While addressing the corporation I would like to work for, I will not be original. As many emerging specialists around the globe, I am looking forward to working with Google corporation. According to the version of Fortune Magazine, Google is considered to be the world’s best employer. This company managed to top the Fortune Magazine employers the fifth time in a row, employing a range of techniques to create a unique organizational culture and motivate its employees.
One of the cornerstones of Google’s organizational culture deals with creating the happiest and most productive place to work. Furthermore, the culture-related statements of the company stipulate that particularly people represent a crucial asset of Google, and their needs are specifically considered in the operation of the company. To motivate employees and make them committed to contributing to the aims of Google, the corporation employs a unique combination of financial and non-financial benefits (Clever SM, 2014).
The financial benefits include highly competitive wage rates, maternity benefits and adoption assistance. Furthermore, a range of services are available for employees at Google Headquarters for free. They include free meals, availability of an on-site physician, fitness facilities, as well as car wash, bike repair, dry cleaning and hair styling. Additionally, there are financial benefits following the implementation of employees’ ideas.
Among the crucial non-financial aspects of employee motivation at Google, one can mention the fact that Google ensures that the voices of employees are heard. Firstly, it hosts employee forums each Friday, whereby 20 most asked questions are discussed. Secondly, employees can use a number of divergent communication channels to refer their ideas and propositions to the management of the company.
These channels include Google+ conversations, Fixits (24-hour online discussions, dedicated to brainstorming the ways to counter a highly specific challenge), as well as multiple surveys and direct emails to any leader of Google. In terms of the Googlegeist, one of the largest surveys, annually conducted by Google, employees get a chance to express their opinions as regards a broad range of issues. While Google has a flat organizational structure, employees are highly encouraged to contribute to decision-making as regards any issue and countering any challenge (Clever SM, 2014).
A refusal from traditional hierarchical organizational structures and granting employees a range of flexibility manifest critical peculiarities of Google, allowing the company continually produce innovative solutions. In particular, each employee of Google can use up to twenty percent of his/her time at work in order to work on the issues and projects that he/she is particularly interested in. The experience of Google shows that the findings, made in terms of this time, are worth the degree of freedom they provide for employees. As for me, an opportunity to select projects an individual is personally passionate about is a great benefit for a person, interested in innovative technologies and seeking to elaborate new solutions to persisting issues (Clever SM, 2014).
Other crucial ways Google motivates employees deal with making fun and informal communication an inevitable element of the corporation’s functioning, as well as introducing unconventional office designs.
References
Clever SM (2014). Business, human resources, leadership. The Google way of motivating employees. Retrieved 26 March 2016 from http://www.cleverism.com/google-way-motivating-employees/
