HR Assignment#7

Stuck with a difficult assignment? No time to get your paper done? Feeling confused? If you’re looking for reliable and timely help for assignments, you’ve come to the right place. We promise 100% original, plagiarism-free papers custom-written for you. Yes, we write every assignment from scratch and it’s solely custom-made for you.


Order a Similar Paper Order a Different Paper

1. Please read the attached instructions for the information you need about this assignment.

2. you will need to read the attached articles and watch the video

(link posted in instructions doc.)

3. Due April 8, 2017

HR Assignment#7
The making of a Great Place to Work® – the story of Google India “For me, after working with Google, it has become e asier to believe that the concept of a ‘dream job’ can exist. And I would like more and mo re people passionate about work to know that a company/professional life that they dre am of actually exists.” – Employee comment, Google India Google is number 3 in our list of Top 25 Best Workp laces in India. In US, it is number 1 in Fortune’s 100 Best Employers study done by Great Place to Work® Institute. With just around 10,000 employees globally Google receiv es 1300 applications each day in US alone. Google’s success story is well documented. A t less than 10 years of age Google is worth more than 125 Billion USD. When some my colleagues first studied Google, they found it difficult to believe that such an Organisation exists. Keep in mind that they study hundreds of different Organisations every year. So they spent an inordina te amount of time studying Google India’s practices, employee comments and, of course , the anonymous survey feedback. There is no doubt. Google India is a great place to work®. It is also one of the most successful new age compa nies, creating more wealth in less time than any other Organisation in the world. So is Google a Great Place to Work because its stoc k is $ 483 or is it one of the most valuable companies of the world because it is a Gre at Place to Work? I spent one full day at Google in their Hyderabad campus recently to ask a few questions to a cross section of employees. Stories of Larry Page and Sergey Brin, the cofounde rs of Google are popular across the business press. (Read David vise’s The Google Story in case you haven’t). So by the time Google started their operations in India, it was al ready a well known name, especially amongst the internet users. Employee after employee talked about joining the Organisation attracted by the power of the brand an d the opportunity to work with really talented people. It was therefore, fascinating for me to discover first hand the Google employer brand, and more importantly how they make it work. Here are some of the things I discovered. 1. Create significant entry barriers at recruitment stage Considering that some of the best brains choose to apply to Google, the recruitment team should have it easy. Strangely, one of the few grip es in the Organisation is about the time it takes to get the right person. Input control in Google is so strong that even today each employee’s profile and interview comments go to one of the founders before he or she is recruited! Google’s core values start with the statement “We want to work with great people.” Back in the early years, when the Organisation was yet t o make money, the founders were busy recruiting the best talent when many others were bu sy letting them go.(Remember the technology companies meltdown in 2000-01). All Goog le wanted at that time was to make a great product that would enable the entire w orld’s information to be accessible to everyone at any time. They were not sure how it wou ld help them make money. But they were sure they could not do it without the best bra ins. And if the best brains come together, money will follow. What Google could not offer in money, they made up in stocks and in dreams to change the way the world ac cesses information. And as the comment of the employee quoted above indicates, som e dream jobs do come true. It is not unusual for each candidate to have from s ix to even eleven interviews! One of the senior most managers in Hyderabad, Roy Gilbert Director of Online Sales & Operations confesses to spending 50 per cent of his time on meeting candidates. He is not alone. All managers who interview candidates go thr ough Interview workshops. As one employee said, “The managers who interviewed me wer e genuinely interested in me as a person. They were taking notes. One even made a cup of coffee for me.” Google is reputed for its mathematics conundrums du ring recruitment screening. For example, how would you solve the cryptic equation W WWDOT-GOOGLE=DOTCOM, knowing that values of M & E could be interchanged. Or you may simply be asked what is the most beautiful math equation derived. No wonder, the Recruitment team in India boasts of w orking for one of those rare companies that does not hold them accountable for f illing vacancies in specific time. And once an employee joins there is a “Buddy” to make h im feel right at home. But what makes many employees stay is the next point. 2. Trust, Empowerment and Freedom Once an employee joins Google she experiences a ple asant change from many a previous employer. There is rarely a boss who continuously l ooks over her shoulder to figure out what the employee is doing. In fact, officially the employee is told that 20 per cent of her time is free to do what she pleases. Heard of Googl e Talk, Google News, Google Finance and gmail? They all started as a “20 per cent proje ct”! Google’s philosophy is simple, “Get the brightest p eople in and create an environment that enables them to perform.” Employees seem to re ciprocate this trust by being obsessed about innovation building great products a nd services. All new products are launched internally, so that employees get a chance to give their vote of confidence or lack of it before customers do. Employees keep deve loping their expertise and consequently roles keep changing to keep pace with the employee’s development. Something traditional HR experts with rigid job des criptions will find difficult to adjust to. The beauty of working for a Google is that one rarely gets caught in an endless routine job. None of Google’s products remain the same even in the short term. (Unknown to many, Google’s search quality keeps improving conti nuously) The environment at Google is akin to a successful University. Sergei Brin is quoted as saying, “We run Google a bit like a university. We have lots of projects, about 100 of them, from molecular biology to building hardware, being done by teams of three or so people.” (The Google Story – David A. Vise) Google realizes that a key to this culture of empow erment is accepting mistakes and failures. No project is rejected by its inability to predict viable cash flows. Indeed, viable cash flows can never be the primary criteria for ma king a business decision, as advertisers who want to influence Google’s search r esults have found out. The relationship of trust that Google has with its employees is also reflected in the relationships it has with its users. Which is why, when Google decided to accept Government censorship laws in China (Google, howeve r, notifies users when results have been censored) it was a major letdown for many peop le. While most of its competitors were already complying with the law of the land in China, it seems that when it came to Google, people put it on a higher pedestal. We trus t Google to give us access to information in an unbiased and transparent manner. With so much of trust on employees, what happens to the bad eggs? A few who might be tempted to be freeloaders? Surely, there must be so me kind of forced ranking to weed out non-performers? The answer I received from senior e xecutives and a cross section of employees was a clear No. This brings me to the third aspect of the Google’s employer brand. 