Free Essay

Reward System in Google Company

In: Business and Management

Submitted By francoisaba
Words 1761
Pages 8
Introduction Any organizations’ most valuable asset is the people working to attain the mission-vision of the entity. Human resources management is an essential factor that an organization must be able to take care because its goals can only be achieved through the proper management of workers and staff. The employment of people entails enhancing their capabilities, maintaining their personal aims, and properly compensating their services. Workplace management is a related area with human resources management, and there have been strategies and techniques that managers use to understand better the needs of workers. Royal et al (2007, 29) states that organizations must guarantee workers of a healthy environment, fair labor relations, harmonious interpersonal relationships, and legal working conditions to maintain and retain the desired human resources. Small and big business organizations need to be aware how important human resources are – and in order to retain and invite effective employees, reward systems must be enhanced. This paper discusses the reward system of Google Company. Google Inc. gives a standard package of fringe benefits plus a first-class dining facilities, free gyms, laundry and dry cleaning rooms, massage and haircut services, carwashes, shuttles and buses, play area, sleeping quarters, and a lot more that not any company provides. According to Steiber and Alange (2013, 252), Google management believes that in giving their employees these amenities, workers’ maximize their talents. These intrinsic and extrinsic rewards systems given to Google employees prove to be beneficial to everyone as a whole. Human resources are what make businesses thrive and the workers make or break companies. Workers are contented and happy while working while Google, Inc. profits more due to high productivity. Google, Inc. thinks and act beyond what law dictates in dealing with employees, thus, they remain to be big, successful, and popular.
Google’s Reward System 3

Google, Inc. Every computer literate person or even those who do not know how to surf the web but are familiar with the Internet have heard of Google. It is the most popular search engine that every information-seeking individual would easily type in the topic in Google. In fact it has become a household by word when looking for information on anything: “Why don’t you google it,” or “Have you tried googling?” Google’s custom search engines have been used by more and more sites in the Internet. This just shows how its technology has impressed many users. Majority of this Google custom search engine users share the same reasons why they believe in the effects to business (and other purposes) the presence of the technology has on their site. One of the popular reasons is because the Google search engine technology allows the site owner to customize their configuration in varied ways like the ability to include AdSense, a method of displaying results for famous website subject matters. According to Campbell (2096, 59), Google’s technology is the search engine technology is undergoing a regular check for possibility of improvement to better serve the users who rely on the company’s speed and accuracy. In 2009, Ranked by Fortune magazine as the best place to work in the United States, Google, Inc. has attained another fame by becoming the most well-known and respected website. In fact, “google” is now a verb in the dictionary that is synonymous to “search,” “look up,” and “find.” The company supports a huge catalogue of websites and content that is freely accessible through its search engine. Moreover, Google creates revenue through offering online advertisements in 120 languages, and operates mainly in the US and the UK and found in many countries around the world. Google, Inc. categorizes its web-based products and services:, Google labs, Google Checkout, Google GEO, Goole Mobile, and Google Android. Google’s Reward System 4

Google’s Reward System The corporate environment today focuses on making the most profit by attracting the best talents, retaining them, and motivating them to perform well. The manner in which business organizations can achieve this is by providing the most lucrative rewards. Google, Inc. is one of these companies that highlight their rewards system. Karoly et al (2004. 7) writes that this unique organization started small in the middle part of the 1990s and grew to become a big company today. Larry Page and Sergey Brin founded Google and they were non-traditional corporate managers. They did not want to create a common workplace where employees become discontented later due to backstabbing, etc. Page and Sergey wanted to create a special workplace and came up with Googleplex, a place where employees can brainstorm and collaborate together in a college campus type of environment. Googleplex is like an incubator of ideas that can become blockbusters. Page and Sergey think that the best talents in the industry would be attracted to work for Google if they are provided with a work environment where everyone is having fun, can dream, and get rewarded for their hard work. Stacy Sullivan is Google, Inc.’s Chief Culture Czar focuses on making all Google employees happy in and out of the workplace, and one of maintaining this high level of satisfaction is providing all the best perks and rewards. In addition to these on-site perks is the compensation and benefits such as free health and dental services, flex spending accounts, 401K plans, insurance, tuition reimbursement, and vacation packages. And there are more unique incentives and benefits such as maternity pay and paid maternity leave up to 18 weeks. Google, Inc. mothers and fathers are given Take-Out Benefits where they are given US$500 worth of free meals in the first three months with their newborn. Childcare is supported with Google’s Gift
Google’s Reward System 5

