Dr. Brian Collin
May 3, 2015
Founded in 1998 by two Stanford University Ph.D. students, the very popular search engine, Google, is a name that plays on the word google- the number represented by a 1 followed by 100 zeroes- a reference to the huge amount of data online. With 200 million daily searches, the company has turned a profit by focusing on searches alone and not adding other services. By focusing on plain text, avoiding ads, and using sophisticated search algorithms, Google provides a fast and reliable service. Perhaps, the ultimate sign of success, the brand is now often used as a verb- “to google” is to search online. Google provides ...view middle of the document...
Whether recruiting the next great Googler, refining our core programs, developing talent or simply looking for ways to inject more fun into the lives of our Googlers, we bring a data-driven approach that is reinventing the human resources field. (Google Careers).
Google’s approach towards leadership has always been laissez-faire policy. In the words of Laszlo Bock, “our best managers have teams that perform better, are retained better, are happier — they do everything better. So the biggest controllable factor that we could see was the quality of the manager, and how they sort of made things happen.” (Google’s Quest to Build a Better Boss, 2011). Leadership is the primary vehicle for fulfilling the directing function of management. Because of its importance, theorists, researchers, and practitioners have given a tremendous amount of attention to unlock the secrets of effective leadership. The qualities that define a leader at Google Inc., are productive and results-oriented; good communicator; helping the employees with career development; maintains a clear vision and strategy for the team and have technical skills to advise and lead the team.
Google is known for its distinctive perks and benefits which shows what extreme lengths the company can go to make its employees consistently happy. Google offers extrinsic benefits like, flex spending accounts, no-cost health and dental benefits, insurance, vacation packages and tuition reimbursements, free on-site medical care for employees and their families, low-cost high quality child care, a fitness center, library, and summer camp for children of employees. The benefits that the company provides to its Googlers:
1. Food, health-care and child care and vacation packages: these are all the non-monetary financial incentives. They are provided to the employees to motivate them and increase their productivity. Often money alone is not sufficient enough to satisfy higher order need like, self-esteem, status, recognition, etc. people working at higher levels do not always work for money. Various other incentives and perks help them to stick to the job. The food has become deeply entwined with the company culture and identity. Various type of food is served at the office campuses. Similarly, healthcare and childcare plans are also provided. These obviously help the employees to believe that the company thinks about their family also. The ways in which services effects an employee’s productivity are:
* To ease employees’ conflicts between work and outside of work, organizations may use family friendly policies, like family policies or child care. These program soften have spillover effects who see them as symbolizing a general corporate concern for human resources and these promotes loyalty among employees and improved organizational performance.
* An organization’s decision to staff its own child care facility is proven to be very important. It is typically a costly venture with important...