3. Feedback, feedback & some more feedback Want to challenge a recent business decision or sim ply ask a question. TGIF (Thank God it’s Friday) meetings could be the forum for you. I f you think there are others interested in your pet topic start an email group. TGIF is don e religiously in all locations including in Global HO where the Founders do it themselves wh enever they are present. The quarterly targets of any employee are available in the intranet. Google believes in taking stretch targets, and the targets and their achievem ent are transparent for all to see. When you have recruited some of the best brains, an open objectives and key results could be a powerful motivator. This is also a good antidote to inflated egos which some of the best brains are likely to develop in an environment wher e they are not surrounded by equally bright or brighter colleagues. Working with great people can have its pitfalls. Ma ny Organisations have found to their peril that internal unhealthy competition can quick ly kill ideas and initiative. Google India seems to have succeeded in avoiding this. One key reason is the personal feedback process. Once in six months all key stakeholders fo r an employee gives feedback on her performance and the feedback is not an objective fi ve point scale to be ticked. Employees receive pages of written comments detailing strengt hs and areas of development with concrete examples. It is this feedback culture which makes any freeloader or “Non-Google” behaviour difficult to sustain, even if the behaviour is of y our boss. “One person alone cannot affect your career positively or negatively, even if he is your boss,” I heard many employees saying. In fact the culture of feedback in Google India is so strong that the structure/ design of the appraisal process become almost secondary. I am tempted to believe that if the six monthly feedback form was a blank sheet of power, e mployees would still get rich feedback. It is this culture that makes Google globally, and in India a winner in the talent market. People are not HR department’s responsibility. Ther e is collective ownership for people and people related issues. And this brings me to my last point about Google. 4. Google really cares about its people. Here is a quiz from Fortune magazine on Google. Lar ry Page, Google’s founder is said to have proclaimed, “No human worker should be more tha n a. 20 feet away b. 150 feet away c. An elevator away d. A hallway away from food.” Regardless of which is the correct option, when you visit Google India you will come back convinced that the quote is correct. Once on c ampus, Googlers don’t need to worry about finding some excellent Indian and continental breakfast. Throughout the day Googlers have access to snacks of all kinds, fresh fruit; and meals of gourmet Asian, Italian, Indian, Mexican, or American fare. Needless to say, after all this food, fitness is a k ey priority for Google, with the Organisation providing Gym, cardio exercises, aerob ics and yoga. Google’s employee care is more a philosophy and not a checklist based approach. For example if employees do not like the coffee, it wil l be changed rather than being told that the coffee machine is of reputed quality. As one employee put it, “Much like the Surf Excel A d “Dag Ache he”, when it comes to employee costs we believe, “Kharche ache he” In an age when many Organisations’ HR mantra seems to be cash out of all perquisites, Google’s approach to caring for employees seems to be paying off. Or as one employee put it bluntly, “It is a strategy. Do all it takes for employees, but keeps raising the bar.” Google deliberately sought to create great products (“We raise the world’s IQ”, said an employee). To create great products it had to attra ct the best talent. In the process it created one of the most valuable companies. ___________________________________________________ ______________ The author is CEO of The Great Place to Work® Institute, India. He can be reached at [email protected] Views expressed are personal, and are based on information provided by Google India and employees of Google India.
HR Assignment#7
3 H U N 3 O D F H 7 K H % H Q H I L W V 2 I I H U H G E * R R J O H D Q G 2 W K H U V 0 D % H * U D Q G E X W 7 K H U H $ O O % X V L Q H V V 3 X E O L V K H G 0 D U F K L Q . Q R Z O H G J H # : K D U W R Q ‘ X U L Q J D W H O H S K R Q H L Q W H U Y L H Z * R S L . D O O D L O V H Q L R U S U R G X F W P D U N H W L Q J P D Q D J H U I R U * R R J O H O L V W V Z K L F K R I W K H F R P S D Q V P X F K S X E O L F L ] H G H P S O R H H E H Q H I L W V K H W D N H V D G Y D Q W D J H R I / H W P H S X O O W K L V X S E H F D X V H W K H U H D U H V R P D Q K H V D V : K H Q K L V F R P S X W H U S U R G X F H V D O L V W D P R P H Q W O D W H U . D O O D L O P D N H V K L V Z D G R Z Q W K H V F U H H Q D Q G F R Q W L Q X H V 7 K H I U H H J R X U P H W I R R G E H F D X V H W K D W V D G D L O Q H F H V V L W % U H D N I D V W O X Q F K D Q G G L Q Q H U , H D W D W * R R J O H 7 K H Q H [ W R Q H L V W K H I L W Q H V V F H Q W H U W K H K R X U J P Z L W K Z H L J K W V $ Q G W K H U H D U H R J D F O D V V H V 7 K H U H L V D S D X V H E H I R U H K H D G G V W K D W K H D O V R H Q M R V W K H V S H D N H U V H U L H V W K H L Q K R X V H G R F W R U W K H Q X W U L W L R Q L V W W K H G U F O H D Q H U V D Q G W K H P D V V D J H V H U Y L F H + H K D V Q R W X V H G W K H S H U V R Q D O W U D L Q H U W K H V Z L P P L Q J S R R O D Q G W K H V S D D W O H D V W Q R W H W D Q Z D 1 R U K D V K H F R P P X W H G W R D Q G I U R P W K H R I I L F H R Q W K H K L J K W H F K Z L I L H T X L S S H G E L R G L H V H O V K X W W O H E X V W K D W * R R J O H S U R Y L G H V I R U H P S O R H H V E X W W K D W L V R Q O E H F D X V H K H O L Y H V Q H D U E D Q G F D Q G U L Y H Z L W K R X W Z R U U L Q J D E R X W D O R Q J F R P P X W H , V * R R J O H V J H Q H U R V L W S X U H O D O W U X L V W L F ” 2 I F R X U V H Q R W Z K L F K L V Q R W W R V D W K D W D Q Q H I D U L R X V P R W L Y H V D U H D W Z R U N H L W K H U 7 R E H V X U H * R R J O H L V D I X Q N F R P S D Q W K D W F D O O V L W V R I I L F H V D F D P S X V D Q G K D V F U H D W H G D F R O O H J L D W H D W P R V S K H U H Z K H U H H P S O R H H V G U H V V F D V X D O O D Q G F D Q K D Y H I X Q % X W P D N H Q R P L V W D N H $ O O W K H V H S H U N V V R P H T X L U N V R P H W U D G L W L R Q D O V K R Z W K D W * R R J O H P H D Q V E X V L Q H V V D F F R U G L Q J W R P D Q D J H P H Q W H [ S H U W V I U R P : K D U W R Q D Q G H O V H Z K H U H 7 K H F R P S D Q Z D Q W V W R D F K L H Y H V H Y H U D O J R D O V $ W W U D F W W K