Matching Program and employees who are thinking about adopting a child are given with Adoption Assistance are given reimbursements for expenses up to US$5,000. The aforementioned meals are actually free. Free lunch and dinner are available from a wide array of selection inside the Googleplex. Healthy and delicious gourmet meals every day is offered. Snacks are also served between meals. Some Google headquarters have doctors and nurses full time in their site clinics. Employees can ride for free on shuttle services from their workplaces to some locations. A Google employee who buys a hybrid car is reimbursed up to US$5,000. Still, Sullivan is still thinking of more rewards to give Google workers. Macey and Young (2002, 28) writes that this can be considered to be the key to success of Google, Inc. The material and monetary rewards are not the only motivation that Google employees get. At Google, Inc. there is no real hierarchy and work groups are small. The company does not form any huge goal for employees. The structure is flat so that creativity would be maximized. Since there are no official channels, ideas can freely flow within groups. There are multiple small workgroups that are monitored by project managers. Thus, independence is highly valued at Google. An employee belonging to a group has the freedom to transfer to another group without the approval of his/her leader or the HR department. The allowance of time is another unique perk for Google, Inc. employee. Every worker has the freedom to spend 20% of his working time to develop his own personal project. Google management supports an employee’s desire to pursue his/her personal passion. Many people would wish to work for Google, Inc. because of the unique culture, spectacular rewards, and superb perks. Every employee can go to work anytime they want, can bring pets along, wear anything even in pyjamas, eat all they want, enjoy games, swim in the pool, overstay in the gym,
Google’s Reward System 6

consult the doctor, wash their clothes, relax with the free overflowing coffee, and a lot more that no company ever provides for their workers.
This relaxed working environment that Google, Inc. gives all its employees gives psychological benefit and encourage workers to be more loyal, effective, creative, and productive. According to Google, they reward their employees because they believe this act would benefit the company and the workers as well. Google believes that people are the best investment and it is just right to motivate them well to do better. Poundstone (2012) explains that with the dynamic organizational set-ups, there have been emerging reward systems and performance-based strategies that cropped up. These systems goes beyond simply rewarding for jobs well done, but includes other attributes that put monetary incentives/rewards for employee competencies, skills, work quality, leadership, satisfaction, and customer service. For any company to boost sales and earn that needed profits, it is essential to have a solid incentive plan for its employees since they are the forerunners in the business. Motivation is a vital element for businesses to drive employees to work harder and achieve company goals. Incentive programs and plans may fail or succeed depending on its foundation, trustworthiness, and staying power. Google’s founders firmly believe that every successful business is made up of employees who are highly satisfied with their jobs. They further impose that workers should always be taken care of and they would be very productive, which in turn would be beneficial to the company. Companies should learn from Google, Inc. and how they treat and satisfy all their employees. It is not enough to give workers what is mandated by law because there is now law that limits how business owners/employers should give their works. True, a quality performance must be facilitated and given the appropriate acknowledgment.
Campbell, C. (January 01, 2006). SPECIAL REPORT: DESIGN - Inside the Googleplex - A look inside the new inner sanctum of one of the world's most innovative technology companies. Canadian Business, 79, 22, 59.
Karoly, L. A., Panis, C. W. A., United States., Rand Corporation., & Labor and Population Program. (2004). The 21st century at work: Forces shaping the future workforce and workplace in the United States. Santa Monica, Calif: RAND.
Macey, S., & Young, G. (January 01, 2002). Feature The Future of Employee Benefits: A Call for Reform. Employee Benefit Plan Review, 57, 25-30.
Poundstone, W. (2012). Are you smart enough to work at Google?: Fiendish puzzles and impossible interview questions from the world's top companies. Oxford: Oneworld.
Royal, M., Wallace, M., & Masson, R. (January 01, 2007). Differentiating Rewards: Overcoming Pay for Performance Struggles. Journal of Compensation and Benefits, 23,6, 28-31.
Steiber, A., & Alange, S. (April 01, 2013). A corporate system for continuous innovation: The case of Google Inc. European Journal of Innovation Management, 16, 2, 243-264.

