Silicon Valley is the home to many of the world’s largest high-tech corporations. Silicon Valley companies employee a plethora of talent-rich workers who lead the way in 21st century, and beyond, technological advances. Google is one of the crown jewels of Silicon Valley and like many successful companies, such as Xerox or Velcro; the name has morphed into a verb become synonymous with an activity. “Google this” is the expression that is used to indicate using any internet search engine for results. Although Google is successful in its unique approach to employee development, the company admittedly falls short when it comes to diversity. With businesses recognizing that workplace diversity can positively effect corporate profits, Google …show more content…
Larry Page and Sergey Brin, both PhD students at Stanford University in California, founded Google in 1996 as a research project. Their research projects original plan was to successfully “create the world’s best search” (Schmidt, Rosenberg, & Eagle, 2014, p. 5). According to Eric Schmidt, former Google CEO, and Jonathan Rosenberg, former SVP of Products, once their revolutionary search engine became a viable company their plan was to “hire as many talented software engineers as possible, and give them freedom” (2014, p. 5). The theory was that in a company depending on engineers, Google should develop hiring practices “attracting and leading the very best engineers” was the most efficient way for Google to meet and surpass corporate goals (Schmidt, Rosenberg, & Eagle, 2014, p. …show more content…
The CS First program is “designed to help anyone – a teacher, a coach, or a volunteer – teach kids the basics of coding” (Google CS First, 2015). Google also created a program geared to girls called Making the Code. This program aims to change the perception that code is just for boys. The website states “Code is creative. Girls are creative. Everything else is just logistics” (Google Making the Code, 2015). These initiatives will help Google tap into and develop an underrepresented segment of the workforce by helping to create favorable conditions and
There are very few companies in the world that are successful in two realms: its personnel realm and the business realm. It has become common knowledge that Google’s employees love working at Google. They don’t simply like it, they love it. Many of Google’s employees are computer programmers and coders, and it takes more than money to both motivate them and keep them content. Google’s original “campus” in Mountain View, California, otherwise known as GooglePlex, offers employees everything they may need or want – and more – leaving them with little reason to go home at all. It is abundantly clear that this costly approach has paid huge dividends to Google.
In the article Google Grows on People: Bottom-up Leadership and Minimalist Management Inspire Innovation the author looks at the latest developments in management across the globe to find the most practical implications (Elsevier, 2013). Looking at the success and rapid growth Google has exspirenced they cen see how they have changed how buisness management should be handled. Researchers asked Google directly to find what their secret was and interviewed twenty eight employees in various Google sites across the globe. They asked what the key factors were into making google the inovative empire that it is. The results showed that most people who were interviewed saw individuals by their talents and diversity (Elsevier, 2013). Leaders where to “set the vision and direction for their teams and make the teams role clear” (Elsevier, 2013). By creating a culture, seeing individuals and building great leadership, Google has been able to build an environment of flexibility and freedom (Elsevier, 2013).
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
Additionally, Google’s hiring policy is aggressively non-discriminatory and always favors ability over experience. Google is global and has offices around the world and Google engineering centers are recruiting local talents. When Googlers are not at work, they pursue interests form cross-country cycling to wine tasting. As the company expands it development team, it persists on looking for those who are willing to contribute an obsessive commitment to generating search excellence and having an immense time performing it. Google is mainly known for its relaxed corporate culture that is evocative in the Dot-com boom. In January 2007, it was cited by Fortune Magazine as the no. 1 (of 100) best company to work for (Hoovers, 2007). Google’s corporate philosophy is based on many casual principles. It can also be seen externally through Google’s holiday variations of logo that Google has a relaxed corporate culture. Distinctive salaries at Google are deemed to be quite low by industry standards; however, their stock performance following its IPO has allowed its early employees to be well compensated by involvement in the company’s outstanding equity growth. Furthermore, the company has implemented other employee incentives in 2005 such as the Google Founders’ Award, in addition to providing higher salaries to new employees. Google’s workplace amenities, global popularity, culture and strong brand acknowledgement have noticeably attracted potential applicants.
