Question

write a 2 page paper on google’s worker compensation? And the outcomes when company does not follow its organizational culture? before you write do some research and write in your own words.

Answer 1

Ans. a) Google’s compensation strategy is highly competitive compared to the compensation strategies of competing firms. Such compensation strategy addresses the interests of high quality employees. The company provides high salaries, together with comprehensive incentives and nonconventional benefits. Financial and moral incentives are provided. In addition, the company provides benefits like medical insurance, retirement pensions, free meals, and free use of exercise equipment. Realistically, Google’s human resource management has succeeded with regard to the compensation strategy because it effectively attracts highly qualified smart and excellent employees. People perceive Google as one of the best places to work.

Google, Inc. pays its employees an average of $115,122 a year. Salaries at Google, Inc. range from an average of $66,028 to $164,937 a year.

Bonus pay at Google, Inc. ranges from $8,000 to $48,000 annually among employees who report receiving a bonus. Employees with the title Senior Account Manager earn the highest bonuses with an average annual bonus of $48,000.

Compensation and Benefits Structure of Google

Compensation and Benefits Structure of Google: The current compensation and benefits structure of Google includes compensation committee and different tools to provide benefits that are stock based compensation, cash holiday bonus, salary hike, and equity incentive for executives. Along with this, the formal pay structure of the company includes different measures to rewards their employees in order to retain and motivate existing talented employees

Benchmarking Activities for Compensation: In order to identify best among the many in terms of superior performance, human resource management of Google has undertaken or attempted various benchmarking activities within the organization). In this way, the annual review of employee’s performance has undertaken by compensation committee and compensation program manager to determine best performer. Along with this, Google has attempted to benchmarking activities by collecting and analyzing data related to performance of non-executive employees for making a comparison with benchmarking measures or standards.

Competitive Compensation Structure: Google offers a competitive compensation program to their executives and non-executives employees to provide rewards, compensation, and benefits. To provide compensation and benefits, Google has established compensation committee within the organization as part of human resource department that sets parameters for salary increase, bonuses and stock awards. Under this program, the company offers 10% hike in salary and $1000 cash holidays bonus during the Christmas seasons the incentives for those non-executive employees, who performs better. The hike in salary of all employees comes as a part of competitive compensation plan of the company to reward best performer. Along with this, Google offers stock based compensation and equity award programs under the compensation plan to attract new employees and retain existing talented employees.

Profit Sharing and Stock Ownership Programs: At present, different stock sharing and stock ownership programs are used by Google’s management to compensate and reward their employees. In this way, Google uses employee stock option program to motivate their employees for performing better by rewarding. Due business interest, employee stock plan and equity compensation or incentives are also available at Google to attract best talent, to create incentive for executive on improving stock price or increase stock ownership, and to encourage growth of the business. Google offers rewards executive officers, Executive Chairman of the Board of Directors, non-employee members of Board, and employees in the current compensation and incentive programs.

Legal and Voluntary Benefits: In the current compensation and benefits structure, Google has offered both legally mandatory and voluntary benefits to its employees. Under the voluntary benefits, the company provides a vast range of innovative benefits, facilities, and services to its hard working employees. In this context, Google offered creative time program in which employees can spend 20% of its total working time on creative activities to get some relaxation from work (Jackson, Schuler & Werner, 2008). Along with this, Google provides a positive working environment to its employees though package of voluntary benefits that includes healthcare facilities, gym facilities, swimming pool facility, and indoor as well as outdoor games facilities. On the other hand, the company has also offered some legally mandatory benefits to its employees that are benefits for occupational illness or injury, insurance of employees, salary according to law, and annual paid leaves.

Conclusion: Form the above discussion by our assignment help experts, it can be concluded that the current compensation and benefits structure is helpful for Google to attract new talent and motivate their executives and non-executive employees. It is also concluded that there are some factors that influenced compensation and benefits programs of the company due to increase in cost and additional burden on business.

Ans. b) Organizational culture includes an organization's expectations, experiences, philosophy, as well as the values that guide member behavior, and is expressed in member self-image, inner workings, interactions with the outside world, and future expectations.