Similar Documents

Premium Essay

Successful Implementation of Total Rewards Management Strategies Lead to Successful Businesses

...for Human Resource Management, “The right total rewards system—a blend of monetary and nonmonetary rewards offered to employees—can generate valuable business results” (Heneman 1). This paper will explore how successful total rewards management systems and the correct implementation of it allowed two top companies achieve success. Total rewards management as we know it “encompasses not only compensation and benefits but also personal and professional growth opportunities and a motivating work environment” (Heneman 3). states that internet search engine giant, Google, historically reports year-after-year revenue and net income growth. The total rewards management system is world renowned and the successful implementation of it is reflected in Google’s financial reports and consistent awards and recognition. The second company under the scope is US based retailer Costco which sells a variety of products from household appliances to bedding and groceries ( Costco Wholesale Corporation is often held up as a retailer that does it right, paying well and offering generous benefits according to Ann Zimmerman in her article Costco’s Dilemma: Is Treating Employees Well Unacceptable for a Public-Traded Corporation (Wall Street Journal). The conclusion will be drawn that both Google and Costco’s are leaders in both of their total reward management strategies and the implementation of it. But how? How did Google and Costco get to that point? People in......

Words: 2103 - Pages: 9

Free Essay

Management Concepts Literature Review

...According to Schermerhorn (2011, p. 364), Google Australia is one of the best places to work in Australia matching the performance of its US parent company. It uses a well-balanced strategy of extrinsic and intrinsic rewards and these have kept its employees highly motivated and continue to exert their best efforts for the company. Extrinsic rewards at Google Australia include unlimited sick leave, generous health insurance, flexible working hours, and reimbursement of up to $6000 per year for educational expenses. In addition, staff can also receive small bonus rewards on a day-to-day basis. Intrinsic rewards mostly depend on the individual, but such things as getting to work with creators of Google products such as Google Earth, Gmail, and Google News can bring a sense of satisfaction to the job. Google’s intention to create a sense of fun at work and to create a culture of information sharing and collaboration can be identified by its office environment such as an informal dress code, abundant leisure activities and free food at the staff cafeterias. With these small rewards, Google employees feel a sense of belonging to the company and feel that they are creating and contributing to something bigger than themselves. Gone are the days where companies rely solely on the loyalty and lifelong devotion of the employee. This paper will argue that modern day companies need to redesign on how a balanced strategy of extrinsic and intrinsic rewards for each individual employee......

Words: 1826 - Pages: 8

Premium Essay

Let1 Tast 1 Got Aproved

...amount to rewards or benefits. Employees will usually measure their effort in comparison to what they can get for it. One factor that tends to un motivate employees is their believe that personal preferences and non work related factors can cause a person to get better performance appraisal than persons who have a non relationship with managers, supervisors or evaluators. This is an important factory in determining from the beginning if an employee will start off working with a strong expectation regarding is current job.! ! In my personal experience working for Puerto Rico’s biggest bank and private company, It was a very firm belief that while many got promotions based on merit and years of service and some on effort, there was a clear connection between the most liked employees by managers and better performance appraisal. In my personal conversation with employees in other sectors I believe it is very common and only if the upper management makes a clear and solid communication and example that this will not happen and that all hires will be strictly related to performance or seniority then this could be prevented but it is a very common perception that can hinder performances on many employees. ! ! Page 2 Expectancy theory LET1 Task 1! ! The second part of the expectancy theory deals with what rewards can an employee expect if they get a great performance review. Employees that work towards a great performances often do so expecting a rewards, this reward......

Words: 1349 - Pages: 6

Free Essay

Non-Monetary Impact on Performance

...Positive impact According to the Merriam-Webster dictionary, motivation is one of the external and internal factors that stimulate desire and energy in people to be continually interested and committed to a job, role or subject or to make an effort attain a goal. Armstrong (2014), classifies motivation as strength and direction of behaviour and the factors that influence people to behave in certain ways. This section will illustrate the impact of non-monetary motivators on staff performance. Watson, (1994) admits that motivation is the number one problem that is facing modern business today. Non-monetary motivation is one of the most essential ways to motivate staff within an organisation. In many countries owners and top managers are using systems of motivation for staff. In the U.S.A. seventy five percent of organisations motivate staff with non-monetary motivators. This percentage reflects the importance and positive impact of motivation of employees.There are many types of non-monetary motivators and all of them have positive impacts on organisations. Douglas, E (2012) believes non-monetary awards may include: • Restaurant coupons • Relocation costs • Movie tickets • Recognition of birthdays • Free lunches, snacks, or beverages • Covered parking spaces • Outstanding employee plaques • Employee discounts • Tuition Reimbursement • Preferred office/classroom/team selection • Flex time • Job "swapping" • Personalized items (shirts, jackets, briefcases,......

