INTRODUCTION

Accounting to Michael P. Sauers (2013), Google come into existences back in 1996. It was
conceptualized, design and established by the students of Stanford University Larry Page and
Sergey Brin as a better way of getting information and making it possible to whoever needed
them across the globe. Before integrating in 1993, the name was changed to Google, a
misspelling of googol, googol is the mathematical term used for a 1 followed by one hundred 0s.
It was chosen as the new name to reflect their want to index the vast quantity of information on
the net. Since the formation of new name, Google prolonged its contributions beyond just a
search engine. The company has developed its own merchandise and has assimilated other
products, additional growth in Google empire. In 2010, Google introduced Google Instant, a
powerful search engine that displays results instantly as you type. To explain in simplest form, as
soon as you begin typewriting your search terms into the search box, Google brings up possible
results based mostly upon the first letter you typed. As you type additional, the results will
amendment to match what you have currently typewritten. Once you see results that match what
you need, you can stop typewriting and begin browsing your results. Basically, Google integrated
a superior algorithm to generate search results. While Google shares general facts regarding its
formula, the specifics are a company secret. This helps Google remain competitive with different

search engines on the internet and reduces the prospect of somebody checking out a way to abuse
the system.

Example of how Google works

Other Google Products and Services

In my opinion, theres much more that Google does rather than search engine. Here are just a few
examples.

Android
In 2008 Google form android, an operating system for mobile devices such as smartphones and
tablet.

Gmail
Free webmail IMAP and POP email service provided by Google, known for its abundant storage,
intuitive search based interface and elasticity in other words, is a free Web-based e-mail service
currently being tested at Google that provides users with a gigabyte of storage for messages and
provides the ability to search for specific messages. The Gmail program also automatically
organizes successively related messages into a conversational thread. It is same as Yahoo but its
faster and secure than yahoo, was first released in an invitationonly form on April 1, 2004.

Google Chrome
Google Chrome is Googles web browser and Chrome 0S is a computer operating system based
on the Chrome browser. Introduced on 2008.

Google Glass
Head mounted wearable computer, similar to eyeglasses but with a heads up display instead of
traditional lenses.

Google Driverless Car

Experimental project that involves developing technology for driverless cars. The system
combines information gathered from Google Street View with artificial intelligence software that
combines input from video cameras inside the car and sensors on the outside.

And also Google maps, Chromebook, Google drive. Google+, Hangout and a lot more.

COMPANYS ENVIRONMENT DESIGN

When

we need information Google is the first thing that comes on our mind, for various

reasons, its free, its fast and its reliable. Googles search engine, are now being used globally
over 100 billion times a month. Products most of us use in our daily life, including Google Maps,
Gmail, Android and lot more that were created by Larry Page and cofounded by Sergey Brin
with the high ambition of making information available to everyone in all digital platforms,
accessing globally.
In Googles short lifespan of 15 years, it has also grown from a two-man startup to an
organization with nearly 37,000 employees in 40 different countries worldwide. This remarkable
and persistent workforce expansion pleads the very important question: How have they
productively managed and integrated all these individuals while contemporarily motivating them
to be consistent, useful, loyal, ambitious, innovative, and productive.

Here are highlights of what I learned about the companys work environment based on my research.

1. Being a great place to work is in

Googles DNA.
Google is a high-tech, fast paced work environment. Company attracts and retains the brightest
minds in the field of science and technology industry. The atmosphere is a work hard, play hard
at Google headquarters also known as the Googleplex in California. Its a campus-like
environment, theres people everywhere but working, the campus also provides them with
variety of facilities like gym, caf, bowling alleys, billiard tables, and people getting free haircuts
during work hours, snack rooms, a dormitory and even Wi-Fi-outfitted shuttle rides to work, is
entirely a result of these seemingly extravagant benefits.
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Based on media coverage Google is top ranking on Fortune's "Best Places to Work".

2. Google ensures people have inspiring

work.

