Does Google's Workplace Environment Enhance Effectiveness In Its Workforce - Case Study Example

Does Google's workplace environment enhance effectiveness in its workforce? Introduction Google standout as a leading search engine in the entire world; its input continue to assisting in enhancing knowledge penetration as a result of interconnection thus assisting in facilitating a turnaround while spearheading globalization which goes a long way while facilitating trade. It doesn’t go without acknowledging other players in the same field. Its strategy has however brought about change while ensuring all benefit from its services; some of the search engines come into play longer before its launch. This didn’t stop it from dominating the market. To enhance its competitiveness a lot of investment was done to facilitate a smooth sail in this sector. As experienced by most players it was hard to realize progress without addressing the common problems present in the market (Amabile & Gryskiewicz, 1989). Google has however excelled while filling the gap in the market while relying on credible findings from research done. This explains why Google excels in its right as a leading player which also led to high profit realization. The existing resource acted as an added advantage thus helped in ensuring they acquired qualified manpower as well as specialized skill to spearhead the objective. Small players were unlikely to benefit much owing to domination by large organizations such as Google. While still embracing change vibrant policies were put in place geared at improving staff morale. Adopted policies also ensured training was done; this went a long way in biffing up its competitiveness. This policies addressed staff needs which were diverse in nature (Roberts & Davenport, 2002). Methodology Accountability Staffs are expected to account for their actions; such cultures also assist in spearheading change. This limits the likelihood of regular supervision as seen in other organizations. Most individuals are expected to commit their service knowing that they are indebted to the organization thus their input is of much important. This also limited the degree of over protection and supervision. Staffs are also expected to make it their initiative rather than keeping on blaming others yet they could be in a position to actualize a difference. In most setups staffs are likely to output more than others but are at times driven by self drive (Ammeter, Douglas, Ferris & Goka, 2004). One is however demanded to exercise caution while avoiding reckless behaviors likely to compromise freedom. In case of one not living up to the expectation one is likely to be disciplined for his action thus the need for accountability. At times it’s also wise to ensure good interrelationship among staff as well as the management. A friendly atmosphere goes hand in hand while helping in transforming the present situation. There is also a cord of ethics which must be adhered to by all stakeholders irrespective of position; this should also be practiced by the superiors. Google values team work owing improvement of output. This implies that ideas be shared while improving the output. Satisfaction is likely to be attained as a result while still creating a long lasting bond among staff. Google tries to ensure all staffs are happy with their work despite the daily challenges in the work environment. Rotation is also done while trying to handle boredom which could result from over exposure; staff competence and skills are however taken into consideration to avoid monotony thus spurring learning among employees. Other improvement mechanisms are also considered such as personal development; this is usually sponsored by the organization. While offering such training staff may fill indebted to the company thus simply avail their knowledge. The company also focuses more on production that meetings some of which may be time consuming yet decisions taken never avail much as anticipated. If a meeting is to be held much attention concentrates on reviews as well as idea sharing thus ensuring staff are result oriented (Jones & George, 1998). Reaching out to employees The company also reaches out to staff this is because they love to be acknowledged by the management; the management could as well be called to exercise their interpersonal approach to issues through humor while still maintaining close contact. In as much as it may be so one ought to be keen so as to avoid over indulgence which could cost the respect. While recognizing this; the management is also expected to make it its initiative to reach out to its staff. This doesn’t only need to be limited to the work environment but could be extended as well while addressing staff needs. The management also tries to educate them on the need to come up with attainable goals realistic in nature. It is meant to avoid a burn out as they overstretch their potential. While still on this note they are also expected to avoid mediocrity (Tufts, 1998). Staff motivation Google has also excelled in rewarding its staff; the management has also learned that people posses different abilities but in as much as it may be so this doesn’t however imply that they are unlikely to achieve much but can also be motivated to work. The management thus ensures staffs are encouraged to work through their words and actions while at the same time being attentive to their needs. It’s through encouragement that their motivation is enhanced to a great extent. Staffs also feel appreciated and happy for the good atmosphere generated. This is likely to assist in attaining high results. Google has seen an increase in the number of innovation by its staff; the trend is likely to continue implying that the company is well placed to actualize its potential some of which isn’t yet tapped (Ribiere & Sitar, 2003). Rewarding had the ability to spur high output among staff thus enhancing their commitment to service. Staff felt they were recognized thus were happy for their effort It also ensured they continued with their spirit thus never opted for another job. Analysis How to develop an effective work environment It’s wise to adopt measures likely to assist in ensuring an organization standout among the rest. When good work culture is developed an organization is able to fine tune its goals in line. Such cultures must demonstrate commitment; employees should as well be encouraging to embrace their targets. This doesn’t only have to be long term in nature but could vary. It’s likely to assist while gauging their progress and could as well act as an aid while ensuring everything is put in check. At times a bad situation can be transformed long before getting out of hand. Most staffs are thus kept in check while still ensuring consistency in their output thus aiding in attaining organizational goals. The management is however tasked with the responsibility to oversee progress but could at times be called upon to intervene (Bell & Kozlowski, 2002). Work force management Despite putting in place good policies aimed at facilitating change; old managerial practices rarely address present issues, still on this issue it’s wise to note that it’s quit hard to manage big organization such as Google. Most staffs however don’t need to be managed but rather directed while aiming at transforming their potential towards a just cause. The management thus plays a crucial role in providing the much needed help while assisting staff. Trust is also needed while still embracing freedom likely to ensure progress realization. This could translate to increased performance while still keeping at bay situation such as development of micromanagement where every unit carries on with its objective disregarding the optimal goal of the organization. As a result better policies are needed so as to realize change (Deeprose, 2007). Staffs freedom goes hand in hand while ensuring they are encouraged to work through motivation which could spur trust among all the parties in the organization. Staffs are thus discouraged to result to micro management owing to lack of self drive. In other words they could be merely playing puppets without zeal as a result of not being motivated. In most case the boss may thinking for them while they focuses on actualizing his objective but has so far been replaced by new management has however rebranded to embrace change. It goes a long way in ensuring change rather than the management doing all the thinking staffs are empowered to make wise decisions pertaining issues while being aware of consequences associated with it. This is due to every action being tied to certain implication (Davenport & Prusak, 2000). Conclusion Despite employing lots of changes its wise to keep on upgrading its services; this is due to completion from other players who are keen on dominating the market. Without addressing this chances are other players are likely to become more dominant thus taking a big market share yet stringent steps may have been taken in the past. One of such occurrences has been the likes of facebook. It grew so rapidly yet Google hard a platform on with it was likely to embrace in a good way. Google is however demanded to continue with this spirit owing to there being lots of potential demonstrated by it while aiming at transformation (Parrish, Freudenberg, Scsigulinsky & Cho, 1995). 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