Google, a company that originally started out of someone’s garage, has gone on to change the way of life for many across the world. Google has become a way of living for so many until terms such as “Google it” has been coin, to represent the search engine able to deliver answers to any question within seconds. Even though Google is mostly known for it’s able to deliver answers within seconds, the company has expand it’s operation into many other tech exploration sectors.
The company has recruited the best of the best from the nation’s top university to make up one the most successful workforce to date. By offering free food to employees, cool social lounges at work, not to mention sleep schedules; Google has the ability to attract the best of the best. In return, Google’s employees have taken the company to new highs and allowing Google to create constant growth. The Culture of Google Google has become the premier place to work. Google offers variety of perk for its demanding work schedule such as free food to weekly sleep schedule for the employees.
In a case study, reported by Finweek, a Local Googler Deshen Naidoo stated: “Google places a large focus on Googler well-being: making Googlers healthier, more resilient, and overall, better for people. There are many great benefits and resources in place that give Googlers choice based on whatever their goals, life situation or passions may be. ”(Finweek 2013) Google has created many programs that lower overall cost for the company, while giving back to it’s employees. By creating many different work environments such as, kitchens with water place in visible
sight to gyms for employees, it allows employees to stay healthy and drive down the cost of health premiums for the company. Also, Google has created formal and informal boardroom that allow the companies to maximize their workforce. Google forces it employees to indulge in end-less perks provide by the company. The company is also known for hiring graduates from elite university in the country that make it through Google’s grudging interview process. Signs of Google Culture Google’s work environment is the dream job for anyone in their twenty’s. Google’s, Original and Current, CEO Larry Page was ask interview done by Lashinsky, A.
(2012) How has the state of being a Google employee change? Larry went on to answer: “But the thing that really has stuck with me from when I was at Stanford is that when you’re a grad student, you can work on whatever you want. And the projects that were really good got a lot of people really wanting to work on them. We’ve taken that learning to Google, and it’s been really, really helpful. If you’re changing the world, you’re working on important things. You’re excited to get up in the morning. That’s the main thing. You want to be working on meaningful, impactful projects, and that’s the thing there is really a shortage of in the world.
I think at Google we still have that. ”(Lashinsky,A 2012) Google offer their employees something that most companies can not offer young employees. Often time, recent college graduates graduate from college with the attitude to change the world and Google has capitalized on this very same attitude. Employees are allowed to work on almost anything they want, much like school. By offering much laid back work environment to employees, Google attracts right minded individuals that strive to creative, sharing the exact same vision as the company.
Google gives,” meaningful, impactful projects”, to employees that allows intrinsic rewarding to take place. Google’s employees feel rewarded just because the work that their performing has a direct value to the employees. Google has created an innovative work environment that employees will brag about for years to come. The Perfect Leader for Google The perfect leader for an establishment, such as Google, must be a leader that can change with time. Google’s work environment is setup for endless possibilities, so a leader would be an individual that is open to change,
able to relate to a younger workforce, and open to error. In an academic article written by Hardy Q, he states: “Google prides itself on hiring only the truly brilliant (and the unabashedly arrogant, rivals say) and believes the crowd always outsmarts anyone inside it. It shares all the information it can with as many employees as possible, encouraging debate but insisting on like-minded cooperation. It also pursues a rapid-fire food-fight strategy that throws out ideas as fast as possible, to see what sticks. The perfect leader for Google would be an individual that is right brained, and open to different experiences.
In addition, this leader would be a individual that is very detail oriented, precise in their work, and explain difficult application in a logical sense, everything of a Sensation-Thinking Personality. This leader must be able to develop raw talent, for most, that are beginning their first real job. To keep Google on the same pace as the company is on now, this leader must encompass all the tools stated above. Google’s work environment is one that is very laid back, which fits the Sensation-Thinking Personality. The workers are mostly recent college graduates that are ready to make their mark in the world.
The perfect leader to cultivate this talent must be open to error, since the workers are new and error should be expected. Also, this perfect leader will allow the workers to work on meaningful projects to maximize the return on invest of this young workforce. By challenging young workers to complete difficult, meaningful task they will stay engage at work and save the company money with employee retention. Changing Culture Due to Decline in Service If there was a decline in the quality of data Google’s Search Engine produce, the company should increase the amounts of extrinsic rewards given to employees.
If the employees are being rewarded more through non-monetary gifts, it will create pure competition between fellow co-workers. Also, introducing profit share programs through the company will make the employees feel like the company is something belongs to them, motivating them to work harder. In addition, I would encourage the company to revisit job design to improve the motivational levels of employees. References CASE STUDY: Google. (2013). Finweek, 13. Lashinsky, A. (2012). LARRY PAGE. (cover story). Fortune International (Europe), 165(2), 34- 36. Hardy, Q. (2005). Google Thinks Small. (cover story). Forbes, 176(10), 198-202.