GOOGLE 2 Google is one of the model companies to work for based on a number of factors including working conditions, salary, an opportunity for advancement and the work involved. Google has proven itself to be an ideal workplace due to the premium that it places on employee happiness. The key to Google’s success as the ideal workplace is the company’s constant innovation and experimentation to create the ideal work place. As a tech giant, Google has been able to achieve its incredible success due to a culture of creativity and innovation. The company also follows the same approach when it comes to managing its human resource (Bock, 2015). Google is renowned for its unique people culture and talent management practices and policies. The company’s flexible approach to talent management attracts talented employees to the company in addition to keeping its workers satisfied and engaged (Bock, 2015). The company’s exceptional workplace culture and successful evaluation system enable it to retain high performing employees. Google recognizes the significance of a motivated workforce and the importance of flexibility in nurturing creativity and innovation. As a result, the company has invested in spaces that nurture creativity. It also gives the employees adequate time to experiment with their ideas. As a result, the employees are productive and satisfied which is critical to organizational performance. Google transformative approach towards talent management is driven by the application of data and analytics to inform its people practices and policies. Through effective use of data and analytics, Google is able to leverage on technology to make more accurate decisions in regard to its human resource asset. Google success as a company is based on its ability to mine massive data sets to inform its business model. The company has extended this practice in managing its talent asset through what it has dubbed a people analytics approach. The approach entails the leveraging on big data and machine learning to gain insight into its employees. This is then used as the basis for making people decisions which has enabled Google to gain tremendously in terms of productivity returns (Bock, 2015). Google’s employee development and training program is another important people policy that has had a significant impact in its organizational outcomes. Google has heavily invested in the training and growth of its workforce through various programs. This include offering its employees job-specific courses that improve their abilities. The company has also implemented a Google-to-Googler model through which employees learn from one another. In addition, the company has nurtured an organizational culture that encourages learning as a way of developing employees. This is vital as it ensures that its workforce is prepared for the various changes in the increasingly competit ...

1. GOOGLE
2
Google is one of the model companies to work for based on a
number of factors including working conditions, salary, an
opportunity for advancement and the work involved. Google has
proven itself to be an ideal workplace due to the premium that it
places on employee happiness. The key to Google’s success as
the ideal workplace is the company’s constant innovation and
experimentation to create the ideal work place. As a tech giant,
Google has been able to achieve its incredible success due to a
culture of creativity and innovation. The company also follows
the same approach when it comes to managing its human
resource (Bock, 2015).
Google is renowned for its unique people culture and talent
management practices and policies. The company’s flexible
approach to talent management attracts talented employees to
the company in addition to keeping its workers satisfied and

2. engaged (Bock, 2015). The company’s exceptional workplace
culture and successful evaluation system enable it to retain high
performing employees. Google recognizes the significance of a
motivated workforce and the importance of flexibility in
nurturing creativity and innovation. As a result, the company
has invested in spaces that nurture creativity. It also gives the
employees adequate time to experiment with their ideas. As a
result, the employees are productive and satisfied which is
critical to organizational performance.
Google transformative approach towards talent management is
driven by the application of data and analytics to inform its
people practices and policies. Through effective use of data and
analytics, Google is able to leverage on technology to make
more accurate decisions in regard to its human resource asset.
Google success as a company is based on its ability to mine
massive data sets to inform its business model. The company
has extended this practice in managing its talent asset through
what it has dubbed a people analytics approach. The approach
entails the leveraging on big data and machine learning to gain
insight into its employees. This is then used as the basis for
making people decisions which has enabled Google to gain
tremendously in terms of productivity returns (Bock, 2015).
Google’s employee development and training program is
another important people policy that has had a significant
impact in its organizational outcomes. Google has heavily
invested in the training and growth of its workforce through
various programs. This include offering its employees job-
specific courses that improve their abilities. The company has
also implemented a Google-to-Googler model through which
employees learn from one another. In addition, the company has
nurtured an organizational culture that encourages learning as a
way of developing employees. This is vital as it ensures that its
workforce is prepared for the various changes in the
increasingly competitive market place.
One of the fundamental driving forces that has shaped Google’s
organizational environment is the talent for war. Talent is a key

