FOR CATHERINE OWENS ONLY

See attached 

For this assignment, use the same company you researched in Assignment 1.

Write a two to three (2-3) page paper in which you:

Compare the difference between job satisfaction and organizational commitment. Determine which is more strongly related to performance for your selected company.

Apply motivational theory and performance management principles to evaluate the company as a potential employer.

Use at least three (3) quality references. Note: Wikipedia and other Websites do not quality as academic resources. 

Your assignment must follow these formatting requirements:

Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.

Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length. 

The specific course learning outcomes associated with this assignment are:

Analyze motivational theories and their impact on work behavior and performance.

Use technology to research issues affecting organizational behavior in order to deliver assignments which are clear, concise and have proper writing mechanics.

Write clearly and concisely about operations management using proper writing mechanics.

GOOGLE 2

Google is one of the model companies to work for based on a number of factors including working conditions, salary, an opportunity for advancement and the work involved. Google has proven itself to be an ideal workplace due to the premium that it places on employee happiness. The key to Google’s success as the ideal workplace is the company’s constant innovation and experimentation to create the ideal work place. As a tech giant, Google has been able to achieve its incredible success due to a culture of creativity and innovation. The company also follows the same approach when it comes to managing its human resource (Bock, 2015).

Google is renowned for its unique people culture and talent management practices and policies. The company’s flexible approach to talent management attracts talented employees to the company in addition to keeping its workers satisfied and engaged (Bock, 2015). The company’s exceptional workplace culture and successful evaluation system enable it to retain high performing employees. Google recognizes the significance of a motivated workforce and the importance of flexibility in nurturing creativity and innovation. As a result, the company has invested in spaces that nurture creativity. It also gives the employees adequate time to experiment with their ideas. As a result, the employees are productive and satisfied which is critical to organizational performance.

Google transformative approach towards talent management is driven by the application of data and analytics to inform its people practices and policies. Through effective use of data and analytics, Google is able to leverage on technology to make more accurate decisions in regard to its human resource asset. Google success as a company is based on its ability to mine massive data sets to inform its business model. The company has extended this practice in managing its talent asset through what it has dubbed a people analytics approach. The approach entails the leveraging on big data and machine learning to gain insight into its employees. This is then used as the basis for making people decisions which has enabled Google to gain tremendously in terms of productivity returns (Bock, 2015).

Google’s employee development and training program is another important people policy that has had a significant impact in its organizational outcomes. Google has heavily invested in the training and growth of its workforce through various programs. This include offering its employees job-specific courses that improve their abilities. The company has also implemented a Google-to-Googler model through which employees learn from one another. In addition, the company has nurtured an organizational culture that encourages learning as a way of developing employees. This is vital as it ensures that its workforce is prepared for the various changes in the increasingly competitive market place.

One of the fundamental driving forces that has shaped Google’s organizational environment is the talent for war. Talent is a key driver of organizational performance particularly in the technology sector where a company’s ability to innovate is critical for survival. Google relies on high performing employees to stay innovative and ahead of its competitors. Consequently, the company is engaged in a scramble for talent with other tech giants such as Apple, Microsoft, Facebook and Oracle. The company compete fiercely to the extent of poaching star employees from each other. In order to avoid attract and retain its employees, Google offers a generous compensation and benefits package. This includes opportunities for advancement for the top performing employees.

The other fundamental driving force that has impacted Google’s organizational environment is globalization. Globalized markets have dramatically increased the need for multinational companies such as Google to adopt best practices in various functions including people management. In order to effectively compete in an interconnected and increasingly dynamic marketplace, Google has adopted global talent management. This is a practice that is characterized by the adoption of diversity and creation of inclusive workplaces. Google manages its global workforce in a manner that reflects the changing demographics in its workforces as well as the need to be inclusive (Schmidt E., 2014).

Technological innovation is also a significant driving force behind Google’s organizational culture. As a tech giant, innovation is one of Google’s mainstays. Google is engaged in a number of cutting-edge and novel projects that span various areas including machine learning and artificial intelligence. This include projects such as self-driving cars, mobile computing, cloud computing, Android operating system, Google cloud and Google Translate. As a leading technological innovator, Google also applies technological innovation in people management (Ketchen, 2012). The company for instance applies a data driven approach in managing its human resource asset which enables it to improve various aspects such as employee retention and the diversity of teams.

Google has in the past faced a number of moral and ethical conflicts in the course of its operations. Google like many other organizations is faced with situations that might require compromises in the moral conduct or profitability. In 2010 for instance, Google shut down its operations in China over censorship issues. This was in line with the company’s motto, “Don’t be evil” which informed the company’s refusal to comply with a directive requiring it to filter its results. This was a huge compromise given the size of the Chinese Market and the revenues that the company could have generated had it complied with such a policy. Google has also previously faced an ethical conflict involving the privacy of employees’ confidential records. This follows the company’s failure to comply with an order from the Department of Labor requiring it to turn over confidential information regarding its compensation practices. Google’s failure to comply with this order is it because it violates the employee’s privacy and thus arouses ethical issues.

The increasingly global nature of the business environment due to organizations going international has resulted in increasingly diverse workforces. The resulting diversity has had an impact on various practices related to work attitudes. One such practice is in regard to talent management. As workforces become increasingly multicultural, businesses will be required to change their people management practices in order to cope with diversity. This includes adopting talent management practices that are sensitive to the employees’ cultural background, sexual orientation, gender and age (Ketchen, 2012). Talent management practices including recruitment, training and even promotion will require a delicate balancing act that ensures the consideration of all these factors.

Diversity has also had an impact on employee relations. The relations between employees and the employer are critical in ensuring that employees remain engaged, satisfied and productive. Employee relations are key in determining worker engagement and satisfaction with the employer. To foster positive employee relations requires companies to recognize diversity as a critical factor. Hiring across diverse backgrounds can foster a multiplicity of ideas and perspectives. This is important in nurturing a culture of innovation. This can enable an organization to build a robust workforce and superior organizational culture that fosters employee motivation and satisfactions. Consequently, employees will be productive which translates to improved organizational performance.

References

Bock, L. (2015). Work Rules! Insights from Inside Google That Will Transform How You Live and Lead. Twelve.

Ketchen, J. S. (2012). Mastering Strategic Management. Minnesota: University of Minnesota.

Schmidt E., J. R. (2014). How Google works. Grand Central Publishing.