Recently discovered that the reason why American workers have grown so unhappy and
disengaged with their jobs is because firm design their work place very poorly hence the work
pace declined. Their exact assumption is that, the jobs we ask our employees to perform time and
again lack diversity and challenge. In other words, unchanging and repetitive work that affords
little chance for growth and personal fulfillment dulls employee spirits.
But not at Google. For years, company pioneers have given every employee regardless of job
title or pay level the opportunity to devote up to 20% of their workweek to a project of their
choice. Typically, Googlers choose to help out on some other company venture, but the pursuit is
ultimately up to each employee. Communication is the key; employees are kept up-to-date
consistently on changes occurring in the department. Google let their employees know what
happening on the company in main stream media, for example like big announcements. Regular
face-to-face interactions between the representatives and employees occurs.

3. Employees have uncommon freedom

and control of their time.
Google allow their employees superior
freedom of choice on work hours and
when its time to go to the gym, play
volleyball, or get a massage. Mobility and
flexibility, allowing employees to work
from home or anywhere of their using
technology and created a paperless office
environment by digitizing almost all paper
files, Example conference via skype. The
firm literally and figuratively brought the
walls down to encourage collaboration
across divisions, increase productivity, and enable their employees to work in a whole new way.
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Workplace choice is just one part of a broader culture of autonomy. With the support of
organizational policy, and the right alignment of tools and technology to optimize productivity, it
allows workers to optimize their own job performance, leaving them more satisfied, motivated,
and creative, exactly the sort of employees you need to deliver high performance. However,
Google also is highly selective when it comes to hiring, and expressly recruits ambitious people
with records of high achievement. Google admits they play defense in hiring employees if the
individual is absence of that motivation that google is looking for, worrying that people might
take advantage of all this freedom.

4. Google is a democracy and

employees are given significant voice.
Googles representative believes whats equally important is giving people true influence in how
the firm is run.
The firm solicits employee feedback on everything from how they prefer to be compensated
Employees are given extraordinary access to company information, along with the trust that
theyll always use it for good. When the firm formally surveys its workers each year, not only do
90% of them participate, but they ultimate see not just their own groups results, they see
everyone else's (though privacy is protected). And when the firm takes action on the feedback
employees collectively provide, they share all of that too.

LEADERSHIP STYLE
Leadership attributed ability to influence technique, motivate and support team members since
an important factor in employee retention is development a supportive working environment in
which employee assurance is high. This encourage low turnovers among Google workers. The
CEO is known to put ethical implication in to consideration when making decision since the use
of innovation without ethical considerations can lead to financial struggles within the
organization.
Larry page is a leader who comprises democratic leadership style to produce results in Google.
This leadership style is reflected in his openness to new ideas as Google doesnt pay attention to
competition who is working on similar products; it tries to stay one step ahead with the people
that make Google the kind of company it is today. Googles culture to hire people that are smart
and determine, and they as well favor ability over experience in order to build curiosity among
them to discover greater ideas that will solve the society technological questions. Googlers share
common goal and vision and the company makes it part of their culture to encourage hands on
contribution and ensure that members feel comfortable sharing ideas and opinions.
Googles CEO Larry Page understands that people are crucial to the companys long-term
success.

As a CEO Larry Page values sets the stage for the culture of the organization, which in turn
influences its growth, efficiency, and members behavior. Through the strategic decisions they
make, CEO impress their values upon the culture of the organization. CEO have to be careful
when they bring their personal values or beliefs to work because organizational members look up
to him and follow him as a leader hence it is important to ensure that the CEO's value is in
alignment with the vision and mission of the organization members in other to avoid conflict of
interest, since conflict of interest is so detrimental to the organization achievement, success and
performance. Furthermore, the CEO's value has a lot of influence on how successful an
organization will be, this is reflected in the type of policies and ethical standards that will be set
by the CEO. It is important to make sure that the CEO and the other members of the organization
has same or similar values in other to expedite progress in the organization and to encourage
positive ethical behavior which is a requirement for a healthy organization.

TRAIT THEORIES -

Trait theory is an important concept in psychology, which is an approach to the study of human
personality in terms of attribution such as personality, motives, values and skills. Larry Page, the
co-founder and the CEO of Google, always
pays

attention

to

communicate

with

managers, experts and employees. He

knows the importance of interpersonal
relation, to make employees and whole
company better and better. He clearly
understands what employees are thinking,
which part need to improve, and how can
company get better. Working in such
harmony environment, employees also can
promote their skills and loyalty. As a CEO,
he may not communicate directly with all employees, as there more than 40000 working in and
for google. therefore, he takes report from team leader or interacting with employees using
communication media such as sending e-mail or having meetings with employees. The example
of Larry Page is a good explanation of leadership.

