Google as One of Australia's Best Places - Literature review Example

GOOGLE: CASE STUDY Google: Case Study Author Author Affiliation Date Introduction & Problem Identification At the present, the majority of business organizations are continuously discovering innovative means and methods to make effective use of high quality talent, maintain top HR resource talent, and build modern approaches in order to encourage employees for best and most excellent performance. In this scenario, there are numerous theories regarding how administration can more efficiently reward and motivate staff. However, highly developed corporations are discovering methods to perform just that in a great deal enhanced way. For example, Cisco, Google and Wholefoods are some of the pioneer businesses that are restructuring their overall administration and business management; as a result workers are able to modernize their overall working and produce creative ideas stuff for offering blockbuster services and products. In addition, they are satisfying their staff and team members by offering attractive deals and bonuses similar to on-site swimming pools, permitting staff to bring their personal pets at job, offering workplace based childcare centers, as well as all the free food workers want. These all aspects and facilities are offered to provide a more relaxed environment to staff members where working group thinking is superior and collaboration is essential to discover the next product that could alter the marts needs and demands (Thite, Kavanagh, & Johnson, 2012). In addition, some of the highly developed companies such as Google Inc. hold small individual industrialist groups as well as avoid the tight micromanaged atmosphere of traditional business environment. Additionally, these businesses have scrapped the staff of the month vehicle parking space and increased the bar on how businesses are able to get effective results by rewarding staff. In this scenario, this report will discuss some of the important aspects of human resource related aspects in context of Google Corporation. This report will discuss how essential it is to create an efficient means that promotes traditions of creative innovation, self empowerment as well as self motivating staff? In these days business atmosphere, it is difficult to bring revolutions where freedom is encouraged inside the majority of organizations. Though, numerous conventional businesses still follow traditional form of administration where team members are follow old school micro-management methods that do not create the most excellent products (Gill, 2008). This report discovers the theory at the back of how businesses are able to reward staff in an attempt to motivate them to turn out to be top-producing businesses that will discover the most excellent ideas as well as services. In this scenario, Google Australia is presently offering a great deal of structured leadership to offer the most excellent atmosphere to encourage their staff by means of extrinsic and intrinsic compensation and rewards. It is admitted fact that Google has turned out to be top-producing company that has introduced a large number of most excellent services that have shaped our world and offered a great deal of support for searching more accurate information. In this scenario, corporate leaders who want to take their businesses to the next level and want to discover new means of rewarding staff intended for high-quality work will be successful in this latest financial system. For this purpose they need to study businesses (like Google), this will promote free thinking, strengthening employees to collaborate as independent business groups, as well as offer work regions that are relaxed as well as do not deduct employees’ exclusive individualism, humanity or personal freedom (Freeman, Harrison, & Wicks, 2007; Hearn, 2011). Literature Review In the literature of human resource management, there are numerous theories for the staff motivation and rewards. In this scenario Hawthorne’s research in the early 19th century assessed how managers are able to motivate staff to work more professionally, by means of excellent work at the highest rate of output. According to Hawthorne research one of the main methods is to pay incentives that would eventually enhance the employees’ performance within workplace. In this scenario, business managers have to recognize that a business paradigm shift has happened in American culture where brilliant people from high class schools are searching for hiring service from businesses that offer benefits and perks also with regular pay incentives. In this scenario there are number of research theories that uncovered fundamental tools in the area of rewards for staff and business areas. Additionally, some of the fundamental theories regarding corporate staff reward management are Fredrick Herzberg’s 2 factory theory, Abraham Maslow’s hierarchy of requirements, and David’s McClemmon’s theory of requirements (Martin & Dowson, 2009). According to Maslow’s Hierarchy of requirements, we need to assess that corporate needs are approved in a way that hold lowest level requirements. These lowest level requirements comprise physiological requirements, and the uppermost requirements that are self actualization requirements; consequently, from Maslow people have to move up the hierarchy. The next theory is Herzberg’s Two Factor Theory that inquires the question, what actually motivates any staff member? In this scenario, Herzberg builds a content theory that is acknowledged as the 2 factor theory of business staff motivation. In this scenario, two are known as satisfiers, dis-satisfiers or the hygiene corporate staff motivators. As this theory states that hygiene factors illustrates the office working conditions, salary as well as company policies. In this scenario, motivation features are intrinsic, and satisfiers associated with motivation for example achievement rewards, more significant corporate growth and responsibility (Lundberga, Gudmundson, & Anderssonc, 2009). McClemmon assessed the Herzberg’s theory and further enhanced it. This theory believes that corporate leaders have to address humans in another way for the reason that humans are motivated in a different way. In addition, McClemmon’s Theory of Motivation is closely linked to learning idea as well as believes that numerous requirements are attained from culture. Additionally, McClemmon’s Theory of Motivation involves 3 main points those assess need intended for achievement, the requirements for association, as well as the requirement for power (Long, 2009). Now I will assess the Google’s established theory for dealing with staff issues such as employees’ motivation and rewards. It is an admitted fact that in the current business