and Section # of Case Application Google Google undoubtedly ranks top among the most desirable employs, yet it had issues with retaining its human resource. Some want to start up their own ventures, while others are more thrilled to work in other companies like Facebook and rapidly growing start-ups on net and others think that it has become too big and turned into a slow moving bureaucratic company. So this case talks about Google’s strategies on retaining its workforce and give a food of thought for its readers to think as to what exactly is the reason for Google’s high turnover ratio. Answer 1 Google is a great place for fresh grads.
It is Dynamic and full of energy where you can experience a lot of independence, network with very capable people, you can enjoy the fantastic food and impressive digs. Good for learning cutting-edge engineering. All in all it is a happening place which offers you the best combination of energy, vibe and passion. This results in the empowerment of employees so that they can make a positive and productive impact through their work. My assessment is that through building the trustworthy, caring, friendly and encouraging environment where employee’s needs are also catered and preferred, Google has successfully managed to attract the best human talent who knows its strengths and weaknesses. Answer 2 The employees are not motivated much to work at Google because they want to create their own start-ups or want to work for other companies like Facebook, money is clearly not a motivation for them.
They are empowered so much that they want to be their own boss and run things like they want, despite the fact that Google has already allowed them to run their own projects within Google. Answer 3 I think their biggest challenge is that of employee retention and this can be because many employees now think that Google has grown big enough and there in not much of a potential left to explore and for innovation.
The very structure of an organization has created challenges for keeping employees motivated. Answer 4 I would have kept them motivated by giving them few additional perks other than pay rise, such as free vacation trip once in a year with family, training and development of employees so as to give them a sense of job satisfaction and that I might also have considered changing the structure of a company in a way so as to reduce the bureaucracy prevailing within an organization. Answer 5 I think the best way to motivate Google employees is to give them the power and responsibility that they want, their intrinsic values should be catered for and managers must keep on telling them what good does Google look into them and their potential so that they feel special and valuable, offer them a SWOT analysis of working elsewhere. Intel Israel’s development center (IDS) is one of Intel’s premier research and development labs and it has employed engineers for almost 40 years.
Intel’s focus has always been on the processor chip speed but that also consumes more energy and shortens battery life. An engineer at IDC came up with an idea of reducing the speed by half that would also improve battery life, had this company been not so multi- cultural and diverse, this idea would not have survived because it was against the company’s prime goal but due to its nature of geographically diverse this idea survived and brought about a success.
So this case goes about discussing the advantages and disadvantages of well-diversified teams. Answer 1 The challenges that Intel’s managers faced were that of team members living and working in different time zones, diverse cultures and dissimilar languages, this added complexities to the difficult tasks associated with the constant meetings and committees. Answer 2 Virtual retrospective is what they used to counter their challenge of diversity in workforce.
It is a formal method for evaluating project performance, extracting lessons learned and making recommendations for the future. Answer 3 No, it would not be appropriate in all team situations as the outcomes of cross-cultural group working can be both creative and beneficial, but on the other hand poor organization of work groups can lead to the benefits being left unrealized or the outcomes being destructively conflicted. In fact, lack of preparation of multi-national teams can introduce challenges to effective group interaction that can on occasion outweigh their potential advantages.
Hence where proper planning is not involved, it is not appropriate to adopt this method. Answer 4 Roles, norms, status, group size and the level of cohesiveness varies from culture to culture and the brought up of individuals in different cultures results in a completely different individual altogether so all the factors can affect these geographically dispersed teams in a bad way if the members are not aware of each other and each other’s cultures, however if there is an understanding amongst members then this can turn out to be an advantage. Works Cited Daft, R.
L. Management. Cengage Learning. (2011)