3. driver of organizational performance particularly in the
technology sector where a company’s ability to innovate is
critical for survival. Google relies on high performing
employees to stay innovative and ahead of its competitors.
Consequently, the company is engaged in a scramble for talent
with other tech giants such as Apple, Microsoft, Facebook and
Oracle. The company compete fiercely to the extent of poaching
star employees from each other. In order to avoid attract and
retain its employees, Google offers a generous compensation
and benefits package. This includes opportunities for
advancement for the top performing employees.
The other fundamental driving force that has impacted Google’s
organizational environment is globalization. Globalized markets
have dramatically increased the need for multinational
companies such as Google to adopt best practices in various
functions including people management. In order to effectively
compete in an interconnected and increasingly dynamic
marketplace, Google has adopted global talent management.
This is a practice that is characterized by the adoption of
diversity and creation of inclusive workplaces. Google manages
its global workforce in a manner that reflects the changing
demographics in its workforces as well as the need to be
inclusive (Schmidt E., 2014).
Technological innovation is also a significant driving force
behind Google’s organizational culture. As a tech giant,
innovation is one of Google’s mainstays. Google is engaged in a
number of cutting-edge and novel projects that span various
areas including machine learning and artificial intelligence.
This include projects such as self-driving cars, mobile
computing, cloud computing, Android operating system, Google
cloud and Google Translate. As a leading technological
innovator, Google also applies technological innovation in
people management (Ketchen, 2012). The company for instance
applies a data driven approach in managing its human resource
asset which enables it to improve various aspects such as
employee retention and the diversity of teams.

4. Google has in the past faced a number of moral and ethical
conflicts in the course of its operations. Google like many other
organizations is faced with situations that might require
compromises in the moral conduct or profitability. In 2010 for
instance, Google shut down its operations in China over
censorship issues. This was in line with the company’s motto,
“Don’t be evil” which informed the company’s refusal to
comply with a directive requiring it to filter its results. This was
a huge compromise given the size of the Chinese Market and the
revenues that the company could have generated had it complied
with such a policy. Google has also previously faced an ethical
conflict involving the privacy of employees’ confidential
records. This follows the company’s failure to comply with an
order from the Department of Labor requiring it to turn over
confidential information regarding its compensation practices.
Google’s failure to comply with this order is it because it
violates the employee’s privacy and thus arouses ethical issues.
The increasingly global nature of the business environment due
to organizations going international has resulted in increasingly
diverse workforces. The resulting diversity has had an impact
on various practices related to work attitudes. One such practice
is in regard to talent management. As workforces become
increasingly multicultural, businesses will be required to change
their people management practices in order to cope with
diversity. This includes adopting talent management practices
that are sensitive to the employees’ cultural background, sexual
orientation, gender and age (Ketchen, 2012). Talent
management practices including recruitment, training and even
promotion will require a delicate balancing act that ensures the
consideration of all these factors.
Diversity has also had an impact on employee relations. The
relations between employees and the employer are critical in
ensuring that employees remain engaged, satisfied and
productive. Employee relations are key in determining worker
engagement and satisfaction with the employer. To foster
positive employee relations requires companies to recognize

5. diversity as a critical factor. Hiring across diverse backgrounds
can foster a multiplicity of ideas and perspectives. This is
important in nurturing a culture of innovation. This can enable
an organization to build a robust workforce and superior
organizational culture that fosters employee motivation and
satisfactions. Consequently, employees will be productive
which translates to improved organizational performance.
References
Bock, L. (2015). Work Rules! Insights from Inside Google That
Will Transform How You Live and Lead. Twelve.
Ketchen, J. S. (2012). Mastering Strategic Management.
Minnesota: University of Minnesota.
Schmidt E., J. R. (2014). How Google works. Grand Central
Publishing.
For this assignment, use the same company you researched in
Assignment 1.
Write a two to three (2-3) page paper in which you:

6. Compare the difference between job satisfaction and
organizational commitment. Determine which is more strongly
related to performance for your selected company.
Apply motivational theory and performance management
principles to evaluate the company as a potential employer.
Use at least three (3) quality references. Note: Wikipedia and
other Websites do not quality as academic resources.
Your assignment must follow these formatting requirements:
Be typed, double spaced, using Times New Roman font (size
12), with one-inch margins on all sides; citations and references
must follow APA or school-specific format. Check with your
professor for any additional instructions.
Include a cover page containing the title of the assignment, the
student’s name, the professor’s name, the course title, and the
date. The cover page and the reference page are not included in
the required assignment page length.
The specific course learning outcomes associated with this
assignment are:
Analyze motivational theories and their impact on work
behavior and performance.
Use technology to research issues affecting organizational
behavior in order to deliver assignments which are clear,
concise and have proper writing mechanics.
Write clearly and concisely about operations management using
proper writing mechanics.