HWA 5-2 Integrative Running Case: Google 1

Running Head: HWA 5-2 INTEGRATIVE RUNNING CASE: GOOGLE

HWA 5-2 Integrative Running Case: Google

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What is new at Google? 52-55

What is new with Google’s workers? 218-220
Googlers are a very important asset to the company and the company incorporates any
activity that serves to produce increase efficiency and productivity from the employees. For
instance, the company invests many resources in the hiring process to ensure that only the best
candidates are selected. Additionally, employee character is given top credit with biasness given
to intelligent, creative and risk taking candidates. Notable is the employment of individuals with
diverse career backgrounds (Griffin & Moorhead, 2010, p. 218).
Employee motivation is one of the leading factors that Google uses to increase
productivity from Googlers. Their welfare needs is given top priority when allocating salary
packages and remuneration. To begin with, employees will settle for the highest pay package and
Google is willing to compensate productive workers with the highest pay possible in the market.
Secondly, flexibility and secure working conditions is another top priority to many an employee.
Google offers flexible and favorable working conditions, frequent salary review, freedom and
finally, it offers an exciting and fun-filled working environment (p. 219).
Although the Company endeavors its best to ensure that workers are motivated, it might
not be in a position to motivate the top executives. Market volatility is highly changing and if
certain needs are not well taken care of, the company is subject to lose. Furthermore, projects at
the company require a great deal of creativity and performance from Googlers and failure will
mean that their promises will not be fulfilled. Furthermore, new and creative candidates will be
employed to fill their positions. From my point of view, Google must measure employer
performance instead of laying much emphasis on what they are capable of achieving. It should
also offer uniform packages and get away with varying and extensive benefits among employees
in the same level.
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Motivational factors at Google also encompass other non-needs related aspects. This
includes but is not limited to work and leisure. For instance, work related aspects include
meaningful work that seeks to meet the company’s social responsibility aspect in addition to
solving societal problems (Griffin and Moorhead, 2010, p. 220). Other factors include the nature
of challenging work that ensures an application of intellectual skills and talents. Teamwork is
another area that is given much emphasis whereby Googler’s are allowed 20% of time to work
on their projects (p. 219). Underestimation of effort and over emphasizing on academic
qualifications and project performance are among the demotivating factors at the company.

Admittedly, Google offers the best salary packages and rewards to its employees as
compared to its competitors. This is dependent on educational qualifications and the levels of
talents a candidate possess. As matter of fact, employee performance is not accurately measured.
Furthermore, less performing usually suffers from low self-esteem since the higher performing
workers under value their ego (ibid.). Enmity and lack of coordination among employees is
likelihood and the company will lose in terms of productivity and human resource management.
Team and leaders 402-404
Google’s organization 522-525

Reference
Griffin, R. W., & Moorhead, G. (2010). Organizational behavior: Managing people and
organizations (9th ed.). Mason, OH: South-Western