A strong company culture is important for your company’s longevity and business success. In order to build an exciting culture that will entice job seekers and retain employees, you need to be thoughtful with the type of organizational culture you aim to create. Be vigilant against the following company culture red flags to allow a positive work environment to flourish.

The effect that a negative company culture can have can be huge. Often contributing to increased employee turnover and decreased motivation. ... However, because a strong corporate culture is sometimes an afterthought, many companies fall into the trap of contributing to a negative corporate culture.

The Worst Influences on Organizational Culture

1. Poor communication

When there is little bottom up communication, employees don’t feel their voice is being heard or feel intimidated to speak up, encouraging fear rather than respect. People will never be happy when jobs are being cut, but taking time to communicate the reasons for downsizing and where the company is going shifts the mood from abandon ship to mutual understanding.

2. Toxic employees

Too much competition and a toxic work environment lead to a decrease in knowledge sharing, an increase in company politics and a transfer of destructive norms.

3. Focus on profit.

Our research provides systematic evidence -- perhaps for the first time -- that effective cultures are less likely to be associated with short-termism, unethical behavior or earnings management to pad quarterly earnings.”

Several scandals that have appeared in the media lately, including Volkswagen, Toshiba, Zenefits and ANZ Bank, have all been attributed to toxic cultures that encouraged unethical business practices.

4. Resistance to change

Google's study on collaboration found that within 258 companies, 73 percent of employees believed their company would be more successful if they were encourged to work in flexible and collaborative ways.

5. Performance management

A company’s performance management system can also have a negative influence on its culture. Though once extremely popular, stack ranking has now been discredited by HR experts, thought leaders and even its founder.

6. Micromanagement

When under constant scrutiny from management, it can create an atmosphere full of tension. Regardless that micromanagement doesn’t work, all its good for is slowing down work and ensuring employees are under unnecessary pressure.

7. Hypercompetition

When it comes to getting work done, competition can be great. In fact, little more beats a bit of friendly competition between co-workers. Unfortunately, it’s when it turns into unfriendly competition is when things can begin to drive wedges between employees.

8. Bad habits

Bad habits can often start from the top. If the management of a company have bad habits when it comes to work, they can then bleed over to employees believing this is the correct way of going about the business.

For example, if a manager consistently comes into work late, employees will learn that this is okay to do.

9. Focus on profit

Ensuring the company has a good quarter can be important, but solely focussing on the bottom line can be detrimental to the culture and business all the same. Beyond this however, it’s believed that businesses that only focus on profit, leaving no room for employee engagement, tend to be those that people leave. Its easy to enjoy work when the business puts in effort for you.

10. Office gossip

Gossip is negative regardless what environment one is in. When in the office, it can be detrimental to the atmosphere, causing a shift in the culture and may even constitute bullying and therefore termination. Office gossip can be hurtful, spiteful and leaves everyone becoming closed off and guarded. Influencing a negative corporate culture can be easy when gossip starts.

11. Low office engagement

Employee engagement can be one of the reasons an employee chooses to move on. Unfortunately, low engagement among employees has the potential to be common. Still, to combat against this, can be easy, all the while breathing new life into the office with a great culture.

12. Lack of empathy

When it comes to human interaction, empathy is important. Yet, when it’s not there, it can appear even more important. Engaging employees and having empathy for them and their lives is fundamental to creating relationships as well as culture.

13. Poor management and leadership

Like ‘Bad habits’, it can often be the management of a company that starts things on a downward trajectory. From setting a standard of bad habits, to not managing employees properly, the culture can often be the casualty.

14. Office discipline

A corporate culture that lacks discipline makes for a chaotic office space. In addition to this, often it can allow for unethical behaviour prosper. In many industries, being ethically sound is paramount. When it comes to finance, health, business, personal well-being and most other industries, being ethical is a part of life.

So when individuals don’t adhere to these rules, a response needs to be quick. Whether it’s a means of termination or a consequence not as harsh, management must take action. If this isn’t acted on promptly, other employees may see this disregarding behaviour go unpunished and opt to partake themselves.

In Summary

A negative corporate culture can be a disaster for a business. Thankfully, there are often many warning signs to be seen which can prevent you from falling victim to some of the pitfalls of such a culture. Given that a negative culture can force great employees to leave, lose clients or make for sub-par work, it must be taken seriously.