MOTIVATION
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What is Motivation?
Motivation is the word derived from the word motive which means needs, desires, wants or
drives within the individuals. It is the process of stimulating people to actions to accomplish the
goals.
In the work goal context, the psychological factors stimulating the peoples behavior can be

desire for money

success
recognition
job-satisfaction
team work, etc.

One of the most important functions of management is to create willingness amongst the
employees to perform in the best of their abilities. Therefore, the role of a leader is to arouse
interest in performance of employees in their jobs.
The process of motivation consists of three stages:

A felt need or drive

A stimulus in which needs have to be aroused
When needs are satisfied, the satisfaction or accomplishment of goals.
Therefore, we can say that motivation is a psychological phenomenon which means
needs and wants of the individuals have to be tackled by framing an incentive plan.

LARRY PAGE MOTIVATING HIS TEAM

Financial motivation
Higher Salary starting $82.600, mid-career $141.000.

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Google gave raises to its employees as well as bonuses.

Transportation for the employees
Charity support
Free: food, fitness center and trainers, medical needs
Financial support for adopting a child
Retirement benefits
Travel insurance and emergency assistance (even on personal vacations)

Non-financial motivation
Employees work is appreciated and ideas are respected
Open-plan office
Laissez-faire leadership style
Competition and Rewards: Employee of the month
Innovation time-off
On-site car wash, oil change, bike repair, dry cleaning, gym, massage therapy and hair stylist
Theres an onsite doctor
Facility to wash clothes among other benefits
Larry Page focuses on the relationship between with employees, these motivational perks
mentioned above help create. Employees are equal and have the freedom to create whatever
they want, which makes them feel empowered and also a sense of belonging.

MOTIVATIONAL THEORY
The motivation theories Larry Page uses are Frederick Herzbergs theory and Maslows
Hierarchy of Needs.

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Frederick Herzberg's motivation and hygiene factors

Frederick Herzbergs two factor theory which is also known as motivation-hygiene theory.
Hygiene factors include such factors as the quality of supervision, salary, company policies and
working conditions. Herzberg classified factors such as promotional opportunities, opportunities
for personal growth, recognition, responsibility and achievement as motivational factors. The
presence of these factors actually motivate the employees while the presence of hygiene factors,
while not motivating the employees, prevents them from getting dissatisfied. Highlighted by
(Stephen P. Robbins, Timothy A Judge, 2012).
Frederick Herzbergs two factor theory best describes rewards management and motivation
technique at Google. Google provides its employees with hygiene factors like very good salary
and perks, very good work environment and freedom to employees.
Besides the hygiene factors, Google provides its employees with adequate motivational factors.
Motivational factors include bonuses for good performance and opportunities for the
development and growth of the employees. Employees take pride in being part of Google and in
creating products and services which are changing the world.
Googles human resources management process profoundly believes in Theory Y and Theory X.
Theory Y says that employees naturally look forward to work and responsibilities and therefore
they should be given freedom in performing their job tasks.
Theory X on the other hand says that employees naturally dislike work and responsibility and
therefore should be coerced into performing their job tasks. Google gives full freedom to
employees in performing their job tasks. Employees are given freedom to use 20 per cent of their
project time on projects that they like most. And employees are given unlimited number of sick
leaves.

Maslows Hierarchy of needs

Googles motivational and rewards system takes care of all the five needs that are listed in
Abraham Maslows hierarchy of needs. Through excellent pay and monetary rewards Google
takes care of the physical, security and social needs. Google motivates its employees to strive for
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fulfillment of their higher level self-actualization and self-esteem needs. Because Google is a
knowledge based company the fulfillment of higher level needs, like self-esteem and selfactualization, is of high importance for the company.
Employees strive for innovation only when they try to fulfill their higher level needs.
The figure below shows some potential ways of satisfying employee needs according to
Maslow's hierarchy of needs theory.

