It is very important for organizations to develop a learning culture in their undertaking which allow a clear generation and exchange of ideas. It is evident that no company can manage to keep all employees with them forever. They have to move on at some point. However, in a learning organization where ideas are exchanged freely, even if one leaves, those who are left behind could grow his ideas and make it their corporate asset. The best managerial trick in the book is to keep knowledge going round the organization so that it does not leave when the owner
At Google, the way of employee ranking is different .Traditionally, the product manager is usually above everyone else including the engineers. The engineers there have the final say on everything and their word is taken into account more than that of anyone else. Designers, operatives and other functions are taken to be inferior. Some move away to companies where they get big job titles that come with the expected regard. For some, they move on after spending quite a considerable amount of time at Google. After spending several years there, they feel the urge to move on and take on new adventures and challenges.
Description of the company
Google Company was founded in the year 1998, and it has developed into a big company since its formation, serving billions of people all over the world. The main headquarters of the company are located in Mountain View, California with the name GooglePlex but it has more than seventy offices in more than forty different countries. Although there are no dual offices which are similar, the visitors expect a few common characteristics (Hamen ,2011). Google company was founded by two fellows; Larry Page and Sergey Brin who met in 1995 at Stanford University, in the USA. By 1996, they had built a search engine that was originally called ‘Back Rub’ that applied links to determine the importance of individual web pages. The company was amalgamated on September 4, 1998 and had its Initial public offering (IPO) in August 19, 2004. Main success for the company has been mainly been led by the organizational culture in hiring practices. They recruit smart and intelligent employees and mostly favor ability from experience one may have. Google Company offer products that make it rather simple for people to research for things and access them easily, as well as providing web packages for businesses and for the entire web business as well (Scott, 2008).
The mission statement of the company is to organize the world’s data and facts and make it universally useful and accessible to everybody. Currently, research has shown that the company’s search engine is used by millions of people worldwide every day. Its vision entails organizing all the data in the world and creating it available and beneficial to everybody (Girard, 2008). This makes it probable for speedy searches and message winding via its mail package by the name Gmail. Their Google Chrome web is also part of the vision as it enables web browser add-ons thus opening up to fresh markets.
However, despite all their technological advances and capability, the company is more ’people-centered’, for it recognizes the importance of the human resource in the accomplishment of its dream as well as long and short term aims and objectives in line with its mission. This is marked right from the commencement in the employment phase, where the company depends more on capability and shared aims and vision than experience (Scott, 2008). Employee participation and contribution is the involvement of employees in making of crucial decisions such as those as relating policy, aims or even quality and up to now there is no company could have done it better than Google.
The company has taken employee involvement a mark higher by embracing the objectives and key results model in order to develop and prioritize objectives and goals. However, this model greatly involves every employee in key decision making together with implementation, and that what had led to success in recent years up to date. This model comprises: Every employee sets objectives and key results which requires all employees to come up with at least five aims and at least four outcomes from each aim for every three months, Managers and employees then have to commonly reach agreement on the set objectives and key outcomes before any step can be taken further, Evaluation of goals to employee and the management sets an achievement target of between sixty to seventy percent .The last that the model have is Decision on results whereby the management together with these employees, on evaluating the results, agree whether to proceed with these objectives for the unrealized key outcomes, or to just establish fresh objectives. If those key outcomes are of great significance to the organization, then employees are permitted to continue with them (Girard, 2008, Scott, 2008).
This model performs as a roadmap which is very essential in the logic that it keeps workers and everybody otherwise focused and working to attain what they have set out to. This keenly shifts the reliance of achieving the goals of the organization on just the other resources available to the employees, who are the active doers, not forgetting the professional employees that Google has employed. Google not only actively involves employees at the office atmosphere, but also in other leisure activities and interests. This boosts cohesion among groups and all employees as well as enhances team-building and these activities and prototypes are of great significance when it comes to applying their core business tactic (Girard, 2008).
