Googles Methods of Motivating Employees Essay Example for Free

Googles Methods of Motivating Employees EssayWhat is sustenance like at Google? After extensive explore I found a wide variety of opinions ab come out of the closet life at Google. Googles website portrays Google as the best of all places to work. They offer many luxuries including on site massages and health clubs in addition to free dining and vending options. The management style of Google is very lackadaisical and far from serious. Their motto is search, search, and search. Googleplex located out of San Jose, California has a unique method of motivating employees vastly diverse from other corporate America companies. New hires are flabbergasted by Googles reputation.If they pass the unorganized and exhausting interview process, they will be able to utilize the extravagant perks that attract many to Google initially. Googles goal is to keep employees cogitate on work by eliminating anything that might interfere with production. Current employees make use of this concept depending on their length of employment with the company. Ex-employees have a different view of Googles culture and the driving forces that power it. Many of Googles old employees feel this atmosphere leads to 24/7 work days with no personal time.They feel overworked and underpaid with little advancement opportunities available. With that being said, my assessment of the working milieu at Google is similar to that of former employees. I feel Google is mirroring the college environment by meeting the basic needs of their employees. By making the basic needs readily available within the working environment, they eliminate outside distractions thus hoping to adjoin production. However, I feel this philosophy is comparable to that of many cults.They entice employees with so-called spectacular benefits and average pay all the while neglecting to tell them how demanding the working environment is at Google. I am surprised that Google does not offer on-site living arrangements too. Robb ins and Coulter (2009) state, Google has been named the best company to work for by Fortune magazine two years running. I have no doubts they are not a fantastic company to call home, but they are not retaining life time employees. At some point these associates are losing motivation and decide to look for better opportunities.These situations tell me that Google is failing their employees at some point. I entrust the break-down begins at the top of the organizational structure within Google. They emphasize their benefits but neglect to explain employee expectations or job demands to their staff. After the orientation phase, employees get the accepted taste of Google little time for the perks, exhausting hours, unorganized working environments, lacking management guidance, little advancement opportunities, minimal pay and a child-like atmosphere. This is the perfect pattern for burnout.Sequentially burnout creates Googles biggest challenge. It has been said that middle manageme nt at Google might oversee over 100 people at one time. How can this be effective? Management needs to be involved and become more hands on with their employees. They could start with career plans, training and promotable reviews. Also, I feel Google should equilibrise their perks by offering less on-site and more down time or empathy to their associates on a personal level. The perks offered are great but they are missing the most important factor-a sincere personal touch.If I were managing a team of Google employees I would try to implement a hands on graphic symbol of approach. I would set up monthly meetings and give my staff appropriate feedback to help them grow and excel. A rewards and recognition program would be beneficial to them as well as a career plan. It would also be helpful to have training sessions when needed. Lastly, I would empathize with my employees by stressing balance between family and working time. Google has a nice platform however, I feel these few chan ges could be vital assets to enhancing their working place while keep long term associates.