Organizational Commitment

Also the employees at Google have the added benefits of being able to bring pets to work, onsite childcare, and of course the best one chow down on some free food. Additionally, Google creates an environment where its employees are encouraged to bring about any ideas they may have, and having an environment where people can express their ideas helps to foster a joint effort among employees which is extremely vital. “Google has constructed an empire where well-chosen elite accommodates flexibility, shifting roles, and urgency. Google shares whatever information it can with as many employees as possible, encouraging debate but insisting on like-minded cooperation.” (Hardy, 2005) Google has gone as far as to set a higher standard by doing away with the just offer the same old employee of the month parking space, instead they want to show how providing a better work experience results in a higher quality product or service.

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.

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.

(Goodman, 2009) The company primarily focuses on search; advertising; consumer content and platforms; and enterprise products. Some of the core business practices of google include getting to know their employees, creating new ways to reward and promote their high-performing employees, letting their employees own the problems they want to solve, allowing employees to function outside the company’s hierarchy, and have their employees’ performance reviewed by someone they respect for their objectivity and impartiality. (Manimala, M.J. 2013) The employees can operate and experience a free and transparent exchange of ideas in order to best meet the needs of the people in which they serve. Google technology includes the Google Chrome browser, YouTube, Google Maps, Android smartphones and smart contact lenses. The company is also developing a self-driving car.  Overall, their managers trust them to carry out these responsibilities without micromanaging them and their core value is to create technology to make life easier and better for everyone.

In short, Google Inc. definitely meets the standards that Maslow set out for the hierarchy of human needs. The way Google’s organizational culture has operated for the last years seemed to have worked just fine, and some might argue that having the attitude of a ‘start-up’ business within a giant corporation could be the reason for all the success. Should the organizational culture keep its structure and identity as it is?

We hire people who are smart and determined, and we favor ability over experience. Although Googlers share common goals and visions for the com-pany, we hail from all walks of life and speak dozens of languages, reflecting the global audience that we serve.” Google is known around the world for the impressive talent they bring in from across the country. The great thing about google is that they truly believe that great ideas can come from anywhere.

Google (NASDAQ: GOOG) is best known for its highly profitable advertising and search businesses, which are revolutionizing how consumers globally access, analyze, interpret and use data and information. Since its founding in 1998, Google's founders and senior management teams have strived to create a culture that enables rapid, disruptive innovation. Google's Rule of 20%, which states any engineer has the freedom to invest up to a fifth of their time in a research project of interest, is today responsible for 57% of total revenues (Steiber, Alänge, 2013). The Google culture thrives in innovation as a result, with a well-defined process in place for initially evaluating, qualifying and then prioritizing specific research projects. Each engineer has the opportunity to own the project from initial definition through presentation to senior management and eventual launch (Steiber, Alänge, 2013). The motivation to excel with their own inventions and innovative new product ideas has led to the development of Gmail; Google+, the highly successful social network that Google launched in response to Facebook's' dominance; and a myriad of other developments including visual and contextual search, two technologies still under development.

For instances their offices and cafes are designed to encourage interactions between Googlers within and across teams.

Google’s corporate values play an integral role in how it is viewed by those inside and outside the company. They reflect its persona and inform decision making. The fact that Google operates in a dynamic environment makes these values all the more important as guideposts as changes happen around and within the company. The three corporate values highlighted by Edelman and Eisenmann (2011) are “don’t be evil, technology matters, and we make our own rules.”

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.

As we all know, Google is a dominant force in the technology world and has been for years. One of the main reasons for Google’s success is their innovation friendly work environment and lack of fear for failure. With company slogans such as “Don’t Be Evil” and “Do the Right Thing”, it’s no wonder why Google has such a huge consumer following and brand loyalty in today’s culture. Undoubtedly, Google is constantly working on new ventures, both known and unknown. However, a few of the known ventures has the possibility to be capitalized on, changing the way we interact with technology as a whole.

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.

It is no wonder that Google is considered one of the best company’s in the world to work for. With its generous pay and compensations plan it has the ability to attract the best of the best employees. Googles well-designed compensation philosophy supports the organization’s strategic plan and initiatives, business goals, competitive outlook, operating objectives, and compensation and total reward strategies. Throughout its history google has continued to access their pay model and adjust it to ensure it is internally aligned, competitive, takes in to consideration employee contributions and has their management actively involved. Google is not only faced with the challenge of attracting, retaining and motivating the very best talent,

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.

“A study on the role of perceived organizational support and job satisfaction on organizational commitment with reference to employees in Wellfit Auto Industries. “