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Case Study on Google
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- 2. INTRODUCTION Google Inc. isan American multinational technology company that specializes in Internet -related services and products. These include online advertising technologies, search, cloud computing ,software, and hardware. Google was founded in 1998 by Larry Page and Sergey Brin while they were Ph.D. students at Stanford University, in California. Together, they own about 14 percent of its shares, and control 56 percent of the stockholder voting power through super voting stock.
- 3. They incorporated Googleas a privately held company on September 4, 1998. An initial public offering (IPO) took place on August 19, 2004, and Google moved to its new headquarters in, nicknamed the Googleplex. In August 2015, Google announced plans to reorganize its various interests as a conglomerate called Alphabet Inc. Google, Alphabet's leading subsidiary, will continue to be the umbrella company for Alphabet's Internet interests. Upon completion of the restructure, Sundar Pichai was appointed CEO of Google; he replaced Larry Page, who became CEO of Alphabet.
- 4. FACTS 1. The name“GOOGLE” is actually derived from the mathematical term “GOOGOL” which is basically 1 with a 100 zeros following it.
- 5. 2. Google givesattractive perks and benefits. • Flexible work schedule • Massage Parlours • Fully epuipped Gym • Free Breakfast , Lunch and Dinner • Outdoor and Indoor games • Free pet zone • Maternity benefits of a maximum of 18 weeks off at 100 percent pay 3. Google was named the 2014 “Best company to work for” by the Great Place to Work Institute and Fortune Magazine . 4. Google gives each of its employees 20 percent of his time ( 1 day every week ) to do anything they like which is lawful and ethical.
- 6. Flexible work Hours GymArea Food Free Pet zone
- 7. PROBLEM Q: Google hirewell and top qualified people so every one is over qualified their and they are being underutilized and they start leaving the company and also they feel all those perks and benefits are just an illusion to attract them and to let them stay in company .
- 8. SOLUTIONS • Google shouldnot give so many benefits and so much flexibility because of these employees are becoming very free and underutilized and they start to think and feel that all those perks and benefits are just an illusion. • Google should see that their employees are well utilized and productive at work. • Google should keep certain Rules and Regulations , So everyone works equally and do productive work.
- 9. • Google Shouldfollow the Hierarchy Process and they should give Regular Promotions. There are cases where employees are working from 8 Years without promotions. Google need to work on this. • They should start giving certain work to everyone employee so that they feel that they are in this company and they are contributing and doing their work perfectly. • Google should reward employees based on their work and give those huge perks and benefits to them who are working well.
- 10. CASE QUESTIONS & SOLUTIONS 1Q: What’s it like to work at Google? What’s your assessment of the company’s work environment ? Google has a fascinating work environment. There are numerous facilities provided to the employees. • Flexible work schedule • Outdoor and indoor games • Massage parlours
- 11. • Maternity leave •Fully equipped Gym • Free breakfast, lunch, dinner • Free Pet zone • Mind Meld – Employee teaches other employee ASSESSMENT • Google love their employees and they want them to know it. • Google's work force is a great motivator. • People are appreciated for their work. • Google create a respectful work place culture.
- 12. Flexible work Hours GymArea Food Free Pet zone
- 13. 2Q : Googleis doing a lot for its employees, but obviously its’s not done enough to retain several of its talented employees. Using what you’ve learned from studying the various motivational theories, what dies this situation tell you about employee motivation ? Google needs to follow two theories Hertzberg's motivation - Hygiene theory ( two-factor theory ) Maslow’s Hierarchy of Needs
- 14. HERZBERG’S MOTIVATION– HYGIENE THEORY ( TWO-FACTOR THEORY )
- 15. MASLOW’S HIERARCHYOF NEEDS
- 16. According toMaslow, the human needs follow a definite sequence of domination. The second does not arise until the first is reasonably satisfied, and the third need does not emerge until the first two needs have been reasonably satisfied and it goes on. The other side of the need hierarchy is that human needs are Unlimited.
- 17. 3Q: What doyou think is Google’s biggest challenge in keeping employees motivated ? Google's biggest challenges in keeping employee's motivated are • How to retain a large number of talented and experienced professionals. • Managing people from different cultures and backgrounds. • Identifying and setting the needs of employees so that their performance isn't affected.
- 18. • They hirewho are well qualified so everyone is overqualified so you can be underutilized and being underutilized can be a nightmare and leads to depression.
- 19. 4Q: If youwere managing a team of Google employees, how would you keep them motivated ? Motivation : Motivation is the process by which a person's efforts are energized , directed, and sustained towards attaining a goal. • The energy element is a measure of intensity or drive. The high level of efforts needs to be directed in ways that help the organization achieve the goals. Employees must persist in putting forth effort to achieve those goals. First and foremost to motivate your staff, first be a role model to them.
- 20. Individualize Reward Use goal Setting Theory Link Rewards to Performance Check the system for Equity Show care and concern for your Employees Use Recognition Perks
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