Google 's Strategic Plan And Initiatives

Compensation systems can take on many forms, all of which have positives and negatives related to it. However, certain components are noted to be determinants of solid compensation plans. One agreement of a solid compensation system is the use of incentives. “Clearly a successful companies set objectives that will provide incentives to increase profitability” (Needles & Powers, 2011). Incentive bonuses should be measures that the company finds important to long-term growth. According to Needles & Powers (2011) the most successful companies long term focused on profitability measures. For large for-profit firms, compensation programs should offer stock options. The interweaving between the market value of a company’s stock and company’s performance both motivate and increase compensation to employees As the market value of the stock goes up, the difference between the option price and the market price grows, which increases the amount of compensation” (Needles & Powers, 2011). Conclusively, a compensation plan should serve all stakeholders, be simple, group employees properly, reflect company culture and values, and be flexible (Davis & Hardy, 1999; The Basics of a Compensation Program).

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

7. Option compensation will continue to be a critical component of compensation for executives as it simplistically aligns the executives’ pay to shareholder value in its simplest sense. I don’t believe that options compensation is the primary driver of behavior when things shift from the legal to the illegal. As with most senior executives in industry, ego is a huge driver in individual behavior. Compensation is important, but the recognition of your performance is sometimes even more important. We have created a performance driven culture without the necessary control framework for people to operate within. One minute you are doing a great job, the next you have crossed an imaginary line. The frameworks don’t do enough to quantify behavior as legal and illegal leaving inconsistent rules for organizations to operate within. How does Enron compare to the subprime mortgage debacle, or to Steve Jobs backdating options. There remains too much room for interpretation.

Google has a pay for performance strategy. When utilizing the pay for performance program it should reflect: what fuels individual performance, what links individual performance and organizational performance, and how to effectively use performance goals to achieve short-term successes and long-term objectives while managing risk.

With the constant change in today’s business world, to have a competitive advantage makes it difficult for employers to attract and retain the most talented employees. Identifying the company’s compensation strategy ensures the organization offers the right pay and manages the pay increases to retain top talents. When we hear the word compensation we think about compensating an employee for their work performed, but there

A well-articulated compensation philosophy drives organizational success by aligning pay and other rewards with business strategy. It provides the foundation for plan design and administration and anchors current and future plans to the company's culture and values (Kaplan, 2006, p.32). Recognizing and rewarding achievement is the cornerstone of the company A’s compensation philosophy. The mission of the company is to attract, select, place and promote all individuals based on their qualifications. The company believes that performance-based compensation helps attract, develop and retain talented professionals. In addition to base pay which based upon local market conditions and targeted to be above market, the company provides the following types of potential compensation to reward performance:

Google Inc., American search engine company founded in 1998 by Sergey Brin and Larry Page. Google handled 70 percent of worldwide online search requests, placing it at the heart of most Internet users’ experience. Even though Google’s essential core business is search service, it now offers more than 50 percent Internet services and products from Gmail and online document creation to software for mobile phones and tablet computers. Google successfully maintained its core competence meanwhile expanded its business to advertisement and application three major core businesses. Its success in market levitates Google’s growth by acquiring other tech companies as a way of horizontal integration. For example, its 2012 acquisition of Motorola Mobility put it in the position to sell hardware in the form of mobile phones. Google’s broad product portfolio and size make it one of the top influential conglomerate companies in the high-tech market place. Google plays a very vital role in ICT ecosystem and it is one of the forces that enhance the growth of entire ICT ecosystem. For further illustrating the ICT ecosystem, I chose Apple and Comcast as device and Internet infrastructure firm to compare and contrast against Google.

Their confidence inside their own company and also the market hasn't been misplaced. Schmidt’s 12. 45 mil shares involving Google are now worth concerning US$4. 86 billion. In the same way, Brin’s 31. 6 mil shares and Page’s thirty-two million gives are every single worth more than US$12 billion. Considering the actual strong performance from the company following IPO, the table in 2006 wanted to raise the actual salaries from the top trio through the nominal quantity of US$1. Most three

Being that there are differences in intrinsic and extrinsic motivators for the current working generations, leaders are responsible for creating diversified compensation packages to better reflect these different motivators in order to keep a competitive

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

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’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.

Google’s mission statement establishes a well-defined sample that relates directly to its business strategy. Indeed, Google’s mission is “to organize the world’s information and make it universally accessible and useful.” Google does not only work with information outreach but it also creates new ways to invest on new odd projects with a possible payoff. Moreover, Google’s information core information systems strategy supports its business strategy by promoting a culture of creativity and innovation. With this in mind, Google’s intranet is an open information source for all employees to share their ongoing current projects, research ideas and collective information. Google’s strategy has exceeded expectations due to customer satisfaction and by turning web page advertising through AdWords and AdSense, an innovation approach with constant improvement to its products and services.

Google salaries are highly competitive which allows the company to keep employees satisfied in this area.

Google is one of the best companies in the world for its search engine and advertisements. Google has very talented employees working in its organization who gets very high income from the organization to retain them. When it comes to motivating their employees, it can be said without question that Google stands out from the rest. But these motivational ways are not enough to retain its smart employees. But there are certain motivational dilemmas in Google that cause people to quit.