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Motivation Assignment Help : Google is the key

Executive Summary

In order to recruit right talent from market, companies need to focus on maintaining a culture of wellbeing and working towards brand equity. Google is an organization that remains successful in maintaining a culture where employees’ interest is kept first and the focus is on offering work-life balance ensuring physical and mental wellbeing of the workforce. The concerned video talking about Google as a workplace offering possibilities of great achievement, providing enthusiastic work teams and work-life balance is efficient in attracting right talent fro the company. However, the dependency of the company on a single popular product makes it difficult fro employees to look for their professional development and acquire new knowledge and skills. This acts as a major challenge for companies like Google as they offer limited scope of development to employees.

Introduction                                                                                                              3

Key Messages from the Video                                                         ........

balance ensuring physical and mental wellbeing of the workforce. The concerned video talking about Google as a workplace offering possibilities of great achievement, providing enthusiastic work teams and work-life balance is efficient in attracting right talent fro the company. However, the dependency of the company on a single popular product makes it difficult fro employees to look for their professional development and acquire new knowledge and skills. This acts as a major challenge for companies like Google as they offer limited scope of development to employees.

Introduction                                                                                                              3

Key Messages from the Video                                                                                3

Effectiveness of Video in Attracting Right Candidates                               4

Issues Google can face in recruiting                                                                 8

Conclusion                                                                                                                  9

References                                                                                                                 10

Present day organizations strive to make their workplace happier as such places are considered productive and innovative in nature. When happiness and satisfaction of employees is considered the priority, it becomes possible to ensure loyalty and efficiency of employees in long-term. However, the perfect recipe of happiness and satisfaction comes from overall wellbeing of employees that includes physiological and mental wellbeing creating a more satisfied workforce with increased productivity, better customer service, reduced absenteeism and higher staff retention. At the same time, a culture of wellbeing is necessary to attract right talent from the market and bring in innovative and enthusiastic people to the company. Google is one such organization that makes some significant efforts in the direction of employee satisfaction, engagement and overall wellbeing to ensure maintaining a rewarding environment to attract of relevant talent and retention of existing people with increased customer satisfaction.

Key Messages from the Video

The video depicting employees’ working life at Google is focused on some key messages about the organization. The video shows that people Google as an employer puts the interest of employees first and cares for their expectations, needs as well as ambitions. It presents Google as an exciting workplace where quick decision-making helps employees to visualize their ideas that are practically put into the system. It places Google as a company where ambitious ideas are respects, responses are fast, things do happen and employees make big achievements while maintaining flexibility in working hours and getting opportunities to workout and look after their personal life too. The perfect work –life balance commitment at Google allows employees to work in a flexible work environment that encourages them to look for new ideas to focus on their personal growth on a continuous basis.

Effectiveness of Video in Attracting Right Candidates

The features of Google as an attractive workplace offering several opportunities to explore and develop are successful in forming a psychological contract between the company and the prospective employees. It is to be noted that potential employees compare the perceived functional, economic and psychological merits as implied by the employer brand (Swamy et al., 2015). These benefits are then compared with their own needs and expectations to understand whether they ‘fit’ the organization. Google is successful in creating this connection or contract with the candidates by communicating the message of offering a healthy culture at workplace where they will find a enthusiastic team helping them to materialize any ideas in short duration of time. The video is able to communicate the message that Google is not only about work but provides several opportunities to learn new things, acquire new skills and work on new projects and your own ideas. They are allowed to work on their own projects while getting the opportunity to develop products that everyone uses and have a big impact on the society as a whole.

Considering the branding theory, brand equity is a key perspective that helps in generating a positive regard for the employer helping to attract skilled candidates to apply for positions and motivates current employees to remain loyal with the organization (Kucherov and Zavyalova, 2012)).  Google is successful in branding the company by creating a positive perception about the workplace and focus of company on wellbeing of employees. Therefore, it can attract right talent through brand equity and creating a psychological connect with the employee brand.

It is also to be noted that flexibility in working hours is not limited to time variations but comprise of job sharing, career breaks, maternity/paternity leaves, part-time and term-time working options. Google offers such flexibility in working hours empowering employees to control their working duration. This along with a work-life balance, Google creates a workplace that follows a wellness culture promoting employee wellbeing. As suggested by several scholars, physiological wellbeing results in mental wellbeing, both helping to achieve a perfect work-life balance. Such a culture of wellbeing helps in reducing stress on employees resulting in increasing their efficiencies and productivity at work and an overall life satisfaction.

