Employee-friendly environments of Google
Question:
Discuss About The Waterhouse Cranfield Survey Taylor Francis?
The employee friendly offices of google mainly aims in providing maximum satisfaction to its employees by given them mental peace. In addition, the Switzerland office of google has the maximum facilities for its employees ranging from free food, sleeping pods and other amenities. Moreover, office of google present all over the world does not charge their employees any kind of money for the goods and services. This has relatively allowed the organisation to improve employee productivity and raise their work satisfaction level (Cascio 2018).
The amenities and facilities provided by google helps in boosting employee satisfaction level, as employees can reduce their stress within the premises. In addition, google by reducing the strict office rules is improving employee satisfaction level. The USA office of Google is considered to have one of the best working environments currently present in the world, as it provides all the relevant facilities for its employees. Starting from free food, sleeping pod, travelling cars, gym and other facilities are provided in the Google office. The Brazil and China division of Google has been providing high-end services to their employees by giving extra facilities. The evaluation of YouTube video depicts the different level of operations, which is been conducted google outlets all over the world. Hence, from the evaluation it could be detected that Google’s Switzerland branch is the most employee friendly operations.
Zappos work culture mainly focuses in ten core values, which is used in reinforcing the values of their employees, visitors, customers, and partners. In addition, the company mainly aims in improving the level of culture and building fun workplace with a tiny bit of weirdness. Zappos work culture is relatively creative, which helps in motivating its employees and generate high level of productivity. Relevant training system, and hiring process needs to implemented in the company to conduct similar initiatives (Armstrong and Taylor 2014). The learning process, career path, and human resource consideration needs to be conducted by the company for adopting the initiatives of Zappos within the organisation.
For implementing the work culture of Zappos, the managers need to understand the benefits and work culture of the organisation. the different approach and little weirdness, which us used as their USP can be identified, as the different level of contribution provided by the employees to their productivity. This relatively indicates that the management needs to bring some weirdness within the employees, which could help in increasing satisfaction level of the employees. Hence, the introduction of little weirdness within the organisation might help in raising the level of employee satisfaction and productivity.
Google leadership style is relatively different from other companies, as the founders mainly tend to provide all the facilities to their employee for reducing stress and provide the best possible work place. The company’s founders have different approach towards leadership style, where they want their employees to increase the level of work satisfaction. In addition, Zappos management has used the same type of leadership style in their business, where little weirdness in brought by all employees of the company. Moreover, the little weirdness in the company has helped in improving the level of employee satisfaction level and allow them to support organisational productivity (Brewster et al. 2016).
Benefits of facilities and amenities at Google
The unique implementation of the leadership style has increased demand among talented employees, who want to work in the organisation. This adoption of unique leadership style allowed the company influence employee behaviour and raise morale of their respective workplace. Google mainly focuses in providing world class service and amenities to their employees, which might help in improving the level of satisfaction among employees. The leadership style of Google is different where it aims in improving the level of satisfaction of their employees, as in the coding business the mind set of employees need to be at top level. The coding business of google is relatively at high position, where the leader aims in attracting more and more coders in their business by providing the most viable employee solution in their office promises. However, h leadership style Zappos is relevantly different from google, as it only allows the employee to bring some weirdness, where their action is acceptable by the management. The management aims in brining friendly environment within the organisation for promoting their performance.
Adequate pre-departure training could be conducted by the British family, as they need to stay in UAE for more than 3 years, where the cultural, ethnic, and logistical information needs to be absorbed by them. This information could eventually help in their survival during the 3-year period. The program that needs to be followed by the British family is discussed as follows.
- Culture profiling helps in identifying the difference and similarity in habits of both the countries
- Country briefing helps in detecting the most viable information regarding the host country and how it could benefit the British family during the stay
- Cultural adaptation helps in forcing the culture stock training to the British family, which would help in reducing any kind of future difficulties faced by the family.
- Logistical information training will allow the British family gather information regarding emergency contacts, which would help in adverse circumstances
- Table Manners training also helps in an effective tool, which might help the British family in socialising with the residents of UAE.
- Critical incident needs to be conducted, where the problem discussion would help the British family in understanding the in-depth workings in UAE.
- Relevant Movie viewing needs to be conducted by the British family, as it helps in understating behaviour and other aspect, which might support their living in Dubai (Chelladurai and Kerwin 2017).
- Language training also needs to be conducted by the British family, which might help in improving their communication skills needed in UAE.
The designed training program could allow the British family to reduce the hinderance, which might incur during the stay in UAE. The above designed training program might allow the British family to train adequately for living in UAE. The increment training schedule comprise of language training, table manners and essential contact details, which will be needed by the British family in socialising in UAE. With this it would allow the family to reduce the negative impact of alienation in UAE and make their stay smooth. The designed program is able to provide all the relevant information, which is needed by the British family in supporting the living process in UAE.
Considering the International HR strategies, the approach taken be Mazda was appropriate in comparison to the decision taken by Chrysler. Mazda mainly curbed its excess expenditure conducted on managers and other bonuses, which was provide by the company. This would eventually allow the organisation in reducing the excess expenses and improve their solvency condition. However, comparing the decision of Mazda with Chrysler, the difference in approach is relatively drastic, where Chrysler took adverse decision of terminating its employees. This decision had an adverse effect on the international HR strategies, as they relived maximum of their employees due to bankruptcy. Therefore, it could be understood that Mazda fully supports the attributes of HR policies, while Chrysler has an adverse effect on value of HR policies (Jackson 2014).