Words: 1605 - Pages: 7

Premium Essay

Google Human Capital Is a Companies Most Precious Resource

...Organizational Behavior Google Human Capital is a Companies Most Precious Resource Google now has the first position as the most desirable place to work for graduates. In less than a handful of years, Google has developed to be a family of talent people around the world as a “recruiting machine”. The most valuable resource of a company is its people. This is indeed the case when it comes to search engine industry. While Baidu, the Chinese search engine company, is facing a number of strikes this year, Google kept being the most valuable brand name in the world due to their successful recruiting strategy. This report aims at analyzing the elements of success of Google so as to help Baidu solve its problem combing organizational behavior theory with Google’s case. Job Satisfaction Job satisfaction has been defined as a pleasurable emotional state resulting from an attitude and reaction towards one’s job as an important index measured by organizations. Satisfied employees tend to be more productive, creative and committed to their employers, and recent studies have shown a direct correlation between staff and consumer satisfaction. There is a variety of external and internal influences on job satisfaction including culture, management style, employee involvement and employees’ own expectation to their jobs. As we know that Google provide the prefect working condition and flexible benefits for their employees to increase their job satisfaction. We......

Words: 1937 - Pages: 8

Premium Essay

Incentive Pay

...Incentive pay can be defined as a wage system that rewards a worker for productivity above an established standard. Incentive pay plans rely on being an important reward for the employees. Incentive pay, also known as pay for performance is generally given for specific performance results rather than simply for time worked. While incentives are not the answer to all personnel challenges, they can do much to increase worker performance. A good incentive pay scheme can motivate employees to work better, but, on the other hand, a badly thought out scheme can be divisive and demoralizing. Incentive pay shows appreciation and crates a sense of participation in the company’s well-being that salaries, no matter how large, don’t convey. A well designed incentive pay plan can also help pull people together and give that extra push that every company need in today’s competitive environment. One important aspect of a successful incentive program is a well-founded salary program with appropriate base pay. Effective incentive pay systems are based on three assumptions; Individual employees and work teams differ in how much they contribute to the company, both in what they do as well as in how well they do it. The company’s overall performance depends to a large degree on the performance of individuals and groups within the company, To attract, retain and motivate high performers and to be fair to all employees, a company needs to reward employees on the basis of their relative......

Words: 1479 - Pages: 6

Premium Essay

Organizational Climate

...Organizational Climate Ashley Hoormann, Brandy Harris, Lisa Maligranda, Renee Lemus, Reena Byers MGT/312 August 10, 2015 Robert Muliero Organizational Climate The Fortune 100 is a compiled list of the top 100 companies to work for. According to "100 Best Companies To Work For" (2015), Google has been named number one for the sixth consecutive year. This paper discusses the research found by learning team B regarding amplifying effect, pro-social behavior, positive deviance, and conscious capitalism. Amplifying Effect Google has been recognized for its extraordinary organizational culture, which is designed to promote both loyalty and creativity (Thompson, 2015). Their informal slogan is "Don't Be Evil," and several of its policies and business decisions are founded on trying to live up to this motto (Topolsky, 2012, January 25). Although it may appear unconventional to practice such an approach in a company atmosphere where revenue is always the ultimate concern, employees state that they feel differently about being employed with Google as opposed to other businesses (Thompson, 2015). Google has still been able to maintain the small business feel that many employees love. Google uses a cross-functional organizational configuration mixed with a distinctive philosophy (Young Peoples Pavillion, 2013, November 10). Their cross-functional organizational structure is more of a group or team approach to administration and is structured horizontally (Young Peoples......