Google’s core business involves working on universal and cross-functional schemes at the heart of what they do. The cross-functional teams help to deliver perceptions to top management and managers hence controlling crucial decision-making, and undertaking and reserves on some of the serious investments of Google. This technique is however guided by ten views that the company upholds: Focus on the customer is the primary key and comes before anything else, so it is mainly considered. Google Company focus on offering the best internet search through laborious research and development. The search engine provide fast and effective access to the Internet sources thus being reliable (Frazel, 2009).
Creating a web search engine that enables many people to post web links, and the objective is to bring what is of worth and helpful to the users. Not demanding to access information from your desk through developing mobile services to access information from anywhere on any type of device. Another view of the company is to show that you can make money without doing any evil deed. Ensuring that there is always more information out there meaning that Google strives to store more information for the users ( Frazel, 2009). By having many offices all over the world, it ensures that services are offered efficiently and continuously. Guaranteeing that you can be serious even without wearing suit and Google company do so allowing employees to work without having to wear suits. Stretching goals beyond the possible to ensure they get to the even higher levels by stating good is not good enough.
Google Company gives a range of outfits that enables businesses of all types to work efficiently and prosper while on and off the web. These plans are the main principles that form the pillar of our own organization and have also empowered entrepreneurs and those who publish all over the world to grow their own business. The marketing and promoting programs, which assort from modest text advertisements to rich media advertisements, aid businesses discover customers, and help those who publish to create cash from their content. Google afford cloud computing products which can help organizations and businesses that save and invest money to be more fruitful (Girard, 2008).
For example Google My Business is one of the services which enable customers to reach socialize with other customers across the world Google maps, Google search, and Google maps on their mobile devices without any payment. The company build products that they expect will make the web better and therefore the experience of the customers on the web improved. With merchandises such as Android and Chrome, Google Company want to create it faster and simpler for everyone to do what they want while online. Google Company is also devoted to the open web which will enable people to be involved in numerous projects in order to make it easier for web designers to participate to the online network and move the web onward. However, working hard to generate a web that is well and healthier for the surrounding by applying resources professionally and supporting renewable power. The internet network has advanced extremely since Google Company first appeared on the sight, but single entity that has not changed is the confidence in the infinite options of the Internet currently (Frazel, 2009).
The management of Google Company is well organized in all terms and this have steadily assisted in its expansion and growth globally. Beginning with the executive officer who is the most crucial person in the company, he has contributed a lot in terms of advising his employees and managing the company. The direct communication system to the employees is done using direct mails to any of the Google Company’s front-runner and facilitated by use of Google Moderator, an invention of employee’s organization tool designed by the engineers in the company (Girard, 2008). The clue behind this innovation was that, when its employees have direct communication to make to the rest of employees in the company, or there are company-wide meetings of Google Company, any question can be answered to the employee. Through Moderator, employees can realize on hand company ideas, proposals, see the collective votes to date, create a new sequence asking for ideas that either come from their thoughts or other users they interact with in the work in an organized topic, and during Google events or meeting. Through this system, Google company has being able to tap into the many talents of its employees and customers as possible.
Company has faced a major problem with employees leaving the company for other companies like Facebook: which has been a key poacher of employees who feel the need to shift from Google. Google is not only losing mere junior level employees, but also highly ranked innovative executives. They either go to other technology companies or start up their own companies. However, top executives leaving Google and joining Facebook has become more like a trend nowadays. One of the key men at Google to leave for Facebook in recent times is Lars Rasmussen, who is the co-founder of Google maps and the Google branch in Sydney. Rasmussen left Google just two months after they had rejected his toy project, an innovation he was keen on introducing, called ‘Google Wave’. Google wave was intended to be a new technology that would boost online and social interactions via the web as well as enhance coordination (Girard 2008).
