Googles Method’s of Motivating Employees Essay

What is life like at Google? After extensive research I found a wide variety of opinions about life at Google. Googles website portrays Google as the best of all places to work. They endure 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 find out of San Jose, California has a unique method of motivating employees vastly different from other corporate America companies. New hires are dumfounded by Googles reputation.If they pass the unorganized and exhausting interview process, they forget be able to utilize the extravagant perks that attract many to Google initially. Googles goal is to keep employees focused on work by eliminating anything that index interfere with production. Current employees make use of this concept depending on their length of employment with the company. Ex-employees hav e a different view of Googles horticulture and the driving forces that power it. Many of Googles old employees expression this zephyr leads to 24/7 works(a) days with no individual(prenominal) time.They find oneself overworked and underpaid with midget advancement opportunities available. With that being said, my assessment of the working environment at Google is similar to that of former employees. I feel Google is mirroring the college environment by conflict the basic needs of their employees. By making the basic needs promptly available within the working environment, they eliminate outside distractions thus hoping to amplify production. However, I feel this philosophy is comparable to that of many cults.They entice employees with alleged(prenominal) 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. Robbins 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, entirely they are not retaining life time employees. At some mastermind these associates are losing motivation and decide to look for better opportunities.These situations tell me that Google is impuissance their employees at some point. I believe the break- overcome 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 real taste of Google superficial 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 recipe for burnout. consecutive burnout creates Googles biggest challenge. It has been said that middle manag ement at Google might negociate over 100 people at one time. How can this be effective? Management needs to be involved and become much hands on with their employees. They could start with career plans, training and promotable reviews. Also, I feel Google should balance their perks by offering less on-site and more down time or empathy to their associates on a personal level. The perks offered are long 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 type of approach. I would set up periodical meetings and give my staff appropriate feedback to help them grow and excel. A rewards and reference 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 gauzy platform however, I feel these few changes could be vital assets to enhancing their working place while keep long term associates.