H E H V W N Q R Z O H G J H Z R U N H U V L W F D Q L Q W K H L Q W H Q V H O F R P S H W L W L Y H H Q Y L U R Q P H Q W I R U K L J K D F K L H Y H U V K H O S W K H P Z R U N O R Q J K R X U V E I H H G L Q J W K H P J R X U P H W P H D O V R Q V L W H D Q G K D Q G O L Q J R W K H U W L P H F R Q V X P L Q J S H U V R Q D O F K R U H V V K R Z W K D W W K H D U H Y D O X H G D Q G K D Y H W K H P U H P D L Q * R R J O H U V D V H P S O R H H V D U H N Q R Z Q I R U P D Q H D U V 7 K H U H P D E H D S R W H Q W L D O G R Z Q V L G H W R D O O W K L V O D U J H V V H 6 R P H H P S O R H H V P D F R P H W R I H H O X Q F R P I R U W D E O H D W W K H F R P S D Q L I W K H V H H W K H S H U N V D V D Q L P S L Q J H P H Q W E W K H L U Z R U N O L Y H V R Q W K H L U S H U V R Q D O O L Y H V D F F R U G L Q J W R R Q H : K D U W R Q U H V H D U F K H U ) R U W K H P R V W S D U W K R Z H Y H U Z K D W * R R J O H D Q G R W K H U I L U P V D U H G R L Q J P D N H V H P L Q H Q W V H Q V H I R U E R W K W K H F R P S D Q L H V D Q G W K H S H R S O H W K H H P S O R 3 H W H U & D S S H O O L P D Q D J H P H Q W S U R I H V V R U D Q G G L U H F W R U R I W K H & H Q W H U I R U + X P D Q 5 H V R X U F H V D W : K D U W R Q V D V V L P S O 7 K H V H E H Q H I L W V K H O S F R P S D Q L H V U H F U X L W S H R S O H Z K R D U H Z L O O L Q J W R V S H Q G P R V W D O O R I W K H L U W L P H D W Z R U N 6 W H Y H Q ( * U R V V J O R E D O O H D G H U R I W K H E U R D G E D V H G U H Z D U G V F R Q V X O W L Q J E X V L Q H V V D W 0 H U F H U + X P D Q 5 H V R X U F H & R Q V X O W L Q J V D V W K D W * R R J O H Z L W K L W V Y D V W D U U D R I E H Q H I L W V L V W U L Q J W R G L I I H U H Q W L D W H L W V H O I I U R P R W K H U F R P S D Q L H V W K D W Z D Q W W R K L U H S H R S O H Z L W K W K H V D P H W D O H Q W V 7 K H V H F R P S D Q L H V W R R K D Y H E H H Q H [ S D Q G L Q J W K H L U H P S O R H H E H Q H I L W V L Q U H F H Q W H D U V , W V D O O D E R X W W K H H P S O R P H Q W E U D Q G * U R V V V D V 7 K H U H V D J U H D W G H P D Q G I R U W H F K Q L F D O S U R I H V V L R Q D O W S H V W K H I R O N V * R R J O H L V J R L Q J D I W H U * U R V V D G G V : K D W R X V H H K D S S H Q L Q J Z L W K N Q R Z O H G J H Z R U N H U V L V W K H F U H D W L R Q R I D G L I I H U H Q W W S H R I H P S O R P H Q W H [ S H U L H Q F H * R R J O H D Q G R W K H U V D U H V D L Q J & R P H W R Z R U N I R U X V Z R U N Y H U K D U G D Q G Z H O O W U W R K H O S R X Z L W K R X U G D L O D F W L Y L W L H V 7 U D Q V S R U W D W L R Q L V R Q H $ Q G K D Y L Q J V H U Y L F H V D Y D L O D E O H R Q F D P S X V L V D Q R W K H U 7 K H U H V D O V R D Q L Q W H J U D W L R Q R I Z R U N D Q G Q R Q Z R U N D F W L Y L W L H V ) D P L O O L I H D Q G Z R U N D U H E O X U U L Q J I R U P D Q S U R I H V V L R Q D O V 7 K L V L V D V L Q J O H S H U V R Q D O X V H F R S R I . Q R Z O H G J H # : K D U W R Q ) R U P X O W L S O H F R S L H V F X V W R P U H S U L Q W V H S U L Q W V S R V W H U V R U S O D T X H V S O H D V H F R Q W D F W 3 $ 5 6 , Q W H U Q D W L R Q D O U H S U L Q W V # S D U V L Q W O F R P 3 [ $ O O P D W H U L D O V F R S U L J K W R I W K H : K D U W R Q 6 F K R R O R I W K H 8 Q L Y H U V L W R I 3 H Q Q V O Y D Q L D 3 D J H R I 3 H U N 3 O D F H 7 K H % H Q H I L W V 2 I I H U H G E * R R J O H D Q G 2 W K H U V 0 D % H * U D Q G E X W 7 K H U H $ O O % X V L Q H V V . Q R Z O H G J H # : K D U W R Q K W W S N Q R Z O H G J H Z K D U W R Q X S H Q Q H G X D U W L F O H F I P ” D U W L F O H L G : K D U W R Q P D Q D J H P H Q W S U R I H V V R U 1 D Q F 5 R W K E D U G D J U H H V 6 K H V D V F R P S D Q L H V Z D Q W W R F U H D W H E R W K D Q D S S H D O L Q J H Q Y L U R Q P H Q W W R D W W U D F W D Q G U H W D L Q H P S O R H H V D Q G P D N H S H R S O H I H H O W K H E H O R Q J E X W W K H D O V R Z D Q W W R L Q F U H D V H S U R G X F W L Y L W : R U U L H V O L N H F K L O G F D U H F R R N L Q J J R L Q J W R W K H G U F O H D Q H U V D Q G Y L V L W L Q J W K H G R F W R U R I I V L W H G X U L Q J W K H Z H H N V D V 5 R W K E D U G G L V W U D F W H P S O R H H V D W W K H Z R U N S O D F H * R R J O H Z K L F K K D V F O R V H W R I X O O W L P H H P S O R H H V D O W K R X J K Q R W D O O D U H E D V H G L Q L W V 0 R X Q W D L Q 9 L H Z & D O L I K H D G T X D U W H U V L V W K H E H V W S O D F H W R Z R U N L Q $ P H U L F D D F F R U G L Q J W R D U H F H Q W L V V X H R I ) R U W X Q H P D J D ] L Q H $ E L J U H D V R Q I R U W K D W 1 R V W D W X V L V W K H E U R D G D U U D R I D P H Q L W L H V L W R I I H U V H P S O R H H V , W K D V D U H S X W D W L R Q I R U G R L Q J W K H X Q X V X D O , Q W K H S U R V S H F W X V D F F R P S D Q L Q J L W V L Q L W L D O S X E O L F R I I H U L Q J R I V W R F N L Q W K H F R P S D Q G H F O D U H G W K D W L W V S K L O R V R S K Z D V ‘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” 2 Q W K H R Q H K D Q G L W V L J Q D O V W K D W W K H H P S O R H U L V Q W S D L Q J D V P X F K D W W H Q W L R Q W R W K H H P S O R H H V Q H H G V D F F R U G L Q J W R & D S S H O O L 2 Q W K H R W K H U L W P D V L J Q D O W K D W W K H G R Q W H [ S H F W W R E H D V L Q Y R O Y H G L Q R X U O L I H R X W V L G H R I Z R U N 0 D E H W K H D U H P R U H Z L O O L Q J W R V H H D E R X Q G D U E H W Z H H Q R X U Z R U N D Q G R X U O L I H * U R V V W K H 0 H U F H U + 5 H [ S H U W V D V W K H E U R D G D U U D R I E H Q H I L W V R I I H U H G E * R R J O H D Q G R W K H U I L U P V P D H [ H U W S U H V V X U H R Q O H V V J H Q H U R X V R U J D Q L ] D W L R Q V W R L Q F U H D V H W K H L U E H Q H I L W V % X W Z K H W K H U H P S O R H H V D W F R P S D Q L H V W K D W K D Y H I H Z H U S H U N V D F W X D O O I H H O O H V V D S S U H F L D W H G E W K H L U R Z Q P D Q D J H P H Q W Z L O O G H S H Q G R Q F L U F X P V W D Q F H V : K D W * R R J O H D Q G R W K H U I L U P V D U H G R L Q J U D L V H V W K H D Q W H I R U H Y H U E R G Q R W H V * U R V V % X W L W P H D Q V H P S O R H H V K D Y H W R O R R N D W W K H Z K R O H Y D O X H S U R S R V L W L R Q Z K H U H W K H Z R U N / R R N D W Z K D W , P J L Y H Q D Q G Z K D W L V W K H Y D O X H W R P H ” 6 R P H S H R S O H Z R X O G D U J X H W K D W Z R U N L Q J D W * R R J O H L V P R U H H [ F L W L Q J E X W > * R R J O H H P S O R H H V @ D U H Z R U N L Q J L Q F U H G L E O H K R X U V $ Q G D W W K H H Q G R I W K H G D R X K D Y H W R D V N , V W K D W D J R R G G H D O ” : K D W D U H W K H R I I H U L Q J D Q G K R Z G R H V L W F R P S D U H W R Z K D W , P J H W W L Q J ” + D Y L Q J F K L O G F D U H V H U Y L F H V G R H V Q W K D Y H Y D O X H I R U R X L I R X G R Q W K D Y H D F K L O G 7 K H Y D O X H S U R S R V L W L R Q L V Y H U S H U V R Q D O : K D W P R W L Y D W H V P H L V G L I I H U H Q W I U R P Z K D W P R W L Y D W H V R X : H H D F K W D N H R X U R Z Q P R V D L F R I W K R V H Y D U L D E O H V D Q G K R Z Z H Y D O X H W K H P G H W H U P L Q H V R X U Y D O X H S U R S R V L W L R Q * U R V V D O V R S R L Q W V R X W W K D W S H U N V D O R Q H Q R P D W W H U K R Z E H O R Y H G D U H L Q V X I I L F L H Q W L Q W K H P V H O Y H V W R U H W D L Q H P S O R H H V R Y H U W L P H ( P S O R H H V D U H Q R W J R