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A sense of democracy, treating worker with respect by compensating them fairly rather than using airy slogans about being a team player and sacrificing for the good of the collective, valuing the quality of employee's ideas more than the employee's place in the corporate hierarchy, and thinking outside of the traditional box of how an organization operates are all characteristic of Google. Google is a high-performing workplace because it makes employees want to perform to a high standard, rather than tries to compel them to obey.
A high-performance workplace is defined as a company with 'a flatter and less hierarchical organization structure; a willingness to adopt new working practices; an emphasis on empowerment and teamwork; and high levels of employee participation and learning" (High performance workplace, 2010, Business dictionary). Google embraces all of these strategies and approaches, but it is perhaps its emphasis on organizational learning, from its generous tuition reimbursement, to its allowance for employees to explore their own ideas that shines forth. As a technologically-driven company that is based upon the spread of knowledge, Google has an additional incentive in...
A high-performance approach can be as simple as a traditional retail enterprise improving its sales figures by talking to salespeople in the 'trenches' who deal with actual customers. Continuing to educate and invest in one's employees through supporting employees' efforts in higher education, conducting training seminars on-site, and offering the opportunity for employees to share their knowledge with one another shows that the company cares about its workers. It also enables it to reap the benefits of a more highly-skilled workforce. One of the beauties of a high-performance workplace is that everyone benefits -- the company, the employees, and the company's customers.
References
High performance workplace. (2010). Business dictionary. Retrieved February 24, 2010 at http://dictionary.bnet.com/definition/high-performance+work+organization.html
Top ten reasons to work at Google. (2010). Google. Retrieved February 24, 2010 at http://www.google.com/international/en/jobs/lifeatgoogle/toptenreasons/
Workplace Drug Screening Testing for drugs has developed into a significant security concern in places of work for management. The purpose of screening is to diminish the effects that illegal substance abuse has on the places of business, comprising lateness, non-attendance, turnover, mind-set troubles, theft, reduced output, misdeeds and hostility. "The U.S. Department of Labor estimates that drug use in the workplace costs employers $75 to $100 billion dollars annually in
Performance Improvement Analysis Coaching is a skill, which people who manage or teach others realize the best and possible potential. There is a growing need for people to better their skills. This need is subject to grow in the future business world. Coaching can be defined as a tool, which managers can use in various different situations such as delegating, planning, and problem solving. Coaching provides the manager with a different
The most critical aspect of these systems is the ability to create a highly collaborative, communicative, trusting environment for workers (Bert, 2009). It is not the software that matters the most; it is the ability of a leader to bring lasting change into an organization and lead it to a transformational state over the long-term (Krishnan, 2004). That is the role of an excellent leader implementing these social network
Conclusion Learning through a workplace within the organizations is important part in the lives of most employees or a given team. Workplace learning creates knowledge to individuals and workers. By doing so, individuals acquire different styles of learning which enable them in understanding in different ways; which include concrete experience, reflective observation, abstract conceptualization as well as active experimentation. It is observed above that workplace training eliminates some avoidable expenses like
Workplace Motivation Theories: In the early 1960s, the study of motivation was not considered as a reputable pursuit since it was dominated by behaviorists. These behaviorists argued that motivation is brought by external factors that act as either re-inforcers or punishers. Internal factors resulting in individual motivation were basically regarded as physiological by non-behaviorists. However, in the past few decades, workplace motivation has developed to become a significant topic to an
Performance Analysis and Intervention at Work An entire field of study has grown up around the issue of job performance. It is called various names, workplace engineering, quality control, human performance technology, performance technology, and performance engineering, among others. Obviously, performance only becomes an issue when there is a gap between the desired objective and the current output. There are numerous models used to analyze job performance and productive intervention methodology.