Google's Approach : The Humanistic Approach

It is refreshing to have an employer declare its most important guiding principle is its ‘commitment to members.’ Investing in its personnel by providing “education, personal enrichment and professional development that enables them to utilize their individual strengths to achieve our collective mission of offering the highest quality of service to the public” (CSP, 2011).

Secondly, human resource is an important aspect of business; most of organizations nowadays view people as their most valuable resources. In fact, the part that intrigued me was the challenges derived from the changes in function and structure of HR department. HR is becoming a need for every aspects of day-to-day management, and job-seekers would find their jobs require more of generalists with more skills and competencies to perform multi-tasking (Larsen & Brewster 2003). Those are challenges as well as potential, on which you could learn and develop yourself.

Need to bond with our fellow humans… establish room for socialization and a strong culture. There is an enormous boost in motivation when employees feel proud of belonging to the organization and feel that they have a ‘work family’.

Inclusive workplaces that understand the needs of their employees and make staff feel valued and respected also have greater success in retaining staff. Having a range of policies and facilities in place to ensure that all employees are able to balance work with other aspects of their lives has a positive impact on job satisfaction, productivity and commitment. In contrast, in organisations where stereotypes persist and some groups of employees face barriers to success, these employees experience negative consequences on performance, health and wellbeing.

Our management believes that our moral obligation to ensure that our employees are provided with a stimulating and secure work environment on a daily basis.

Google was created by two young men, Larry Page and Sergey Brin. They combined skills to create the perfect search engine they both envisioned. The now efficient, popular search engine built its image through internet traffic and economically through AdWords. A company as large as Google needs to be efficient, Frederick Winslow Taylor and his idea of the “one best method” of work, otherwise known as Taylorism, was the perfect fit for the company. Carr painted the picture for his readers by writing,

“An organization must maintain a culture that creates an environment that promotes harmony and meaningful activity among its workforce, yet provides utility in the services and products it

A healthy work environment “is a set of interconnecting surroundings, circumambiencies, and conditions that determine, influence, and guide growth and action” (Kramer, Schmalenberg, & Maguire, 2010, p. 4). There is a variety of different characteristics surrounding a healthy work environment. Some characteristics are “a culture of collaboration and communication, adequate and appropriate staffing, authentic leadership, meaningful recognition, and continued professional development” (Sanders, Krugman, & Schloffman, 2013, p. 346). A healthy work environment assists in satisfied employees, which in turn retains

A healthy culture is crucial to the success of any organization. Creating a healthy organizational environment is the responsibility of the organizational managers and leaders in collaboration with their employees. One strategy that an organizational manager can employ in order to create a healthy culture is to provide an atmosphere of personal responsibility and accountability. By creating an environment where teams can hold each other accountable while celebrating successes as a team intensify loyalty, commitment and dedication to the organization. In addition, an honest and accepting atmosphere increases productivity and inspires creativity, maximizing the organization’s

The role of the human resources (HR) department can play a significant role in the success and achievements of an organization. The department, which has evolved from the

Culture at Google – Has there not enough been spoken about the culture at Google?

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.

The strategy of focusing on getting information to millions of people internationally is the foundation of Google. Another strategy in which Google is unique is their culture. Google creates an atmosphere of creativity, teamwork and brainstorming which has helped win them a spot in the top 10 of Fortune magazine’s best companies in which to work.

The company I decided to write my final project on for Management Theories and Practices is Google. According to Google, the company was founded on September 4, 1998 by Sergey Brin & Larry Page. They founded the company in Menlo Park, California. The two founders were only college students at the time, pursuing PhDs in Computer Science. ("Management team," 2015.). Neither of them finished their degrees. Yet from there, the company took off. If you take a look at Alexa.com you 'll see that it monitors the popularity of websites on the internet and Google is number 1. That means Google is the most visited website in the entire world ("Top sites," 2015.). The paper I am writing today will be taking a closer look at the famous company itself, and the employees within keeping it running.