Words: 928 - Pages: 4

Premium Essay

Business Reseach

...techniques? •What are some of the perks of working at Google? What are Google’s motivational techniques? In the year 2009, Google Inc. ranked first as the best company to work for according to the Fortune magazine (Cooks, 2012). The CEO, Erin Schmitt, subscribes to the school of thought founded upon the belief that “fun is good.” as much as the employees face challenging tasks in Google Inc., the management ensures that the challenge is fun. According to the article “How Google Motivates Their Employees With Rewards And Perks,” the company’s main motivational technique is providing creatively unique working workstations, fostering, celebrating and rewarding the employees from time to time. Schepp argued that a fascinating aspect of Google Inc.’s intrinsic motivational rewards is the fact the company allows for the employees to undertake their normal duties at their freedom (Schepp, 2012). Walker agrees by saying that the essence of freedom for the employees at the workplace is an important aspect that fosters business performance and overall organizational success (Walker, 2012). By granting freedom to its employees, Google Inc. allows them to control and manage their time, work together towards materializing a common goal, which consequently leads to the development of new ideas that have in the years helped to keep Google Inc. leading in the industry it operates. How Google reward their employees? To streamline......

Words: 354 - Pages: 2

Premium Essay

Organizational Commitment and Communication Paper

...organization and its consumers. The leadership style of any organization can affect its ability to effectively communication, both inside and outside the walls of the company itself. Leadership Styles In today’s business world, one can find several different modern leadership styles. Examples of these styles might include: charismatic, transformational, visionary, transactional, and servant leadership styles. (Nayab, 2011) Charismatic leaders seek out devotion in their workers in order to fulfill organizational goals. These leaders are constantly observing their environment to pick up the moods and concerns of individuals and larger audiences. Then, much like a predator to its prey, do they hone their actions and words to suit the situation. Leaders of this nature engender the trust of the people through visible self-sacrifice and take personal risks in the name of their beliefs. Transformational leadership is very popular in today’s business world, focusing on effecting revolutionary change in organizations through a commitment to the organization’s overall vision. These leaders sell the company’s defined vision, which is usually very radical in scope and nature. While some traits of these leaders are very similar to the charismatic leaders of an organization, transformational leaders have a much more global company focus: change. Today’s business is every evolving. In order to be successful, one must not only change but also embrace the future. A visionary......

Words: 924 - Pages: 4

Free Essay

The Politics of Performance Appraisal

...Dynamics HOW GOOGLE CHOOSES EMPLOYEES Finding the best engineers, programmers, and sales representatives is a challenge for any company, but it's especially rough for a company growing as fast as Google. In recent years, the company has doubled its ranks every year and has no plans to slow its hiring. More than 100,000 job applications pour into Google every month, and staffers have to sort through them to fill as many as 200 positions a week. Early on, the company narrowed the pool of applicants by setting a very high bar on traditional measures such as academic success. For example, an engineer had to have made it through school with a 3.7 grade-point average. Such criteria helped the company find a manageable number to applicants to interview, but no one had really considered whether they were the most valid way to predict success at the company. More recently, the company has tried to apply its quantitative excellence to the problem of making better selection decisions. First, it set out to measure which selection criteria were important. It did this by conducting a survey of employees who had been with Google for at least five months. These questions addressed a wide variety of characteristics, such as areas of technical expertise, workplace behavior, personality, and even some nonworking habits that might uncover something important about candidates. For example, perhaps subscribing to a certain magazine or owning a dog could be related to success are Google......

Words: 5103 - Pages: 21

Premium Essay

Employee Motivation

...The purpose of this report is to discuss the issue of employee motivation and rewards, and recommend how a company can successfully motivate its employees and achieve high performance levels similar to Google Australia. Diverse methods/techniques and reward programs are used for successful employee motivation and the effectiveness of these are examined in this report. This report examines the two main arguments comprising extrinsic and intrinsic methods regarding effective employee motivation and job satisfaction and correlating it with high levels of work performance from employees. The arguments of extrinsic rewards for work achieving higher levels of motivation are stated by Victor H. Vroom’s Expectancy theory (1964). It is and also reinforced by Frederick Winslow Taylor Theory which claims employees are primarily motivated by pay. This is contrary to that of Frederick Herzberg’s Two-factor theory (also known as Motivator-Hygiene Theory) , which argues that intrinsic factors such as recognition increase motivation and job satisfaction, against that of extrinsic factors. Therefore in this report it is imperative to identify the most effective scheme in which employees achieve high levels of motivation and performance on a long term and consistent basis for a company. 2.0 - Problem Identification Google Australia Management has been able to effectively achieve success with their unique rewards scheme and sociable work environment. However a potential problem could occur......

