Google Inc. (Google) is an American company, whose search engine is popularly used around the globe. The company was established in 1998 by Sergey Brin and Larry Page in Mountainview, California, USA, where the current headquarters lie. It hires 55,035 employees all over the world and has a total revenue of USD 47,898 millions as of 2014. Google makes profits by offering its customers a variety of Internet services and products, including e-mail, online document creation, and software for mobiles and computers. It is known as the best place to work due to the non-monetary rewards that it gives its employees. Non-financial rewards are non-monetary stimuli that motivate employees by offering them psychological benefits. Google provides a myriad …show more content…
By fulfilling the fundamental needs of its employees, Google has improved their productivity and the overall performance of the company. Douglas McGregor’s Theory X and Y Douglas McGregor was another advocate of non-financial rewards for employees as a means of improving their productivity. Appendix J illustrates McGregor’s Theory X and Y. Google’s non-monetary stimuli of free healthy buffets, on-site facilities, a maternity leave plan, and freedom of action are efficient in motivating the Theory X employees, who lack initiative. Free food buffets and on-site facilities act as incentives to encourage them to work harder by establishing an ideal environment where they can generate and share ideas with colleagues.
Google’s provision of various perks can also improve the productivity of Theory Y employees, who seek to achieve beyond their potential. Freedom of action and the healthy food buffets allow them to have flexible working hours, which enable them to push themselves beyond their limits to achieve their
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Google’s high turnover rate shows that a large number of its employees quit working despite the perks. This means that the level of employee satisfaction is relatively low although Google provides its employees with a set of highly beneficial perks.
Democratic Leadership Even though democratic leadership is effective in motivating employees, it is not suitable for a large workforce. According to the theory of diseconomies of scale in management, “the additional time needed to communicate effectively with a larger number of staff ultimately [slows] down decision-making”. Without doubt, a slow decision-making process can be detrimental to the overall performance of a company, which goes against Google’s aim to improve its performance by pursuing democratic leadership.
Conclusion
Google’s use of perks, such as free healthy buffets, on-site facilities, a maternity leave plan, and freedom of action distinguishes the company from its rivals. After examining the effects of Google’s non-financial stimuli on its employees, it is clear that they have played a key role in improving the overall performance of the company by increasing the employees’ productivity. However, some people may argue that Google’s use of perks was not very successful because of its high turnover rate and the slow decision-making process, which may have negatively affected the employees’ motivation
There are tendencies in this society, to expect the worst from various forms of new technologies and how they can affect people long term. However, a counterargument states that the increasing amount of technologies people use can be beneficial in a variety of ways. Within the persuasive essay, “Is Google Making Us Stupid” written by Nicholas Carr, demonstrates both opinions and elaborates on each of the arguments specified. Within this essay, I will illustrate how technologies, such as Google are not posing significant harm to its’ consumers. Arguments made within the article that demonstrate “Google” and other various forms of social media as being harmful to people, state that the overindulgence and massive exposure to a large amount of
In his article, "Is Google Making Us Stupid?", Nicholas Carr contends that the consumption of information through the Internet has made people dim-witted due to poor concentration and comprehension. Carr starts his article by specifying the scene of Dave disassembling HAL in Stanley Kubrick's 2001: A Space Odyssey, Carr builds up himself as a dependable storyteller by showing himself as an abstract master who knows about well-known culture and can associate famous media to his contentions. To the reader, this makes Carr seem less disconnected from his general audience when he continues to discuss the negative effect of the Internet on interpretation and focus on the remains of the article. Carr seems more like a well-versed expert who altogether
Sandra Cortes Professor D. Stansbury English 101 1 September 2015 Focused Summary on Carr’s Article In Nicholas Carr’s article “Is Google Making Us Stupid?”, he explains how he feels that the Web in general is changing they way we think. Carr feels as though the immense about of information at our fingertips is what is keeping us from digging down deeper into our thoughts. He blames the Internet for himself not being able to stay focused on a task or reading a long article through and through.
Google.com or Zombie.com It has been questioned by some that the internet and entities such as Google could be making the general population stupid. This subject is being deeply explored in Nicholas Carr’s “Is Google Making Us Stupid.” In this cultural analysis Carr suggests that Google is remapping the way people think, the way people read, and the way in which we collect information. These theories may have some truths to them but exploring those truths for a deeper meaning can open you up to the idea that perhaps people’s minds are just going through an upgrade not being sucked out in a technological zombie outbreak.