environment the businesses’ bottom line is to formulate the most excellent returns and sustain them for long term by appealing top talent and retaining them. In this scenario Google is one of the top companies that have established the most excellent rewards their staff. For this reason Google was ranked by Fortune magazine as on one the best companies to work in U.S. in the year 2009 (Deprez, 2009). In addition, the Google Corporation produces revenue mainly through delivering online commercial ads. Its main income sources are Google-Adsense and Google-Adwords. Additionally, the Google Corporation has its main functions mainly in US and UK as well as huge nations like Australia. With its continued progress the business has become one of best working places in the Australia. Also, Google Corporation has attained top 5 ranks by offering enhanced flexibility, benefits as well as the opportunity to follow dreams that defy the corporate status quo as well as shatter paradigms. Google business in Australia and other operating nations offers a wide variety rewards and benefits to its staff members. As well, Google Australia offers a standard package of salary and fringe benefits, however on above all these benefits Google offers 1st class staff dining services, laundry rooms, gyms, haircuts, carwashes, massage rooms, commuting buses, dry cleaning, etc (Miller, 2007). Moreover, Google Inc. believes in offering both extrinsic and intrinsic corporate staff rewards. They recognize that numerous humans cannot be motivated through pay incentives alone. In this scenario Google business believes in managing rewards as well as that high-quality business culture. These all aspects add to the vital and enhanced corporation success. Google business is having Culture Czar Chair and business CCO Stacy Sullivan is dedicated to make Googlers happy. In this scenario one method is to keeping Google staff happy is managing the most excellent rewards and benefits. Another important reason for the Google success is incredible benefits and compensation for the overall work process. Here Google invites and encourages its staff to bring innovation and novelty in work. For this reason a lot of talented staff works for Google, Inc. for the reason that of their exclusive rewards, benefits, culture, and perks. At the Google-plex, staff can demonstrate their work anytime they desired. They can bring their pets, they can wear pajamas also enjoy food for free (Piskorski, Sydow, & Weiss, 2008). Conclusion and Recommendations In this research and analysis based report we have assessed and analyzed the literature on the management problem or issue for employees’ motivation and rewards. In this report, I have presented detailed analysis of the Google’s success in Australia. Now Google has turned out to be one of best places to work in Australia. In this scenario Google has offered a great deal of support and capability to enhance the business performance with offering Google’s tiny work groups with better and enhanced performance and responsibility management. Creativity is enhanced through a huge dose of self-governing time to start the corporate creative process. It is reality that Google experiences the freedom to discover is one of the major perks that remains them thrilled as well as on function in their task. In this overall research I have assessed that a more relaxed arrangement of corporate with some fun environment offers Google, Inc. a great deal of advantages because it offers a psychological benefit to support workers to be more dedicated, more imaginative, as well as extra dynamic. I have found that Google’s system of job design is a more creative and high-tech with modern job management methods. Google business is having a fundamentally a decentralized method for the administration (Hamel, 2007). For the better corporate staff motivation and rewards there are numerous methods and theories that are extensively available these days. Contemporary as well as start up businesses can learn from Google in the course of establishing corporate change to produce methods to attract top capacity, maintain top HR talent, as well as stimulate top talent intended for highest corporate performance. Here businesses need to put front line staff first for the reason that without them, there would be no clients and no clients means no business. In this scenario, Google business has altered the landscape as well as raised the bar on how businesses should reward and benefit their staff. For the sake of enhanced business performance corporate leaders have to recognize that a new generation of young staff that ready to conquer the next coronary big challenge as well as formulate the next big start-up. I have assessed that Google business formula is a good sight for what staff is looking for in corporate; consequently, leaders have to guide in discovering the most excellent techniques in discovering what rewards motivate staff. References Freeman, R. E., Harrison, J. S., & Wicks, A. C. (2007). Managing for Stakeholders: Survival, Reputation, and Success (The Business Roundtable Institute for Corporate Ethics Series in Ethics and Lead). Yale University Press. Deprez, E. E. (2009, October 01). World's Best Companies 2009Businessweek - Business News, Stock Market & Financial Advice. Retrieved July 29, 2012, from BusinessWeek.com: http://www.businessweek.com/stories/2009-10-01/worlds-best-companies-2009businessweek-business-news-stock-market-and-financial-advice Gill, R. (2008). Reputation and Employer of Choice for Australian Business. Monash Business Review Volume 4 Issue 1, pp.1-23. Hamel, G. (2007). The Future of Management, Ist Edition. Harvard Business School Press. Hearn, S. (2011). The crucial link between performance and reward. Strategic HR Review, Volume 11 Issue 1. Lundberga, C., Gudmundson, A., & Anderssonc, T. D. (2009). Herzberg's Two-Factor Theory of workmotivationtestedempirically on seasonalworkers in hospitality and tourism. Tourism Management, Volume 30 Issue 6, pp. 890-899. Martin, A. J., & Dowson, M. (2009). Interpersonal Relationships, Motivation, Engagement, and Achievement: Yields for Theory, Current Issues, and Educational Practice. REVIEW OF EDUCATIONAL RESEARCH, Volume 79 Issue 1, pp. 327-365. Miller, M. (2007). Googlepedia: The Ultimate Google Resource, 2nd Edition. Que. Piskorski, J., Sydow, M., & Weiss, D. (2008). Exploring linguistic features for web spam detection: a preliminary study. AIRWeb '08 Proceedings of the 4th international workshop on Adversarial information retrieval on the web (pp. 25-28). Beijing, China: ACM. Thite, M., Kavanagh, M. J., & Johnson, R. D. (2012). Chapter 1 Evolution of Human Resource Management and HRIS. Retrieved April 10, 2012, from http://www.sagepub.com/upm-data/41671_1.pdf Read More