The identified starkly difference in the management of Mazda and Chrysler is due to the change in cultural impact of the company. Mazda mainly focuses on retaining the employees, where it could maintain the level of productivity and reduce the short term negative impact on their financial performance. On the other hand, Chrysler management focuses in retaining the level of income and financial stability by reducing cost of employees. The company sacked maximum of their employees, where it reduced the cost and was able to comply with the difficult financial position. Moreover, the HR international strategies comply with Mazda decision, as it focuses in retaining the employees, while declining the managerial pay.
Unique leadership styles of Google and Zappos
From the decision made between Mazda and Chrysler the difference in culture could be understood within America and Japan. American company mainly values profits and focuses in reducing their expenses. On the other hand, Japanese companies values human resource of their organisation and tend to curb the rising salaries of their employees (Marchington et al. 2016). The employee characteristics of Japan is group oriented, while US is individual oriented. This directly indicates that Japanese companies focuses on group performance and needs workforce to succeed in their operations. However, US companies single out individuals conducting high performance and reward them on their achievement. This drastic change in employee culture mainly depicts the difference in decision that was made by Mazda and Chrysler.
This change in culture is due to the mind set of people working in US and Japan, who has different level of operations. The culture in Japan is different in US, where sleeping on Job is considered a hard-working individual, whereas in US the person is terminated. The people working in Japan has refined nature where work and input of a person is considered adequate and team work is preferred. The Japanese management prefer a team work period rather than solo performer. On the other hand, US companies mainly prefer individuals with sole performer and could stand out of the crowd. The company culture in US is competitive and team player is considered a weak individual. Therefore, the US companies mainly reply on individual to outperform and promote employee to increase their output.
From the evaluation it could be identified that only geocentric staffing measure have positive advantages, while both the other staffing method has disadvantages, as it restricts the employee within on frame. With the help of geocentric staffing measures companies can appoint best people within the organisation regardless of the nationality (Wilton 2016). However, both ethnocentric and polycentric staffing measures have different type of advantages to the employees, where reduction in unemployment and improvement of organisation culture can be conducted. However, the progress of employees is restricted with these types of staffing measure, as it could not help in improving their experience level. On the other hand, geocentric staffing measures provides advantage to both companies and staff, as it helps in improving their experience level.
The geocentric staffing policies allow organisation to acquire the best people in their company, which could improve the level of productivity and raising profitability level of the company. There are many advantages to the company, however certain problems related to human resource attribute cannot be fulfilled. The selection of only good employees will halt the progress of host country and will not allow other employees of progress. On the other hand, using polycentric staffing system might allow host country employees for managing their subsidiary. This allow the company to increase motivational level among the host country employees. However, it also reduces the ability of company to attain high quality employees in their vicinity. The ethnocentric mainly restricts the employees to only hire management staff from their own nationality. This increases the chance of host countries staff to learn distinct managerial roles, which could help in creating more leaders.
Impact of leadership styles on employee satisfaction
Geocentric approach is used by companies such as Google and Microsoft, as it helps them get the best possible employees in their workforce. The process has allowed Microsoft and Google to acquire the best possible employees for conducting their work and maintain the position of number one. In addition, polycentric approach is currently used by subsidiary companies situated in different counties, such as TATA and HCL located in India. The outsourcing that is been conducted by TATA and HCL has allowed the US parent companies to get the services at lower cost, as employees are restricted to only national level. This decision allows HCL and TATA to support their clients in US and promote its employee from home country. Moreover, McDonald and KFC can be identified, as the ethnocentric approach, as the company uses host countries employee for their work. The identified companies have been using the staffing measures, as it has allowed them to maximise their production and increase revenue (Cascio 2018). The above-mentioned companies are benefiting from the staffing programs, as they are able to excel and raise their productivity.
The news of Etisalat outsourcing its services to Egypt came after the scandal in India, where the operations of the company has stooped. However, the company stated that it could not let go of it employee in UAE and would transfer them to other companies where they are outsourcing the services. This move has benefited the HR initiatives, as the company is creating more jobs by reducing its operational cost and maintaining the level of income that is benefited to survive the competitive market. This move was made due to the declining profits incurred by the company during 2011. Hence, HR initiates of Etisalat would be hampered as they must relocate their employees to other countries and reduce its workforce to support the rising cost (Brewster and Hegewisch 2017).
The major benefit to the HR initiative will incur from rising employment, which is going to be conducted by Etisalat. This will increase the chances of Etisalat to reduce the negative impact from its rising cost and generate high profits. This increment in profits would allow the company to retain their current employees and generate high profits. The move made by Etisalat not to sack their employee instead to relocate them to different subsidiary fully support the HR initiative.
Reference
Armstrong, M. and Taylor, S., 2014. Armstrong’s handbook of human resource management practice. Kogan Page Publishers.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in European human resource management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Brewster, C., Houldsworth, E., Sparrow, P. and Vernon, G., 2016. International human resource management. Kogan Page Publishers.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation. Human Kinetics.
Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human resource management. The Academy of Management Annals, 8(1), pp.1-56.
Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A., 2016. Human resource management at work. Kogan Page Publishers.
Purce, J., 2014. The impact of corporate strategy on human resource management. New Perspectives on Human Resource Management (Routledge Revivals), 67.
Shen, J., 2016. Principles and applications of multilevel modeling in human resource management research. Human Resource Management, 55(6), pp.951-965.
Wilton, N., 2016. An introduction to human resource management. Sage.
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