L Q J W R V W D L I W K H U H Q R W S D L G U H D V R Q D E O K H V D V 3 H U N V D U H R Q O S D U W R I W K H S D F N D J H < R X F D Q D W W U D F W S H R S O H E X W W K L V L V Q W H Q R X J K W R U H W D L Q W K H P $ O O P D W H U L D O V F R S U L J K W R I W K H : K D U W R Q 6 F K R R O R I W K H 8 Q L Y H U V L W R I 3 H Q Q V O Y D Q L D 3 D J H R I 3 H U N 3 O D F H 7 K H % H Q H I L W V 2 I I H U H G E * R R J O H D Q G 2 W K H U V 0 D % H * U D Q G E X W 7 K H U H $ O O % X V L Q H V V . Q R Z O H G J H # : K D U W R Q K W W S N Q R Z O H G J H Z K D U W R Q X S H Q Q H G X D U W L F O H F I P " D U W L F O H L G , Q W H J U D W R U V D Q G 6 H J P H Q W R U V : K D U W R Q V 5 R W K E D U G S R L Q W V R X W W K D W W K H D G Y H Q W R I Q H Z F R P P X Q L F D W L R Q V W H F K Q R O R J L H V H P D L O F H O O S K R Q H V D Q G S H U V R Q D O G L J L W D O D V V L V W D Q W V K D Y H E O X U U H G W K H O L Q H V E H W Z H H Q W K H Z R U N S O D F H D Q G W K H K R P H I R U P D Q S H R S O H 7 K L V U D S L G F K D Q J H K D V F D O O H G D W W H Q W L R Q W R W Z R W S H V R I H P S O R H H V L Q W H J U D W R U V D Q G V H J P H Q W R U V 3 H U N V O L N H * R R J O H V D S S H D O W R L Q W H J U D W R U V S H R S O H I R U Z K R P Z R U N O L I H D Q G K R P H O L I H K D Y H O L W W O H G L V W L Q F W L R Q 7 K H V H D U H W K H H P S O R H H V Z K R O L N H W R S O X J L Q W R W K H Z L I L V V W H P R Q * R R J O H V F R P P X W H U E X V D Q G G R Z R U N D V W K H U L G H W R D Q G I U R P W K H R I I L F H Z K R F K H F N R I I L F H H P D L O I U H T X H Q W O D W K R P H R Q Q L J K W V D Q G Z H H N H Q G V D Q G Z K R O L N H F K L O G F D U H I D F L O L W L H V D W R U Q H D U W K H L U R I I L F H V R W K D W W K H F D Q E U L Q J D S D U W R I K R P H Z L W K W K H P W R Z R U N 6 H J P H Q W R U V E F R Q W U D V W O L N H W R P D L Q W D L Q G L V W L Q F W Z D O O V E H W Z H H Q Z R U N D Q G K R P H 7 K H V H D U H S H R S O H P D G H X Q F R P I R U W D E O H E D Z R U N S O D F H I L O O H G Z L W K S H U N V U H O D W H G W R R Q H V S H U V R Q D O O L I H ( Y H Q H P S O R H H V Z L W K F K L O G U H Q F D Q G L V O L N H W K H I D F W W K D W W K H L U H P S O R H U S U R Y L G H V R Q V L W H F K L O G F D U H $ O R W R I S H R S O H O L N H W R N H H S W K H W Z R Z R U O G V V H S D U D W H V D V 5 R W K E D U G Z K R Z U R W H D E R X W W K L V W R S L F L Q D Q D U W L F O H W L W O H G 0 D Q D J L Q J 0 X O W L S O H 5 R O H V : R U N ) D P L O 3 R O L F L H V D Q G , Q G L Y L G X D O V ' H V L U H V I R U 6 H J P H Q W D W L R Q Z K L F K D S S H D U H G L Q D L V V X H R I 2 U J D Q L ] D W L R Q 6 F L H Q F H 1 R U G R W K H O L N H W R K D Y H W K D W E R X Q G D U Y L R O D W H G E W K H L U F R Z R U N H U V , W F D Q E H I U X V W U D W L Q J W R W K H P 2 X U Z R U O G L V Q R Z E H F R P L Q J P X F K P R U H L Q W H J U D W L R Q L V W Z L W K W H F K Q R O R J W K D W P D N H V R X R Q F D O O 6 H J P H Q W R U V D U H G R L Q J W K L V E X W W K H P D Q R W O L N H L W , Q K H U U H V H D U F K 5 R W K E D U G G R F X P H Q W H G K R Z V H J P H Q W R U V L Q D Q L Q W H J U D W L R Q L V W Z R U N S O D F H H Q M R H G O H V V M R E V D W L V I D F W L R Q D Q G K D G D O R Z H U F R P P L W P H Q W W R W K H L U F R P S D Q L H V W K D Q W K H L U L Q W H J U D W R U F R Z R U N H U V : K D W Z D V Q R W H Z R U W K W R R Z D V W K D W V H J P H Q W R U V P D Q R W N Q R Z W K H U H D V R Q V W K H D U H G L V V D W L V I L H G D W Z R U N , W V D V X E W O H H I I H F W Z K H U H W K H N Q R Z W K H M X V W G R Q W I L W L Q E X W P D Q R W N Q R Z Z K 5 R W K E D U G V D V + H U V W X G G L G Q R W P H D V X U H Z K H W K H U G L V F R P I R U W O H G W R K L J K H U W X U Q R Y H U U D W H V D P R Q J V H J P H Q W R U V F R P S D U H G W R R W K H U H P S O R H H V E X W V K H V D V R W K H U U H V H D U F K H U V K D Y H I R X Q G W K D W F R P P L W P H Q W L V U H O D W H G W R W X U Q R Y H U 5 R W K E D U G D G G V W K D W V H J P H Q W R U V F D Q E H I R X Q G L Q D Q E X V L Q H V V I U R P W K H V K R S I O R R U W R W K H R I I L F H R I W K H N Q R Z O H G J H Z R U N H U D Q G W K D W E H L Q J D V H J P H Q W R U L V Q R W U H O D W H G W R V N L O O R U H G X F D W L R Q $ Q G 5 R W K E D U G V W U H V V H V W K D W L Q W H J U D W R U V D U H Q R W Q H F H V V D U L O E H W W H U H P S O R H H V W K D Q V H J P H Q W R U V H Y H Q D W I L U P V Z L W K D Q L Q W H J U D W L R Q L V W F X O W X U H , Q W H J U D W R U V P D V S H Q G D O R W R I W L P H D W Z R U N E X W W K D W G R H V Q R W Q H F H V V D U L O P H D Q W K H D U H P R U H F U H D W L Y H R U P R U H S U R G X F W L Y H W K D Q V H J P H Q W R U V 6 H J P H Q W R U V P D E H D E O H W R I R F X V P R U H H Q H U J R Q W K H L U Z R U N S U H F L V H O E H F D X V H W K H N Q R Z W K D W W K H Q H H G W R I L Q L V K W K H L U W D V N V L Q W K H L U D O O R W W H G W L P H D W W K H R I I L F H W R D Y R L G Z R U N L Q J R Q W K H P D W K R P H 7 K H U H D U H S R V L W L Y H V D Q G Q H J D W L Y H V W R V H J P H Q W D W L R Q D Q G L Q W H J U D W L R Q V K H Q R W H V , Q W H J U D W L R Q K H O S V H P S O R H H V P D N H W U D Q V L W L R Q V W K H K D Y H D P X F K H D V L H U W L P H J R L Q J E D F N D Q G I R U W K E H W Z H H Q U R O H V 7 K D W V D E L J E H Q H I L W + R Z H Y H U L Q W H J U D W R U V P D K D Y H G L I I L F X O W I R F X V L Q J R Q W K H L U Z R U N 6 H J P H Q W R U V P D E H D E O H W R I R F X V P R U H H D V L O R Q D S D U W L F X O D U W D V N E X W P D I L Q G L W W D N H V W L P H W R V Z L W F K I U R P U R O H W R U R O H 6 R , G R Q W I H H O R Q H L V J R R G D Q G R Q H L V E D G , P M X V W V D L Q J L W V K D U G H U W R E H D V H J P H Q W R U L Q W R G D V F X O W X U H V * L Y H Q W K H V H J P H Q W R U V G L V F R P I R U W L Q D Q L Q W H J U D W L R Q L V W F R U S R U D W H V H W W L Q J R Q H P L J K W D O V R Z R Q G H U Z K H W K H U W K H Z H O O V W R F N H G S D Q W U R I E H Q H I L W V D W S O D F H V O L N H * R R J O H F R X O G K D Y H R W K H U Q H J D W L Y H L P S D F W V & R X O G I R U H [ D P S O H V R P H H P S O R H H V D F W X D O O U H V H Q W V X F K O D U J H V V H I R U L W V R Z Q V D N H " & R X O G V X F K F R U S R U D W H E H Q H I L F H Q F H E H S H U F H L Y H G D V P D Q L S X O D W L Y H D Q G K H D Y K D Q G H G V R P H W K L Q J O L N H W K H P L O O D Q G P L Q L Q J W R Z Q V R I W K H H D U O W K F H Q W X U Z K H U H H P S O R H H V Z H U H S U R Y L G H G K R X V L Q J E X W Z H U H S D L G L Q F K L W V L Q V W H D G R I G R O O D U V D Q G F R P S H O O H G W R E X R Y H U S U L F H G J R R G V D W W K H F R P S D Q V W R U H " 1 R R Q H L Q W H U Y L H Z H G E . Q R Z O H G J H # : K D U W R Q Z R X O G D J U H H Z L W K W K D W S U R S R V L W L R Q I R U W K H V L P S O H U H D V R Q W K D W W K H S H U N V R I I H U H G E * R R J O H D Q G R W K H U V D U H Y R O X Q W D U D Q G T X L W H Y D O X D E O H , I K D Y L Q J D J R X U P H W P H D O R Q W K H F R U S R U D W H F D P S X V P D N H V R X X Q H D V R X F D Q D O Z D V J R K R P H D Q G P D N H D E D O R Q H V D Q G Z L F K - X V W D V N . D O O D L O W K H * R R J O H H P S O R H H Z K R O R Y H V K L V Z R U N D Q