Best Practices in Planning and Performance Management

Managing Individual Behavior

How Google's corporate values and goals concerning employees, customers, and the business combine to create job satisfaction and motivate the people who work there

Google Inc. has been handling its personnel successfully. This has resulted in the enhancement of the overall motivation and commitment to its goals. Moreover, the effective management of human resources has made Google elected the 'Best Company to work for' in the United States. Google uses a strategy of making workplaces and offices all over the world which are designed over expansive areas with offering the workers not only with every possible space for innovation and creativity, but also make sure that the employees' concepts are properly and uncompromisingly analyzed, worked on, and recognized (Girard, 2008).

Best companies make their own exclusive cultures in which workers are able to say "I believe in the company I work for, have the pleasure in what I do, and enjoy the individuals I interact with at work." Along with that declaration, Google's employees have cited severally that Google is a large company, and they are extremely pleased to be a part of it. The advantages are unique, and Google is the most exclusive workplace they have ever been. The company's products, concepts, innovative thoughts always motivate employees. What has Google done that makes employees boasts when working at the company? Google's business is profoundly involved or managing all its employees; first, the managing process begins with a concept of recognizing diversity. The diversity of its workforces can be seen through the variety of communities established by Google workers like a Black Googlers Community.

The second step is that Google Company functions as a service agency for the workers, and treats workers as its consumer platform -- treat the workers the same way you would like them to treat their clients. Therefore, Google's whole model of client satisfaction and delivery becomes easy to adopt and adapt. The company provides its workers a variety of rewards to make sure that workers are motivated and are loyal to the organization. These rewards include:

Free Meals (Snack Rooms and Gourmet Cafeterias). Google provides free fabulous meals to all its workers at any of the organization's 11 Gourmet Cafeterias, at all its offices. The principle at Google is that no employee should ever be 100 feet further from a food source: various snacks, fruits, and beverages are just close to their workstations.

I. On-site Daycare facilities: Google provides childcare service in its university in Mountain View and back-up childcare to help parents when their regularly planned childcare fails.

II. Healthcare Services: Google provides 100% medical care coverage for its workers and their family. In addition, on-site doctors and dental practitioners are available at various sites (Girard, 2008).

What the company has done to facilitate all its workers has made it elected as the number one Best Company to work for in 2007, 2008, 2011, and 2012 based on Fortune's Magazines.

Besides the benefits offered by Google to its workers, it has also designed a working atmosphere in its head office. The HQ, the Googleplex is located in Mountain View, Florida. Googleplex is a unique workplace where Google's workers do their best yet have fun at the same time (Axson, 2010). Google headquarter has an excellent campus-like environment where the benefits of innovation and creativity are extolled. The company uses its corporate culture, business service-scope, and environment to create a casual 'value-added' environment. In Googleplex, individual workspaces are full of personality and the environment is comfortable. There is neither a dressing code nor official daily conferences. All Google's workers can engage in games such as foosball, pool tables, video games, table tennis, or even hockey at the university. This makes this young and vibrant population feel like they are still at a university rather than being in an office.

From the reasons provided, businesses are encouraged to adopt and adapt Google's organizational model. Google's success tale should trigger new patterns in the organizational values and culture. It does not cost much to provide such conditions to your workers especially their independence and convenience. In contrast, what Google has offered to its workers has allowed the business to gross $300,000 in benefit per worker in 2008. This number is higher than that of other prominent players in the industry, such as Yahoo, IBM, Apple, and Microsoft Company.

Every business should adopt this model

The significant goal of Google's reward program is to keep its workers motivated so that they constantly perform better at their projects. The motivation theories from various professionals like Maslow and Herzberg state one thing synonymously: The psychological and physiological needs and wishes of workers must be met and sustained in case they have to remain motivated. Therefore, organizations should emulate Google's business model by trying to keep their staff's desires and needs in mind when developing their company's compensation techniques. The primary features of an effective reward program include both extrinsic and intrinsic motivators. Reward techniques serve various purposes in companies. Effective reward systems help a company be more competitive, maintain key workers, and decrease revenues. By adopting and adapting Goggle's model, companies can also improve worker motivation and strengthen the image of the company among key stakeholders or prospective workers (Cooke, 2012).

People are the most valuable source for business competitiveness, and keeping them on the job is a key process for any leader. Competition to attract and sustain the best workers is extreme. This is a comprehensive process for individuals looking for employment opportunities: this does not apply to a manager of a company with better workplace conditions. This is more complicated in the public and non-profit areas where the freedom of giving financial benefits is more restricted than in a commercial perspective. Maintaining workers will help businesses save money on re-training costs, enhances the reliability of services, and allows connections to develop between customers and the company. In addition, appropriate benefits and techniques can decrease the instances of absenteeism. Absences cause numerous complications for managers (Axson, 2010). Supervisors who do not show up, too few employees during busy office-hours and the absence of a cleanup team can increase office pressure. Absenteeism from the manager and other workers dealing with specific clients can mar the performance and reputation of a company.