Google: The Motivational Dilemma Of Google

Motivation is a very broad term that is discussed in a variety of settings. There is the motivation to perform in a business setting, the motivation to perform on the field of competition, the motivation to provide for friends and family, and the motivation to accomplish goals that have been set. These are all various motivations that any one person can be involved with at any time. According to Maslow, motivation always exists within a person and in various forms, “...motivation is constant, never ending, fluctuating, and complex, and that it is an almost universal characteristic of practically every organismic state of affairs” (Maslow, 1954). As complex as motivation seems, it is everyone’s intention to identify their personal

Google is one of the most popular, and most used web search engines in the world. Google also has many services that helps you send mail, generate website pages, and create blogs. With all of these great tools come many great, user-friendly features specifically tied to Google. Google has vastly become one of the best search engines in the world, if not the best. Google averages about 12 billion searches per month, which is the most by any search engine in the world. Users can also search for photos, newsletters, and even geographic locations. The best part is, that all of these services are basically free. Google has also set to build more then just a search engine. Google is working on Google glass, self-driving cars, and even have a cell phone called the Android. Google also owns the rights to YouTube, where many users go to upload and watch countless videos. Another great thing the company is doing is spending money on alternative energy sources; last year Google spent 1 billion dollars trying to increase the use of wind and solar energy. Google is also fighting in D.C. to keep the Internet free for Americans. Lastly, Google has one of the best working environments in the world. Google has been the number 1 best company to work for 5 times in a row, including this year. They have been reported to the best human resources department in the world, taking their employee’s happiness over profit. There is no doubt in anyone’s mind that Google is not the best company to work

This report provides a comprehensive business analysis of Google as a company. Contents of this report will include; a comprehensive discussions on Google 's approach to value creation and how they maintain their competitive advantage in today 's markets, the current competitive situation of the company including their market environment, their current competition, and corporate business strategy. It will illustrate and explain the strategic framework of Google using such technics as, S.W.O.T analysis, Porter’s Five Forces, and a Pestle. Also included is the examination of the corporate culture within the company and how it reinforces Google’s current value creation strategy. Recommendations to improve the competitive position and the responsiveness to the business environment will also be discussed. Some topics discussed will be but not limited to; the re-alignments of current business structure, what changes that can be made to the corporate culture, and changes that can be made to the current business strategies.

As per research for the best employer in the market, Google provides the best employment to all talents. Google has been around for few years and so far they have been providing the best compensation and benefits package to their employees. They have been very flexible in work hours because the company does not follow strict eight hour rule and no company has no uniform. Instead, they measure success in terms of employee productivity and efficiency. They also encourage their employees to allocate twenty per cent of their time to value adding activities for Google. Aside from their regular projects, the company encourage its employees to work on projects which will be giving benefit for the company. In this way, they allow their workers to be more creative and innovative which has been very significant with the company’s constant success in their field. Their approach has been able to develop and enhancement of different software like Gmail , Google news and many more.

Even though I believe Google’s management system to be effective and the article’s explanation of the system to be credible and valid, I do not believe it will fit the culture of my company. Working in the restaurant industry, our employees are not as technically minded as the employees of Google. From experience, direct management and more guidance are needed in a customer-service directed atmosphere. While my boss may find the surveys and employee improvement strategies to be helpful, Google’s exact system is not comparable to the restaurant industry.

Google is overseen by a board of directors that passes the information down to an executive management group (Thompson, 2015). This management group is responsible for overseeing different departments that are broken down to even smaller units. Witnessing the new changes and progression Google has made over time, it is beneficial that they don’t use the standard corporal structure. Instead, Google allows employees opportunities to be a part of new ideas with having to feel watch over. Another key change is Google’s 70/20/10 rule (Thompson, 2015). This expectation means the employees are to spend 70% of their day on projects that are assigned by management, 20% each day on new products, and the 10% on new ideas they want to pursue. Google gives this rule the credit and driving force behind the progression on Google (Thompson, 2015).

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.

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 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.

Clearly stated and conveyed organizational goals do more than just let the general public know what the organization aims to achieve, but also can serve as a driving force for employees of the organization. Google's recent success in the hyper-competitive Internet search engine industry is based, in part, in their ability to utilize their corporate goals to drive daily actions geared towards achieving these goals, and has helped propel the company to success. To fully understand how Google's corporate values and goals concerning employees, their customers, and the Internet motivate their employees, this paper analyzes the company's stated goals and how they relate

The success of any business entity relies heavily on the management approach and human resource strategies. Google is operating in an industry that demands a high rate of innovation for the organization to remain competitive. The success of Google is attributed to a talented management team that can formulate effective strategies and a competitive workforce.

Maslow 's Hierarchy of Needs describes a system for human motivation. According to Maslow, motivation is a range of psychological processes that help guide us to meet our personal goals, as well as driving us to continually achieve additional goals on a path towards greater self-awareness. By definition, motivation represents the choices we make; selecting a particular path as opposed to a distinctly separate choice. Motivation represents the desire relating to fulfilling personal needs, how much energy and intensity we place in achieving the desired results, and how we deal with overcoming the obstacles in order to achieve our goals (Cizmeli, 2007).

Motivation is what gives a person that drive or desire to take on a task and complete it while actual enjoying preforming the task. The textbook had several different theories of motivation the one that I related to the most is Maslow’s five needs that consist of levels from lowest to highest. What Maslow believed drove a person to be motivated was physiological such as food or shelter, safety and security, belongingness or friendship, esteem for yourself or

Google is one of the biggest company in the world. It was founded in 1998; it was developed to serve hundreds of users around the world. Now, it is working on an innovative business model of attracting an internet user and earning revenue from targeted advertising. The mission statement of Google is “to organize the world’s information and make it universally accessible and useful”. This Google’s mission has shown advantages for the organization and earned benefits and also made it top over its rivals. It went global and established branches all over the world and offered its services in all local languages, this helped the company gain an advantage over its competitors.

Motivation is the desire or willingness to fulfil a goal. Within the working environment, it is essential that the company’s employees to possess / retain motivation in order to maintain optimal output. According to Maslow’s theory regarding the hierarchy of needs, it states “that human motives can be arranged in a hierarchy of priorities”. These priorities consist of Physiological, Safety, Belongingness, Esteem, Self –actualisation. This theory outlines that humans are ‘want’ beings, and once a need is fulfilled, the next need appears and demands to be satisfied. This process continues until the needs of self-actualisation, cannot be fully fulfilled, resulting in a halt of the generation of needs. In simple terms, Webfinance (2014) states “once a need is satisfied, it stops being a motivator of human beings”.