G K L V H P S O R H U , W V Q R W W K D W R X K D Y H W R H D W K H U H R U X V H W K H J P K H U H K H V D V , W V D O O Y R O X Q W D U , W V R X U F K R L F H : H U H D O O D G X O W V 7 K L V L V D V L Q J O H S H U V R Q D O X V H F R S R I . Q R Z O H G J H # : K D U W R Q ) R U P X O W L S O H F R S L H V F X V W R P U H S U L Q W V H S U L Q W V S R V W H U V R U S O D T X H V S O H D V H F R Q W D F W 3 $ 5 6 , Q W H U Q D W L R Q D O U H S U L Q W V # S D U V L Q W O F R P 3 [ $ O O P D W H U L D O V F R S U L J K W R I W K H : K D U W R Q 6 F K R R O R I W K H 8 Q L Y H U V L W R I 3 H Q Q V O Y D Q L D 3 D J H R I 3 H U N 3 O D F H 7 K H % H Q H I L W V 2 I I H U H G E * R R J O H D Q G 2 W K H U V 0 D % H * U D Q G E X W 7 K H U H $ O O % X V L Q H V V . Q R Z O H G J H # : K D U W R Q K W W S N Q R Z O H G J H Z K D U W R Q X S H Q Q H G X D U W L F O H F I P " D U W L F O H L G $ O O P D W H U L D O V F R S U L J K W R I W K H : K D U W R Q 6 F K R R O R I W K H 8 Q L Y H U V L W R I 3 H Q Q V O Y D Q L D 3 D J H R I 3 H U N 3 O D F H 7 K H % H Q H I L W V 2 I I H U H G E * R R J O H D Q G 2 W K H U V 0 D % H * U D Q G E X W 7 K H U H $ O O % X V L Q H V V . Q R Z O H G J H # : K D U W R Q K W W S N Q R Z O H G J H Z K D U W R Q X S H Q Q H G X D U W L F O H F I P " D U W L F O H L G HR Assignment#7 Why is Google so great? Google Is #1 on this year's list of the 100 Best Companies to Work For® © 2007 Great Place to Work ® Institute, Inc. All rights reserved. Page 1 Google, a seven year old internet communications and technology company based in Mountain View California, tops this year’s "100 Best Companies to Work For" ® list. With over 440 compa- nies applying for spots on this year's ranking of the nation's best employers, what set Google apart? It could be the food - eleven gourmet restaurants on their Mountain View campus that 100 Best list co-author Milton Moskowitz says are incompara- ble to anything he's ever seen at another company. It could be the special and unique benefits (see below) that include opportunities, to learn, grow, travel, and have wildly zany fun during the work- day. It could be the more thoughtful offerings provided to Googlers such as a $500 take-out meal fund for new parents, opportunities to ask the founders about their vision for the future of the company, or a chance to be involved in significant community service. Yet, it is really no one of these items. Google is the grand sum (and more) of all these unique "parts" that together create an in- credible workplace. It is the Google culture that has vaulted this company to the Number 1 posi- tion on the 2007 "100 Best Companies to Work For" ® list. "These guys obviously had an idea originally about the search engine that was unique, but be- yond that they had an idea at the very start that they were going to create a great workplace" says Moskowitz. "They had so much money - so much money in cash - that some people would think they don't need the imprimatur of a list like ours - they could do anything they wanted - so why try and create a great workplace. It's a difficult thing to do - it takes effort and humility. Yet they did it, they wanted to create a great workplace and they did - that was important to them, be- yond simply making a lot of money - how they treat people is important." Why is Google so great? Google is #1 on this year's list of Fortune’s 100 Best Companies to Work For ® Google Quick Facts • Industry: Media: Media: Online Internet Services • US Employees: 5063 • Training: 100 hours/year • Voluntary Turnover (FT) 2.6% • Job Applicants: 472,771 • Headquarters: Mountain View, CA • CEO: Dr. Eric Schmidt • Founded: 1998 • Ticker Symbol: GOOG • Website: www.google.com Google Perks & Benefits • Up to $8,000/year in tuition reimbursement • On-site perks include medical and dental facilities, oil change and bike repair, valet parking, free washers and dryers, and free breakfast, lunch and dinner on a daily basis at 11 gour- met restaurants • Unlimited sick leave • 27 days of paid time off after one year of employment • Global Education Leave program enables employees to take a leave of absence to pursue further education for up to 5 years and $150,000 in reimbursement. • Free shuttles equipped with Wi-Fi from locations around the Bay Area to headquarter offices. • Classes on a variety of subjects from estate planning and home purchasing to foreign language lessons in French, Spanish, Japanese and Mandarin. Why is Google so great? Google Is #1 on this year's list of the 100 Best Companies to Work For® © 2007 Great Place to Work ® Institute, Inc. All rights reserved. Page 2 The competition is steep for any company seeking to become one of the Best, and certainly for any company that shows up in the #1 slot. Yet Google chose a great role model to help them create the special culture that has supported their success. While definitely creating and following their own path, leaders at Google also turned to Genentech (#1 on the Best Companies list in 2006) as a source of ideas and wisdom to guide their growth as a company. And they have grown well, with confidence that their unique culture and approach to work life have contributed to the overall suc- cess of the organization. In their Culture Audit (a key component of the Best Com- panies evaluation process) they state, "There is no hard data that can ever prove that a free lunch and a multicultural, campus-like environment con- tribute to the organization's success and profit. What can be proven is that Google is growing at an immense pace - retention of employees is high, attrition is low and revenues are strong ($6.1B in 2005). People are eager to work at Google and applications to our job openings are exceedingly high (approximately 1,300 resumes a day)." Google's employees confirm what is reported in the Culture Audit, with 95% of the employees who responded to the employee survey part of the Best Com- panies evaluation process saying, "Taking everything into account I'd say this is a great place to work." That's an extraordinary sentiment for a fast paced, stressful yet exhilarating work environment. Even people who leave Google to try something different do so reluctantly (SF Chronicle, 1/7/07). Google's leaders have figured out the formula that works for them by treating people with respect, supporting their creative endeavors, and working hard to adhere to their motto of "Don't be evil". It's not magic, or rocket science or paternalism or entitlement. In some ways it is plain common sense. As they explain in their Culture Audit: "Our employees, who call themselves Googlers, are everything. Google is organized around the ability to attract and leverage the talent of exceptional technolo- gists and business people. We have been lucky to recruit many creative, principled and hard working stars. We hope to recruit many more in the future. As we have from the start, we will reward and treat them well." T R U S T Dimension How it plays out in the workplace CredibilityCommunications are open and accessibleCompetence in coordinating human and material resourcesIntegrity in carrying out vision with consistency RespectSupporting professional development and showing appreciationCollaboration with employees on relevant decisionsCaring for employees as individuals with personal lives