Considering the Need hierarchy theory of Maslow (Monday, 2016 and Hanig et al., 2013), Google seems to be working on every level of the hierarchy fulfilling various needs of employees. It is an attractive workplace that fulfils the physiological needs through satisfactory compensation and safety at workplace, social needs through possibilities of companionship with colleagues through formal and informal interactions, esteem needs through providing opportunity to work for a product that have a big impact on society and self-actualization needs when employees are given the freedom to work on own projects, define ideas and participate in making decisions while continuously focusing on personal growth (Figure 1).

 

 

mage result for maslow need hierarchy theory

Figure 1: Maslow’s Need Hierarchy Theory

Source:Hanif et al. (2013)

Here we can also consider the Walton Model of Quality of Work Life to understand the nature of Google’s workplace culture. As per this theoretical model, an ideal program related with quality of work life should focus on eight key areas (Figure 2):

 

 

 

mage result for wlaton's model of quality work life

Figure 2: Walton’s work-life balance model

Source:Mosadeghrad, (2013)

In relation to this model, Google provides adequate and fair compensation along with safe and healthy working conditions. The availability of organic food and workout options depicts the company’s focus on creating a healthy workforce that will affect their productivity in a positive manner. Further, the company allows employees to work on their own projects and ensure that work does not become routine and meaningless. Here, employees are also offered opportunities to learn new skills, gain knowledge and put their ideas into practice making the work exciting and interesting for them. This is a major factor deciding the level of fulfilment and satisfaction of employees in long term making Google and attractive place to work and look for job opportunities. Further, the theory calls for a focus on future opportunity for continues growth which is clearly shown through experience of employees working from several years while moving ahead on meaningful career paths at Google. There are several activities that help employees to develop relationships with colleagues allowing social integration through formal and informal interactions. Here, employees know that their ideas and projects have a social relevance that acts as a factor providing sense of fulfilment (Swamy et al., 2015).

Issues Google can face in recruiting

Google holds a homogenous workplace environment making it difficult for the company to move successfully beyond its basic search and advertising business. Such a corporate culture is responsible for preventing the company to evolve in an innovative manner and taking some significant risks The company fails to think differently making it even more difficult to attract people from diverse culture and ethnic background. However, people from different backgrounds and experiences can proved to be really helpful in bringing in more innovation and new business ideas for Google.

Further, companies like Google face the challenge because of too much bureaucracy in the organization. This is a major reason for existing employees leaving the company and making it difficult to attract right talent fro the vacant positions. As evident from the video, the company offers several perks in the form of free food, free health, free dry cleaning, sports options, etc. However, these perks are not enough to retain the existing employees and attract new recruits form the market. The growing competition in the market and better workplace culture, freedom to innovate and better systems of reward are some of the reasons best talent may be attracted to companies like FaceBook.

Google is a company that is increasingly watching as competitors poach employees, but fails to attract talent and retail the employees because of its dependency on a single product or a source of revenue that it had a decade ago. Employees have limited scope of innovation and gaining new skills and knowledge as every effort is limited to the single product of the company. Their professional and technical development is limited making it difficult to convenience people from the market to apply in Google just because of a healthy work environment and loads of perks.

Conclusion

Form the above discussion it can be concluded that Google is successful in maintaining a motivating culture focused on wellbeing and interest of employees. However, in future it may be difficult for the company to attract right talent because of its dependency on the single product that is a major source of revenue for the company. It is an attractive workplace in terms of offering good work-life balance, physical and mental wellbeing and overall life satisfaction, but may seems to fail in terms of providing career development and innovation opportunities to employees. There is a need for Google to look for new avenues and projects to make the company attractive for a diverse workforce that can bring in innovation and different thinking to the company.

 

 

 

 

References

Hanif, A.; Khalid, W. and Khan, T.N. (2013). Relating Maslow’s Hierarchy of Needs with Employee Turnover and Retention: Case Study of Local Telco. International Journal of Human Resource Studies. (3) 2. Pp. 51-59

Kucherov, D., &Zavyalova, E. (2012). HRD practices and talent management in the companies with the employer brand. European Journal of Training and Development, 36(1), 86–104.

Mosadeghrad AM.(2013). Quality of working life: An antecedent to employee turnover intention. International Journal of Health Policy and Management. 1 (1).  pp.43-50.

Mondy, A. (2016). Human Resoucre Management. Pearson Education.

Shagvaliyeva, S. and Yazdanifard, R. (2014). Impact of Flexible Working Hours on Work-Life Balance.American Journal of Industrial and Business Management. (4). Pp. 20-23

Swamy, D.R. and Rashmi, T.S.  (2015). Quality of Work Life: Scale Development and Validation. International Journal of Caring Sciences. (8) 2. Pp. 281-299