Words: 2678 - Pages: 11

Free Essay

Management of Human Resources (Mgt 522)Cohort 9january 29, 2011

...Management of Human Resources (MGT 522)Cohort 9January 29, 2011 Comprehensive Cases Google 5. What sorts of factors do you think Google will have to take into considerationas it tries transferring its culture and reward systems and way of doingbusiness to its operations abroad? As the company grows internationally, it also faces the considerable challenge of recruiting and building staff overseas.From my point of view, in Google trying to transfer its culture, reward systems and wayof doing business to its operation abroad, they have to take into consideration towcategories of employees.A. Employees or the members of abroad branch. A company like Google that has beneficiated for a great heterogeneity, cultural, racial,religious, etc., in its U.S. locations, and where the spirit of democracy is a constant, canbe surprising in dealing with the homogeneity presented in many countries, includingEurope and Asia. Even in EU countries members have different policies in terms of remuneration of employees, contracts of employment, vacation days, sick days, firing,laying, labor protection, work condition, work time, etc.- Cultural factors , the basic of values their citizens share, and in the ways these valuesmanifest themselves in the nation’s arts, social programs, politics and way to doingthings. S.Mayson & R. Barret afirm in 2007 that the cultural differences influencehuman resources policies and practices.- Legal and political factors. Legal......

Words: 329 - Pages: 2

Premium Essay

The Use of Intrinsic and Extrinsic Rewards on Improving Job Performance in an Organization

...employer. Organizations routinely focus on finances, production, and pleasing customers and neglect the impact their actions or lack of action has on employee satisfaction. The consequences may be seen in products or services that are not up to standards and an increase in turnover and increase in cost for employers. Hence, finding the right balance between employee satisfaction and its enhancement of employee motivation and performance is imperative as it will have positive effects on several aspects of an organization, including lowering turnover rates and increasing productivity and profit. The use of rewards has been found over the years to be one of the management tools in the organization to increase job performance. Besides, it is common to offer employees attractive, lucrative and competitive remuneration packages. For example, an attractive reward packages has been a norm of any employment contract. These have a direct link or inter-related to improving employees’ job competency, retaining high achievers and finally achieving the organizational performances and goals (Mansor, Borhannudin and Mohd Yusuf 2012). Besides,...

Words: 5061 - Pages: 21

Free Essay

Inside Look at Google

...AN INSIDE LOOK AT GOOGLE An Inside Look at Google People Management 520 June 1, 2014 Abstract Being named the top company to work for, for the last four years is no easy feat. But Google has created a recipe for success in how they recruit, manage, evaluate and motivate their 33,100 employees. By utilizing their data analysis systems and empowering their employees, Google has been able to create a successful workforce that focuses on work/life balance and transparency for all of their employees. An Inside Look at Google Out of thousands of employees surveyed, Google has been named the Best Company to Work For by Fortune Magazine for the last four years (Surwood, 2013). The survey is based upon factors such as work life balance, pay, benefits and additional perks. Their streak of success comes from their creation of the Googleplex at their corporate headquarters, their reputation for their work environment and philosophy on developing their employees that makes it a great place to work. Google was founded by Larry Page and Sergey Brin in 1998. The basis of the company was to create a search engine that would return reputable sources of information, quickly and accurately (Blumenstein, 2002). Through the years the company has used data analysis and strategic positions to help them perfect their people management skills and culture. Google is a very transparent company to all of their employees; they are a very free company that encourages risk......

Words: 2091 - Pages: 9

Free Essay

Hr Report

...plan, but they need to receive support from the organization in doing so. Google’s approach as a corporation leaves it up to the employees to knows what what’s out there and available to them for a successful career path. Self-reliance and the urgency is the approach Google would like to see in its employees an opportunistic attitude that will drive an individual approach towards his or her successful career path. Some of the development tools that Google offers are GoogleEDU. GoogleEDU, “the search engine’s two-year-old learning and leadership development program, offers classes for new managers and executives to help them adjust to the Google culture and manage Google’s staff in a professional manner. This is a formalizing learning opportunity that teaches employees what they need to know to keep productive and allows creativity. The development tool also, enhances each employee's current performance and increases support in the overall business strategy. Google has also implemented Project Oxygen in an effort to analyze why people leave Google. People typically leave a google for one of four reasons, or a combination of them. The first is that they don’t feel a connection to the mission of the company, or sense that their work matters. The second is that they don’t really like or respect their co-workers. The third is they have a terrible boss — and this was the biggest variable. Lastly, poor career development environment. Google’s Project Oxygen found that what......

Words: 1508 - Pages: 7