FairnessEquity–balanced treatment for all in terms of rewardsImpartiality–absence of favoritism in hiring and promotionsJustice–lack of discrimination and process for appeals PrideIn personal job, individual contributionsIn work produced by one's team or work groupIn the organization's products and standing in the community CamaraderieAbility to be oneselfSocially friendly and welcoming atmosphereSense of "family" or "team" 95% 89% 92% 50% 60% 70% 80% 90% 100% Google 100 Best 100 Best - Top 10 Google and 100 Best Benchmarks: "Taking everything into account, I would say this is a great place to work " Why is Google so great? Google Is #1 on this year's list of the 100 Best Companies to Work For® © 2007 Great Place to Work ® Institute, Inc. All rights reserved. Page 3 Best People Practice© Examples Creating a great workplace requires more than a spe- cific set of programs and practices - there is no set of required benefits, resources or perks that works for all. Best Companies develop their own unique cul- tures in which employees are able to say "I trust the people I work for, have pride in what I do, and enjoy the people I work with." The following practices reflect a small selection of the programs and practices that Google uses to build its own great workplace. These programs and the spe- cific ways in which they support and build the Google culture are what make them work for this company. Google seeks out brainy, creative, en- trepreneurial people to join its ranks and so provides strong support for people's professional growth and development - all of which is consistent with its spoken emphasis on the importance of respecting people. Googlers also like to have a lot of fun during the work-day - to relieve stress, build camaraderie and fuel creative thinking - so there are lots of opportunities to have fun at work as well. The following examples of Best Practices may inspire you to pursue some creative activities within your own organization. That's exactly what's intended! Best Practices that Build Credibility Credibility is built through three interdependent sets of behaviors and attitudes found in the practice of two-way communication, competence and integrity. Ef- fective communication invites two-way dialogue. Leaders and managers are clear and comprehensive with the information they share; mechanisms are available to employees that afford them the opportunity to begin conversations about what they might need or want to hear. Competence is seen in the skills and behaviors needed for the effective coordination of people and resources, directing employees’ work with the right amount of oversight, and clearly articulating and pursuing a vision for the organization as a whole and for individual departments. Management’s integrity depends on honest and reliable daily actions. Managers strive to be consistent in what they say and do, and promises are kept. Additionally, employees have confidence that their managers run the business ethically. • TGIF is a weekly, company-wide get-together started by Google co-founders, Larry Page and Sergey Brin. While it is used as a time to welcome new employees and for senior leaders to present news about Google and Google-related events that have transpired over the previous week, the highlight of TGIF is the Question and Answer section. This section reflects the leaders' belief that employees should feel comfortable asking even the most senior members "Google is a great company and I am very proud to be a part of it. The perks are ex- traordinary and this is the most unique working environment I have ever been in. The products, ideas, creative minds that we have continue to amaze and inspire me." (employee) Why is Google so great? Google Is #1 on this year's list of the 100 Best Companies to Work For® © 2007 Great Place to Work ® Institute, Inc. All rights reserved. Page 4 of the management team any question and that the executives should talk with employees as openly as possible. No question is off-limits. Questions from past sessions include "What are Google's growth rate projections?" and "When is Google relocating to Mars?" TGIFs are webcast to Google offices around the globe and archived for those who cannot make the meeting due to time zone or other scheduling challenges. • At Google, there are many internal e-mail lists dedicated to the discussion of particular ideas, issues and complaints. For example, on the "Google Ideas" website, Googlers regularly sub- mit their thoughts on product improvements or provide suggestions about how to make things better around Google. Their colleagues can then weigh-in by providing their feedback through comments and ratings - from 0 (Dangerous or harmful if implemented) to 5 (Great idea! Make it so). The management team pays very close attention and is responsive to issues that Googlers deem important enough to discuss on one of their internal e-mail lists. Some- times, the conversations started on one of these e-mail threads have actually become the topic of a larger discussion at a TGIF. • At the quarterly "Kick-Off" meeting for Google's North American Sales Organization, the Sales Vice President discussed the team's performance against quarterly objectives and an- nounced group stretch goals for the coming quarter. These quarterly meetings are capped off by the Global Sales and Operations Conference, to which Google's entire sales force (as well as any employees who are in the San Francisco Bay Area) is invited to attend. The Confer- ence includes three days of presentations from senior leaders, guest speakers and training workshops. The highlight is the very candid, no-holds-barred Q&A session with Google's en- tire senior management team. Best Practices that Show Respect Respect is demonstrated through practices that provide professional support to employees, encourage collaboration and allow for expressions of care both in the workplace and outside. Professional support is shown to employees through the provision of training opportunities and the resources and equipment necessary to get work done, as well as through the expressions of appreciation for accomplish- ments and extra effort. Collaboration between employees and management re- quires that leaders and managers genuinely seek and respond to employees’ suggestions and ideas, and involve people in the decisions that affect how they get their work done. Managers demon- strate caring by providing a safe and healthy working environment, and by showing an interest in people’s personal lives. Caring managers are also aware of the impact the work has on employees’ personal lives. • Google promotes the professional growth and development of its employees through an education reimbursement plan. Googlers can be reimbursed up to $8000 per calendar year on pre-approved, work-relevant courses that are provided through external training providers or academic institutions. Engineers can also enroll in the MS at Stanford Program, a one year program at Stanford University designed to increase an engineer's knowledge through a mas- ter's program in a technical field. The cost of this program is fully covered by Google. Why is Google so great? Google Is #1 on this year's list of the 100 Best Companies to Work For® © 2007 Great Place to Work ® Institute, Inc. All rights reserved. Page 5 • Google offers