Need

Examples

Physiological

Cafeterias
Vending machines
Drinking fountains
E.g. free food, water, shelter

Security

Job security
Wages and salaries
Retirement benefits
Medical benefits
Provide job descriptions
Avoid abrupt changes
Solve employee's problems
Protection
Working conditions

Social

Encourage social interaction

Communication
Create team spirit
Facilitate outside social activities

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Use periodic praise

Allow participation

Self-esteem

Design challenging jobs

Employee of the month
Use praise and awards
Delegate responsibilities
Give training
Encourage participation
Innovation time of

Self-actualization

Give training
Feedback
Provide challenges
Encourage creativity

1. Physiological Needs (basic issues of survival such as salary and stable employment)
2. Security Needs (stable physical and emotional environment issues such as benefits, pension,
safe work environment, and fair work practices)
3. Social Needs (social acceptance issues such as friendship or cooperation on the job)
4. Esteem Needs (positive self-image and respect and recognition issues such as job titles, nice
work spaces, and prestigious job assignments.)
5. Self-Actualization Needs (achievement issues such as workplace autonomy, challenging work,
and subject matter expert status on the job)
Maslows Hierarchy of needs

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GOOGLES BIGGEST CHALLENGE IN KEEPING

EMPLOYEES MOTIVATED

One challenge would be the salary. Everyone needs a reasonable salary, doesnt matter how
modest and preserved you are, this is a feature that you can't deny. As a manager, they don't have
the final decision to give a raise to my employees, or even better benefits. they can however
contribute to it by giving good feedbacks, recommendations, and reviews, but still they don't
have the power to make it happen, it will still go through HR and the top management. Even if
this employee deserves a raise, it still has to follow the procedure.

Another challenge, would be personal issues, this is by far the most challenging. If their staff is
having problem because of his/her personal issues in the family or something else, then it will be
a task for, as a manager, because now you have to act as a guidance counselor and a philosopher
to your staff. Representatives must be equipped with words of wisdom in order to encourage
them to do well and be focused on their jobs. Not all managers will really care on what is
happening with your employee outside the office, some will be hesitant as well in dominant with
your personal life. It is that kind of barrier that managers should overcome to fully understand
their staffs and resolve their issue, whether personally and professionally.

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IF I WERE MANAGING A TEAM OF GOOGLE

EMPLOYEES 1.Praise Publicly
Celebrate individual and team performance. Catch employees doing something right and focus
on recognizing excellent performance. As a manager, on an individual basis I can provide them
with positive reinforcement, issue awards, use a corporate newsletter to highlight specific
achievements. Send thank-you, birthday, and anniversary cards or congratulatory notes. Make
personal phone calls, and send emails. Better yet, if you work in a large organization, have a
senior executive send the email or make the call.
To recognize team efforts, post-performance charts on the wall or throw an impromptu gettogether., Treat them to lunch or a pizza party, post team pictures on your Intranet and in their
work environment or give them plaques, certificates, coffee mugs, etc.
Ultimately, the more of these approaches you incorporate into your motivation strategy, the more
energized your team will become. Make it a point to recognize someone every day.

2. Correct Privately
As a manager, I will correct my employees privately, most people are not motivated by negative
feedback, especially if they feel its embarrassing. The only acceptable place to discuss an
ongoing, performance-related issue or correcting a recent, specific error is in the employees
office or your own, with the door closed.
As a manager I would suggest them, counsel with them, recommend them and appeal to the top
management on behalf of them.
In my opinion, correcting an employees performance or behavior is not act as punishment. In
fact, it can be a learning opportunity for the employee.

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CONCLUSION
Googles success has been largely due to its motivated and highly satisfied employees. It wont
be an exaggeration to say this that employees of Google are not only satisfied but are delighted
i.e. the company is giving them more than what they expect from the company. These delighted
employees were behind product innovations like Google Earth, Google News and G Mail. The
same products went on to create immense value for the customers and shareholders of the
company. An effective motivational and rewards management system should have both hygiene
factors as well as motivational factors. The hygiene factors keep the employees satisfied and the
motivational factors motivate them. Rewards management and motivation are the most crucial
elements of human resources management in a corporation. It is a strategic exercise which has
long term impact on the performance of the company. It drives innovation as motivated
employees tend to be more creative. An effective rewards management system has two aspects: it
takes care of the lower level physical, security, social needs and it also takes care of the higher
level needs like self-esteem and self-actualization.
Googles customers are delighted because its employees are delighted:
Only delighted employees can create delighted customers.

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