Andy Newton Critical Analysis “Is Google Making Us Stupid?” Nicholas Carr In the essay, “Is Google Making Us Stupid,” by Nicholas Carr, the author presents an argument of how people tend to think their minds work like the latest technology and how throughout history this has improved productivity. Carr uses historical examples of inventions that greatly altered the way we live, work, and manage our lives. Some innovative examples he used were: the introduction of time keeping instruments, Frederick Winslow Taylor’s revolutionizing of words to spread information, factory processes, Writing and printing words to spread information, and the current day internet and the informational search engine, Google. Carr’s argumentative structure is that people tend to remodel their content consumption and thinking processes to the latest advancement in technology.
Living in the technology age our constant need for technology and the internet has changed everything about a person’s daily life. Technology has replaced the ability for deep, meaningful thought and even the need for face-to-face human interaction. Today people don’t have to put in a lot of work in order to find information they are looking for. They can find it easily at the touch of their fingers on the internet. They can even have relationships on the internet.
Nowadays, the internet is the biggest marketing and media tool that people can use today. It can have various effects on people’s daily life ranging from bad to beneficial. In the essay “Is Google making us stupid” by Nicholas Carr writes about how internet usage in the 21st century is changing people’s reading habit and a cognitive concentration. Particularly, he emphasizes on Google’s role in this matter and its consequences on making people machine like. Carr also stated that the online reading largely contributes to people’s way of reading a book.
Furthermore, a leader can play a significant role in terms of judging and decision making in a more complex changed phenomenon. According to Cummings and Vorley (2007) to clarify and shift IBM’s culture, it needed to change its approach. Participative Approach The Participative approach, is often called the democratic leadership style as participative leadership values the input of team members and peers in general, but the responsibility of making the final decision relies with the participative leader. Participative leadership increases employee morale as employees make contributions to the decision-making process. It shows the employees and tends to make them feel as if their opinions do really matter.
For employees, things that aren’t intrinsically interesting requires extrinsic rewards to motivate. Employees can be motivated by extrinsic rewards such as additional monetary compensation, gifts, gift cards, or other monetary rewards. These types of rewards could lead to improved performance and higher motivation. It would also motivate a worker, but only satisfies the person’s lower-level needs. The flip side to this type of motivation stimuli, employees will want the same or better reward to maintain the same level of motivation and performance outcomes.
‘‘Taylor’s concept of motivation is to institute a system of inequitable pay for workers and a bonus system will create monetary incentives (Reference/web). There are many ways McDonald’s uses to encourage employee’s effectiveness at workplace that is by having programs such as ‘employee of the month’ (Reference website). Besides that, McDonald’s has established an incentive pay system and provide the employees opportunities to earn competitive total compensation when the performance meet goals and bonuses are given to top employees based on their individual and business performance(Reference
I. OVERVIEW Google’s human resource management involves different strategies to address the workforce needs of this diversified business organization. This diversification imposes significant challenges to human resource managers of the company. Nonetheless, there are certain HRM approaches that are generally applied to different areas of Google. For instance, in human resource planning, Google’s HR managers focus on the effective use of forecast information to minimize the surplus or shortage of employees, and to establish a balance between the supply and demand for qualified employees.
Elon Musk’s Style of Communication The way a business leader communicates has a great influence on the organization’s internal and external operations. Elon Musk, being engaged in multiple kinds of businesses emphasizes on making his communication quite direct and objective oriented. Elon Musk uses a firm and commanding style of communication within the organization to energize his employees. A mail that he sent to Tesla employees a few years ago illustrates his communication and leadership style perfectly.
1. Introduction This case study explained how Google embarked on Project Aristotle to study about their teams so as to determine what made a successful team. In managing the complex organisational environments in Google, managers were faced with a lack of mutual communication within the senior engineer’s team.
Motivation is essential for a group as well as an organization. In the eyes of the leader of organization McDonald’s, authorizing and inspiring staff members to do the best in their job and they’re capable of helps create job satisfaction, lowering gross revenue in an industry that has a standing for stimulating its employees. In addition, a glad, stable workforce not just conveys better customer service; it is likewise more compelling at building deals and attracting repeat business. There are five concentrate benefits of employee motivation which Mc Donald’s approached at: 1. Improved Productivity 2.
Introduction In today’s business, maximization of profits represents the principal feature of business operations. In order to achieve the highest profits, companies have to manage their human resources effectively. Thus, employee’s motivation has emerged as a critical component, it holds the key to the success of a company. Therefore, human resource managers must motivate their employees to let them perform to their best and achieve the organizational goals.