Google 's Best Company For Work For A Company

I would like to begin by saying that I am usually not jealous or envious of many people but I have to say I am actually jealous of all the googlers. That being said I know now if I was to ever own my business I will make sure to first read Laszlo Bock’s book “WORK RULES! INSIGHTS FROM INSIDE GOOGLE THAT WILL TRANSFORM HOW YOU LIVE AND LEAD” I believe this book can help transform the way we conduct our businesses and how we treat our employees. It’s the new way of looking at the workforce, the old view was to invest in your business and not employees but new view is when you invest in your employees the rest will follow. Google’s HR along

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

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.

Google Incorporated, founded in the late 1990s by two Stanford University Ph.D. students Larry Page and Sergey Brin, is a technology company. Google was officially incorporated as a privately owned company on September 4, 1998. It became a publicly traded company in August of 2004. At its founding Google was incorporated in California. Five years later, in 2003, the incorporation location changed to Delaware. The company’s headquarters is in Mountain View, California but it has many other office buildings around the world. For example, there is a large advertising sales team housed in New York City. As of 2014, the company ranked 46th on Fortunes top 500 U.S. Corporations. Ernest and Young LLP audited Google for the 2014 fiscal year. The

Fortune 's magazine repeatedly crowns Google as ranking in the top 5 of the "100 Best Companies to Work For". Since its beginning in 1998, what role does Google 's organizational culture and communications play in this coveted achievement? Their values are proudly displayed within their company website, particularly under their "Philosophy" link. How do such espoused values harmonize with their enacted values? What role might perception and conflict in group communication be credited with this companies incredible success?

The company's official mission statement is "to organize the world's information and make it universally accessible and useful" (Google, 2012). Google hires people who are smart and determined, and the organization favors ability over experience (Google, 2012). Google is one of the top tech companies in the world and as a result it attracts some of the world's top talent. Although many of the employees share common goals and visions for the company, they all hail from different walks of life and speak dozens of languages, reflecting the global audience they market to.

The purpose of this project is to review Google and analyze it as a potential employer. Throughout the report, we will cover their financial status, the culture of the company, and the future outlook. Additionally, we will explore the benefits and incentives offered, and employment opportunities. Our main goal is to come to a general consensus of what the company stands for and if it would be considered a suitable employer.

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

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

There are many factors that have contributed to Google’s overwhelming success. Forward thinking, new technology, and the ability to adapt to evolving needs are all aspects of the organizations ability to maintain a competitive edge. Without the organizing function however, all of the new ideas and innovative technology would be lost in a haze of disorganization and inefficiency. Google has made millions by ensuring that the brightest and most

The way that modern businesses operate and are perceived has changed dramatically in the past few decades. Some of these changes have been “cosmetic” whereas some of them have revolutionised company and employee management. “Google’s organisational structure and workplace practices (such as their ‘fun at work’ initiatives) not only allow for increasingly creative and innovative ideas to emerge, but are also undoubtedly positive for employee well-being”. This report will outline how Google and other organisations have developed and successfully applied different management strategies that deviate from the standard bureaucratic model.

Reading the case study “Google’s HR Dilemma” by Mridu Verma, we have gained some knowledge about Google’s success story.

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 study helps in finding out how Google designs the workplace satisfaction, that is why after analyzing the workplace of Google through Maslow’s need hierarchy theory it is clear that why it is so famous and well known in corporate circle. Google provides enviable perks to its employees and it has scratched the traditional human resource structure and reengineered it to create a happy, motivated and profitable workplace. Google has been highly innovative in its achievements in just a decade and successfully manages and integrates the people across all the cultures by concurrently motivating them so that they are consistently loyal, innovative, productive as well as ambitious. The company is famous for bestowing incomparable over-the-top perks on its workers. Have fashionable designed bowling alleys, billiard tables, employees getting free haircuts during the working hours. Every employee gets free food, free gym memberships along with Wi-Fi outfitted shuttle rides that they take to work. All these help in satisfying and motivating the employees physiological, safety, esteem, self actualisation and attraction and belongings