Google ranks at number one on the 2012 FORTUNE Magazine’s ‘Top 100 Companies to Work For’. “Last year, the revenue increased 33%, Google and gave employees an 11% pay hike.” (Fortune Magazine, 2012). Google employees are devotedly nicknamed Googlers. “At Google, change and inspiration keep our projects improving
Google’s human relations and human resource management styles have changed the way that companies will be managed in the years to come. Google’s model of motivation and leadership tears down the traditional scientific management theory which focuses on results rather than the employees who deliver those results. The Vice President of People Development at Google stated that the company’s strives “to create the happiest, most productive workplace in the world. It’s less about the aspiration to be No.1 in the world, and more that we want our employees and future employees to love it here, because that’s what’s going to make us successful” (Smith,2014). Google shows employees they are valued and constantly motivates them in the workplace by creating a culture that fulfills their needs in all aspects. The office design, the management style, policies, and perks/benefits all put the employee first.
This paper will examine Google’s success, including its consistent inclusion on the “Top Five Companies to Work For” list, Forbe’s, “Top Ethical Companies to Work For,” and employee performance and attitudes. Along with Google’s successes, the paper will also look at what has contributed to its success, perhaps internal factors that could be controlled as well as external factors, which there may have been no control. When we talk about internal influences or factors that Google could control, we will look at the role the founders’ backgrounds, their leadership style, primarily servant and transformational, although there could be more, and the organization’s structure and Board of Directors’ has had on their formation, daily operation,
“Our employees, who call themselves Googlers, are everything. We hope to recruit many more in the future. We will reward and treat them well.” Larry Page and Sergey Brin, Founders of Google
The report also investigates Google’s hiring practices and job design principles. Google has its very own hiring practices, which allow them to find out the best candidates fit for various aspects of this business. The founders
Google Inc. is one of the most successful and popular internet startups. Until now, it is the favorite search engine all the time due to its accuracy and speed in finding results. Besides its technological advances over its competitors, Google’s success also stems from its ability to attract and retain the best talented employees. During the internet boom in the late 90s, Google was the only company that did not experience any employee turnover, while all other major competitors experienced a turnover rates of around 20-25%.
In 1998, Google Inc., “a company that did not actually exist,” (“Google Inc.” 2012 ) received their first investment of $100,000. This small startup company, originally named Backrub, was founded by two Stanford University PhD students, Larry Page and Sergey Brin, in 1996. What started out as an internet search engine utilized by the students at Stanford University, became the world’s largest search engine in 2000. In just 4 years these two students took a research project and turned it into a profitable business, which is now a part of everyday life for most people in the world. The startup story of Google is an impressive one, but more impressive than that is the environment in which the employees work. According to Jorgen Sundberg (2014) of Undercover Recruiter, “jobs at Google are the most sought-after careers in the Silicon Valley. 1 in 4 young professionals want to work at Google, but fewer than 1 in 250 applicants will ever work at the company.”(¶ 1) According to Pratik Kukreja (2011), it is evident, based on Goggle’s 4% attrition rate, compared to the national average of 29.3%, that employees at Google are satisfied with their job.(¶ 12) Google ensures that the needs of their employees are met, which increases their company productivity, by considering the major life events of their employees and creating a unique workplace culture.
Diversity in management can play a very important role in the implementation of protocols and projects. The way Google has tried to diversify their management and the way in which they deal with their employees. The people who are employed at
Google Inc. boasts serving millions of people around the world to “organize the world’s information and make it universally accessible and useful” ("Company – Google."). It has a unique organizational culture that includes high freedom, transparency, stability, and flexibility. Founders Sergey Brin and Larry Page have created a new standard for company culture and success. Through Larry Bock’s book Work Rules!, the google company has had fluctuating levels of success as they learn to navigate this new system of corporation philosophy. Notably, Gmail has been a huge success but Google’s initiative to reward every googler who purchased a hybrid car with $5,000 failed (Bock 324). The company has experienced, however, relatively low failures to their amount of success. They have brought knowledge to many satisfied customers and even produced a mainstream word; people say “just google it!” when they want to know something. Google also shares some of its philosophy with Netflix, another widely successful company.
Google is one of the best known and most admired companies in the world, having grown from a ten-employee business running out of a garage in 1996 to a company that operates with over ten thousand employees (Bauer and Erdogan, 2016). Google is able to keep a competitive advantage over companies like Yahoo Inc. and Microsoft Corp. because they invest in their employees (McKeough, 2008). In 2007, Google was voted the number one “Best Place To Work For” by Fortune magazine and has created a work environment that attracts, motivates, and retains the best employees in today 's workforce (Bauer and Erdogan, 2016). Google’s workplace environment, and a long list of employee benefits, are part of what make this culture so attractive.
This is how Google hires people. Part of how it attracts, retains, and keeps employees happy is by having a great culture with awesome perks. Let’s get into that now.