a Global Education Leave Program for Googlers who wish to take a leave of absence to pursue further education on a full-time basis. The education leave can be up to a maximum of 5 years and the reimbursement may be up to a maximum of $150,000. The edu- cation leave program is a new program that was just announced in 2006 and already has a few employees who are utilizing the program. • Because employee suggestions are a key-driver in Google's product development process, Google's products are often first released internally across the company. This strategy allows Googlers to play around with the product and provide feedback and suggestions to the prod- uct engineers and managers. Examples of products that have gone through this process in- clude Google News, Gmail, Froogle, Google Local, and Google toolbar. • The 20% project is a unique program for Google engineers, which encourages them to dedi- cate 20% of their time on a project outside their typical work responsibilities that would po- tentially benefit the company. The 20% project encourages continual innovation by allowing engineers to spend time on Google related projects that they wish to pursue. By enabling employees to recharge their creative energies, Google provides an opportunity for employees to move into new areas of work while also broadening their knowledge base. • Google understands the stress of bringing home a new baby and that is why they have a take- out food benefit to ease the transition. The take-out benefit allows new parents to be reim- bursed for up to $500 within the first 4 weeks that they are home with the baby. It is a highly used benefit from our employees as 90% of new parents take advantage of this perk. • Google offers free gourmet (and often organic) meals, breakfast, lunch and dinner, every day, and they also work on bettering the environment and supporting local farmers or fishermen. The cafés encourage the consumption of organic, healthy food and serve only line-caught fish (rather than farm-raised or wild net-caught). Prior to stepping into the café line, employ- ees are greeted with a healthy suggested meal for that day, along with displays of appropriate food consumption. Best Practices that Ensure Fairness The three principles that support the practice of Fairness in an organization are equity, impartiality and justice. A sense of equity is conveyed through balanced treatment of all people in the distribution of intangible and tangible rewards. Manager impartiality is displayed through an avoidance of favoritism in hiring and promotions practices, and absence of politicking in the workplace. Justice is seen as a lack of discrimination based on people’s personal characteristics, and the presence and utilization of a fair process for appeals. • Google's compensation philosophy is to deliver pay in ways that support its primary business objectives, which includes supporting the company's culture of innovation and performance and attracting and retaining the world's best talent. To achieve these objectives, Google has developed its compensation programs on a pay-for-performance platform intended to pro- vide "start-up-like" reward opportunities for strong performance as well as downside expo- sure with underperformance. This philosophy applies to all Google employees, with increas- Why is Google so great? Google Is #1 on this year's list of the 100 Best Companies to Work For® © 2007 Great Place to Work ® Institute, Inc. All rights reserved. Page 6 ing proportions of "leveraged" or "at-risk" compensation being tied to increasing levels of leadership and responsibility. • Throughout the year, Google partners with several organizations and conducts various re- cruiting events in order to bring together a workforce that reflects its globally diverse audi- ence. It has worked with Richard Tapia Celebration of Diversity in Computing, the Grace Hopper Conference, and the EntryPoint! program for students with disabilities, among oth- ers. The foundation of these recruiting efforts is a detailed understanding of where the talent pools are located - establishing research and managing to metrics are an integral part of these recruiting efforts. Today for example, Google's U.S. workforce is 32% female, higher than many other technology companies. • The Founders' Award, Google's most significant and high profile recognition program, is de- signed to give extraordinary rewards for extraordinary team accomplishments. While there's no single yardstick for measuring achievement, a general rule of thumb is that the team being rewarded has accomplished something that created tremendous value for Google. The awards pay out in the form of Google Stock Units (GSUs) that vest over time. Team mem- bers receive awards based on their level of involvement and contribution, and the largest awards to individuals can reach several million dollars. In 2005, Google awarded approxi- mately $45 million in restricted stock to employees working on 11 different projects. Like a small start-up, Google continues to provide substantial upside to our employees based on ac- complishments. But unlike a start-up, it provides a platform and an opportunity to make those accomplishments much more likely to occur. • Diversity at Google is not just a "HR Program" focused on recruiting its own workforce. In- stead, it is something that runs throughout all levels of the organization, and extends outward to developing a pipeline to encourage girls and underrepresented minorities to pursue studies in math, science and engineering. To this end, Google supports several organizations - Sally Ride Science Festival, FIRST Robotics, Expanding Your Horizons, TechBridge, Citizen Schools - that provide after school programs, mentoring relationships, competitions, and technical skill workshops for girls and underrepresented minorities who might not otherwise have been exposed to opportunities in science and technology. Best Practices that Develop Pride Managers in great workplaces help to build employees’ pride in their work and the work of the company. Employees feel pride in their personal jobs, and know that their individual work makes a difference. The work that is produced by their team is a cause for pride and is supported through a willingness to give extra. People also feel pride in the company as a whole, based on the organization’s public reputation and standing in the community. • O ne of the reasons why employees feel proud to work at Google is because its work is not driven by profit as a main priority, but rather by the user and user experience. This priority is illustrated by a story in a Time Magazine article about an incident at Google, in which Larry Page rejected a proposal brought forth by Google engineers that could generate millions in Why is Google so great? Google Is #1 on this year's list of the 100 Best Companies to Work For® © 2007 Great Place to Work ® Institute, Inc. All rights reserved. Page 7 additional advertising revenue. His reason for doing this was because he did not believe that the modification would enhance the user experience. • Google believes in making use of their talent, technology, and other resources to make a lar- ger contribution to the world. As such, Google Inc. donated $90M to Google.org, which ad- ministers Google's philanthropic activities. This money