Facebook is far much smaller than Google. In terms of employee population, google is a giant compared to Facebook. Google has25000 employees whereas Facebook 2000 employees. This population factor as noted by Rasmussen was favorable as making an impact at Facebook would be easier than at Google. He notes that it is difficult to work at a company the size of Google and make an impact. The energy and spirit with the Facebook workforce, as he noted, was high. Rasmussen is one of the many senior creative executives to leave Google for greener pastures where their opinions and ideas are taken seriously. Key members of the team that worked with him in the implementation of Google maps, Bret Taylor and Jim Norris, also left the company to join another known as ‘Benchmark Capitals’, where they were given better job titles. At around the same time the two left, another important executive and a third product manager to leave for Facebook Paul Kedrosky was quoted in an email likening his new employers to the “Google of yesterday and the Microsoft of many years ago”. He seemed content at his new workplace especially because the company executives would meet up every occasionally and accord everyone the opportunity to feed on each other’s genius. He applauded at Facebook for achieving better results with just sixty results what others elsewhere could not achieve with six hundred (Girard 2008).
It is critical to recognize the fact that it is very hard for Google to maintain the kind of organizational culture and energy they had when they started up. It is also very difficult for Google to maintain all the employees and people they have hired since they started up. This is due to the many factors as well as availability of a wide range of options from other silicon entities like them, which their employees are seizing. This shifting of key important creative talent could be attributed to the changing concepts on how the new generation employees are perceiving work. The 21st generation workforce needs to feel like they ‘work with’ rather than the traditional notion of ‘working for’. The need to be involved in critical decision-making and get their opinions heard and considered is why they might tend to leave companies where employees are given responsibilities rather than taking them up. Collaborating with employees in idea generation and decision making processes will make them own up responsibilities and that is enough drive and motivation to work (Snell Bohlander 2013).
The employee’s knowledge is no longer the management’s prerogative nor the organization’s but that of the individual employees. It is important for organizations to develop a learning culture in their organizations. This will ensure that ideas are generated and exchanged: from the original conceiver of the thought to the rest of the organization. Rasmussen left at a time when he was working on a new project that would have re-defined online interactions. He walk right out the Google door along with is idea. It is evident that no company can manage to keep all employees with them forever. They have to move on at some point. However, in a learning organization where ideas are exchanged freely, even if one leaves, those who are left behind could grow his ideas and make it their corporate asset. The best managerial trick in the book is to keep knowledge going round the organization so that it does not leave when the owner leaves. It is therefore important to forge cooperation with employees so that ideas are generated, nurtured as well as grown (Snell Bohlander 2013).
Many employee and top executives have left Google over the years. Below are some pf the reasons as to why they have left:
Being anything else other than an engineer meant you were below everyone else. Traditionally, the product manager is usually above everyone else including the engineers. At Google, the case is different. The engineers there have the final say on everything and their word is taken into account more than that of anyone else. Designers, operatives and other functions are taken to be inferior. Some move away to companies where they get big job titles that come with the expected regard. For some, they move on after spending quite a considerable amount of time at Google. After spending several years there, they feel the urge to move on and take on new adventures and challenges. Another factor that made people leave is the feeling of disconnection especially for those in satellite offices. People like Lars Rasmussen and part of the Google wave team located in Australia left because they felt that their views and ideas were not being put into consideration by the head office at Mountain view, California, in the USA. Making a point at Google needed one to make a trip to Mountain View, which is ironical considering the massive technology they are dealing with meant to transmit information. This disconnect made them leave to places where audience is accorded. Others leave Google to go for better offers. With names like Google, Facebook and Microsoft one one’s resume is something incredible. Some will move to places like Facebook, where most of Google’s ex-employees go, because the offer is better plus the boost in resume and credentials for future employment. Lastly, some top executives will leave Google because they feel the entrepreneurial itch. The urge to start up their own enterprises acts as a drive to move away and start their own thing. Good examples are; Ev Williams who founded the social network Twitter, Dennis Crowley who founded Foursquare, Kevin Systrom the founder of Instagram and Ben Silbermann who is the founder of Pintrest. Anna Patterson, a former employee, left to even create a rival business by crating her own search engine(Girard 2013).
