Google Good Company to Work for
How Google Inc. Rewards its Employees
Posted Nov.25, 2010 under LEADERSHIP, Leadership Trends, MANAGEMENT
Contemporary companies are constantly finding new ways and approaches to recruit top talent, retain top talent, and find innovative ways to motivate employees for maximum output. The theory behind how managers can more effectively motivate and reward employees goes back to the turn of the century. New innovative companies are inventing ways to do just that. Google Inc., Cisco Inc., and Wholefoods Inc., are leading the way to restructure management, so employees can streamline creative ideas that produce blockbuster new products. They are rewarding employees with perks like onsite swimming pools, allowing employees to bring their pets to work, providing on site child care, and all the free food employees want. These companies provide relaxed environments where group thinking is elevated and teamwork is central to invent the next product that could change the next generation. These new companies embrace small individual entrepreneur groups and shun the tight micromanaged environment of traditional companies. These companies have scrapped the employee of the month parking space and raised the bar on how organizations can have real results by rewarding employees. The fascinating aspect of these companies are their intrinsic rewards and how it allows employees to operate with freedom and respect, allowing them control of their own time, and empowering them to have a united common goal, which is to invent products and ideas that will change the world for good.
Introduction
How can leaders create an effective mechanism that promotes a culture of self-empowerment, creative innovation, and self-motivating employees? In today’s corporate setting, it is hard to create change where freedom is promoted within most organizations. However, many mainstream companies still embrace a stagnate form of management where employees are stuck in cubicles, crowded under
Posted Nov.25, 2010 under LEADERSHIP, Leadership Trends, MANAGEMENT
Contemporary companies are constantly finding new ways and approaches to recruit top talent, retain top talent, and find innovative ways to motivate employees for maximum output. The theory behind how managers can more effectively motivate and reward employees goes back to the turn of the century. New innovative companies are inventing ways to do just that. Google Inc., Cisco Inc., and Wholefoods Inc., are leading the way to restructure management, so employees can streamline creative ideas that produce blockbuster new products. They are rewarding employees with perks like onsite swimming pools, allowing employees to bring their pets to work, providing on site child care, and all the free food employees want. These companies provide relaxed environments where group thinking is elevated and teamwork is central to invent the next product that could change the next generation. These new companies embrace small individual entrepreneur groups and shun the tight micromanaged environment of traditional companies. These companies have scrapped the employee of the month parking space and raised the bar on how organizations can have real results by rewarding employees. The fascinating aspect of these companies are their intrinsic rewards and how it allows employees to operate with freedom and respect, allowing them control of their own time, and empowering them to have a united common goal, which is to invent products and ideas that will change the world for good.
Introduction
How can leaders create an effective mechanism that promotes a culture of self-empowerment, creative innovation, and self-motivating employees? In today’s corporate setting, it is hard to create change where freedom is promoted within most organizations. However, many mainstream companies still embrace a stagnate form of management where employees are stuck in cubicles, crowded under
References: Google’s Culture Czar. (2009). Retrieved Nov 1, 2009, http://news.cnet.com/Meet- Googles-culture-czar/2008-1023_3-6179897.html Datamonitor. (2009). Google, Inc. Retrieved June, 9, 2009, http://datamonitor.com/ Do Tein Long. (2009). Organization Behaviors. Retrieved from: http://www.slideshare.net/lelinh.tlu/organizational Google Benefits. (2009). Retrieved November 4, 2009, http://www.google.com/support/jobs/bin/static.py?page=benefits Ivancevich and Matteson. (1996.) Organizational behavior and management, by. 8th ed. Chicago : Irwin. Schein, E. H. (1990). Organizational culture. American Psychologist, 43 (2), 109-119. Gary Hamel. (2007) The future of management. Harvard Business School Press, Boston Mass.