will be used to focus on efforts to- wards alleviating global poverty, and addressing energy and environmental concerns. The Google Foundation has made initial commitments to programs such as the Acumen Fund, a non-profit venture fund that invests in market-based solutions to global poverty, and Tech- noServe, which helps budding entrepreneurs turn good business ideas into thriving enter- prises. • Googlers also often put a unique, Googley twist to community involvement. Rather than having people bring a few cans of food for holiday food barrels, volunteer shoppers from all over Google used cash collected to spend a single lunch hour at Costco, racing to load shop- ping carts and fill a huge semi-tractor trailer for the Food Bank. The total contribution from Google to the Second Harvest Food Bank ended up being over $50,000. Best Practices that Support Camaraderie Practices within the Camaraderie dimension encompass three aspects of employ- ees’ relationships with their co-workers. Employees experience camaraderie in the workplace through the level of intimacy they find, or the ability they have to be themselves. Hospitable workplaces are friendly and welcoming to all employees, and encourage people to have fun during the work day. A strong sense of com- munity develops in organizations where people feel that they are part of a team or a family, that they cooperate within and across departments, and that people are connected by com- mon values and purpose. • O ne of the qualities that Google looks for and measures in potential Googlers is their "Googleyness" - is the candidate able to work effectively in a flat organization and in small teams and respond to a fast-paced rapidly changing environment. Does he/she seem well- rounded and bring unique interests and talents to innovate in the work he/she does, and pos- sess enthusiasm for the challenge of making the world a better place? This "Googley" factor plays an important role when candidates are evaluated during the hiring process. • Google encourages quarterly department off-sites in order for teams to bond together while having fun. This is a great way for Googlers to meet others in the department as well as to learn more about co-workers. There's a (true) urban legend that a couple of guys celebrated a new product accomplishment by shaving their heads in the Google men's room. • The décor of Google offices encourages much fun. Lava lamps, bicycles, large rubber exer- cise balls, couches, dogs, press clippings from around the world, projection screens displaying search queries or daily Google events fill the halls and offices. According to an article in the Seattle Times entitled "Big Google Ideas Generated Here" (06/24/06): "If the Googleplex exploded, the employees would have a hard time digging themselves out of a shower of pi- rate flags, action figures, t-shirts with funny sayings, leis, ironic signs, a fringed leather vest, thousands of game pieces, and giant Lego people." Why is Google so great? Google Is #1 on this year's list of the 100 Best Companies to Work For® © 2007 Great Place to Work ® Institute, Inc. All rights reserved. Page 8 • O ne of Google's fun celebrations held in 2005 included a "Jetaway on a Google Holiday," event in which employees enjoyed the perks of many world cultures, including the London club scene, Brazilian samba beats, and Tokyo karaoke, all from the piers of San Francisco. Cotton candy, a Ferris wheel, and funnel cake were some of the highlights during Google's summer picnic at the Mountain View headquarters, while the Halloween festivities featured people dressed as flowers, ghosts, pirates, computer systems, and girl scouts, all competing for prizes. Additional Resources • Join us for the 2007 Great Place to Work® Conference, April 18-20 th in Los Angeles, California, to learn more about how to create great workplaces directly from Best Companies leaders. For more information, visit www.greatplacetowork-conference.com • Nominate your company to be on Best Companies lists in North America, Europe, Latin America and Asia by visiting http://www.greatplacetowork.com/best/index.php. • Consulting Services: We believe passionately that any organization of any size or industry can become a great place to work ®. Great Place to Work ® Institute, Inc. consulting services are based on 25 years of re- searching Best Companies, and our in-depth knowledge of how companies transform can help you achieve higher levels of productivity and profit. Through our assessment, action planning, and advisory services, we can help you to measure, benchmark, and positively impact employees’ experiences of your organization. Why is Google so great? Google Is #1 on this year's list of the 100 Best Companies to Work For® © 2007 Great Place to Work ® Institute, Inc. All rights reserved. Page 9 Great Place to Work ® Institute, Inc. has conducted pioneering research on the characteristics of great workplaces for over 25 years. We believe all compa- nies can become great places to work, and our mission is to help them succeed. Our Great Place to Work ® Model © is recognized as the standard for assessing great workplaces. In 27 countries around the world, we are proud to: • Recognize the Best Companies for their achievements through our international Best Companies lists. In the U.S., these lists include Fortune’s 100 Best Companies to Work For ®, as well as the “Best Small & Medium Companies to Work for in America” published in col- laboration with SHRM. • Help companies create and sustain great workplace cultures through our consulting services. Our data collection tools (employee survey, focus groups, 360º professional devel- opment tool) educational workshops and training programs, action planning system, and strategic advising services all support the transformation process within any organization. The Institute’s unique access to Best Companies’ data allows us to offer unparalleled benchmarking opportunities, best practice information, and transformation insight to our consulting clients. • Share resources, best practices, and Institute research through our education services. These include peer networking groups, workshops, conferences, and publications which enable organization leaders to learn directly from each other, as well as benefit from our wealth of knowledge and lessons learned from the Best Companies and our clients. For more information, please contact us: Global Headquarters Great Place to Work ® Institute, Inc. 169 11th Street San Francisco, CA 94103 Phone: 415.503.1234 Fax: 415.503.0014 Consulting Services Great Place to Work ® Institute, Inc. Trolley Square, Suite 26-B Wilmington, DE 19806 Phone: 302.575.1900 Fax: 302.575.1958 [email protected] www.greatplacetowork.com

Writerbay.net

We’ve proficient writers who can handle both short and long papers, be they academic or non-academic papers, on topics ranging from soup to nuts (both literally and as the saying goes, if you know what we mean). We know how much you care about your grades and academic success. That's why we ensure the highest quality for your assignment. We're ready to help you even in the most critical situation. We're the perfect solution for all your writing needs.

Get a 15% discount on your order using the following coupon code SAVE15


Order a Similar Paper Order a Different Paper