However, this rate at which employees are defecting to rival companies can be delt with by use of the necessary theories and applying them in operations. The motivation theory of management by objectives (MBO’S) would work at Google. This means that, instead of receiving orders from above, employees will be involved in strategic decision-making especially on operations affecting their daily work. This ensures they are part of formulating goals and objectives, which will in turn drive them towards working to achieve. More innovative employees have a high likelihood of leaving jobs that do not offer them opportunity for strategic input.Employees expect growth and future promotions as well as pay hikes for doing their jobs diligently. Google should provide opportunity for growth and not ignore some ideas, as this is what will make the employee successful in his /her field. Strategic talent management is an important principle to be able to cater for the needs of the available skillful workforce so that they can be as productive as possible (Beck, 2004).
Lastly, organizational learning should be encouraged and practiced. This not only gives the employees a learning opportunity from the environment, but also from each other. Through this, employees are able to lift and better each other’s ideas with the market in mind hence there will be increased quality of products offered as well as better market reception due to the good reputation of the organization all round. A learning organization will see employees involve themselves in process improvement, setting of objectives and developing a self drive to work towards achieving the set goals and with minimum supervision. Employee turnover will thus reduce due to increased satisfaction (Argyris, 1999).
The culture in an organization is very crucial since it plays a huge role in whether it is healthy and happy environment to work in .In promoting and communicating the organizational culture, their acceptance and acknowledgement, can greatly motivate the work behavior and also the attitudes. For the case of Google, when the interaction of senior and junior employees is good, there will be greater contribution toward the team collaboration and communication and there is encouragement to accomplish the mission or achieve their set objective given by the organization hence enhancing job satisfaction. Despite its unbelievable employee’s turnover rate, Google continue to dominate search. The company, nevertheless, may need to take keen look at its lucrative profit and consider whether they are actually having that a great deal of an effect on employee maintenance. The outstanding adaptation that Google have has made it further ahead of its competitor. Google has been able to overcome many challenges which have made it to reign in the broad search kingdom. Its mission statement of is to organize the world’s data and facts and make it universally useful and accessible to everybody. Several researches are underway to determine how it is being used in the whole world daily, these researches are very crucial since they help to improve the quality of their products and service.
Google should encourage employee education. This not only gives the employees a learning opportunity from the environment, but also from each other. Through this, employees are able to lift and better each other’s ideas with the market in mind hence there will be increased quality of products offered as well as better market reception due to the good reputation of the organization all round. A learning organization will see employees involve themselves in process improvement, setting of objectives and developing a self drive to work towards achieving the set goals and with minimum supervision. Employee turnover will thus reduce due to increased satisfaction
The motivation theory of management by objectives would work at Google. This means that, instead of receiving orders from above, employees will be involved in strategic decision-making especially on operations affecting their daily work. This ensures they are part of formulating goals and objectives, which will in turn drive them towards working to achieve.
Google should offer opportunity for expansion and not disregard some ideas, since this is what will allow the employees to be victorious in their fields. Planned talent management happens to be important standard to have the ability to provide for the requirements of the available competent workforce so as they can be productive
Google should create environment which encourage retention via creating more chances for professional development, involvement in decision making. It should forge cooperation with its employees so that ideas are generated, nurtured and some time grown.
Argyris, C. (1999). On organizational learning. Malden, Mass: Blackwell Business. Beck, R. C. R. C. (2004). Motivation: Theories and principles. Upper Saddle River, N.J: Pearson Education.
Girard, B. (2008). The Google way: 12 management strategies to revolutionize your business. San Francisco, Calif: No Starch.
Snell, S., & Bohlander, G. W. (2013). Managing human resources. Mason, Ohio: South-Western.
Girard, B. (2008). The Google way: 12 management strategies to revolutionize your business. San Francisco, Calif: No Starch.
Frazel, M. (2009). Using Google and Google Tools in the classroom: Grades 5 & up. Westminster, CA: Teacher Created Resources.
Scott, V. A. (2008). Google. Westport, Conn: Greenwood Press.
Levene, M. (2013). An introduction to search engines and web navigation. Hoboken, N.J: Wiley.
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