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Mia Business

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http://www.1177.tv/news/Cont1935_2 1、 关注你的奇思妙想并尝试其中最棒的
Pay attention to your ideas and try the best
佩奇鼓励他的团队相信大胆的想法。2009年在谷歌高层会议上他说:“通过尝试那些可能真会改变这个世界的大胆想法,你能吸引到非常聪明的人,并有所作为,即使它也许不是你的最初目标。”对于谷歌团队研究人工智能占用了一半收益,而不去想出一个广告定位方法,佩奇补充说:“那真是一个不错的副作用。”
2、 建立你的团队,避免官僚主义
Build your team, avoid bureaucracy
谷歌每一次聘人佩奇都坚持参与。他和另一位创始人Sergey Brin。佩奇早期雇佣的大多是密歇根大学或斯坦福大学的毕业生。在被提拔负责谷歌主要产品部门的6人中,有3位是该公司在1998年雇的第一批员工(十个左右)。然而,尽管佩奇和他的招聘人员继续从几千名优秀毕业生中寻找谷歌员工,他正悄悄地重新分配中层管理职位以削弱官僚作风。公司最近的重组加强了这一理念。 3、 要快点、精简
Want to hurry up and streamlined
谷歌在全球雇佣了26,000人,佩奇正努力发掘一个更快、更灵活的管理方法。佩奇也鼓励更快的决策和公开。高层管理人员每周会有一天围坐在一起,协作并快速决策。并且他鼓励针对YouTube网站迅速形成意见。
4、 认识到细微行动的意义
Know the meaning of tiny action
谷歌的员工坚持不懈地完善它的产品,补充新的特点,改进Gmail、搜索引擎和Android(开源手机操作系统)的实用性。这些小的措施可能带给谷歌巨大回报并提升其名声。同样重要的是,他们专注于把产品送至更多人手中。
5、持之以恒 Perseverance
佩奇花了大约6年时间为谷歌的数字图书项目雇得员工。这个图书项目可能考验了佩奇的毅力。出版商和作者攻击该项目,认为侵犯了他们的版权并使谷歌相较于竞争者有巨大优势。一位联邦法官驳回了谷歌(与出版商的)和解提议,称这样会赋予谷歌巨大的权利,未经著作权人许可就能利用所有图书。
谷歌街景地图的投产也花了几年时间。2009年他在谷歌高层会议上说:“我的汽车里有一台装置,并制作了地图。”在确信这么做是可行的后,他开始不断说服其他人。

The desired impacts from a compelling job title
Compelling job titles are sales tools that can have five major results, including: 1. Confidence — the title gives the person hearing it confidence in the ability of the person in the job 2. Performance level – the job title may also infer a high level of performance 3. Understand the job — the job title, although unique, still unambiguously reveals what the job entails. The title also needs to be easily found with a job search string using traditional job titles. 4. It drives action — when a qualified person hears the job title, they instantly want to know more about the job and they should think “someday I’d like to have that job.” 5. The job description reinforces the action – the content of the job description equals or exceeds the selling power of the compelling job title.

Dance Program Manager. These people teach dance, yoga, and other classes in Google's dance studio on its Mountain View campus. It's all part of keeping employees in good health.

Nutritionist. They try to make sure that Google's abundant free food is healthy. Or at least that there are some healthy options available.

Food Scientist. These folks are part of the HR department, and conduct experiments related to free food -- for instance, the effect of putting M&Ms in clear versus opaque containers.

Childcare Center Preschool Teacher. These wonderful people oversee the discounted child care facilities that Google offers in some of its offices.

Massage Therapist. This perk has been around since the early days.

Ergonomics Specialist. These people make sure your workstation is adjusted right so you don't get carpal tunnel or a bad back.

Fitness Program Manager. They come up with all sorts of ways for Googlers to stay in shape while they're at work.

Transportation Program Manager. Somebody has to coordinate the commuter shuttles, on-campus bikes, and all the other things Google does to help employees get around.

http://www.hrbartender.com/2010/training/the-value-of-organizational-values/
Performance - Performance appraisal systems should include the company’s organizational values. We should reward performance that supports organizational values.

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有些主管相信,員工可能不喜歡規定,但是有些人真的需要。某些職務穿什麼上班都無傷大雅,然而某些職務卻可能因此影響到公司形象,例如,員工在室內戴棒球帽或者奇裝異服,讓客戶覺得不受尊重。

不過,也有公司認為,員工不需要特別為上班打扮。Google的發言人紐曼(Jordan Newman)告訴彭博商業週刊,Google覺得一名員工的工作表現跟他的穿著沒有太大關係,他說:「我們相信,一個人不穿西裝也可以很認真、很有生產力。」

google公司對員工穿著的看法沒有標準答案,什麼才叫適當的辦公室穿著,也沒有標準答案。google员工没有专门制服,他们爱穿什么就穿什么。甚至连Googl公司老板的办公桌上也乱糟糟地堆着一堆儿童拼装玩具!员工随便何时来上班,可以带上孩子和狗. |

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