Google Cross Cultural Motivation Strategy
The Google labor force has changed significantly for the past years as the company has employed employees from different nations. The company has extended its activities by opening offices in several countries around the world. This has compelled the company to employ diverse workers so as to achieve its goals and objectives. The company promotes cultural diversity as employees in different locations around the world work together. The company accepts the employee differences, and this has enabled the workers to work together. The company celebrates diversity and supports it for the benefit of the workers, users and its culture. In addition, the company accepts diversity and supports it because of learners interested in the technology sector. The company recognizes the contribution of every work towards the performance of the firm. Employees share their ideas with their coworkers and management freely. Appreciating diversity has enabled the company to thrive in the global market despite the challenges associated with diversity (Google Company, 2012).
Google uses various strategies to motivate its diverse workforce. First, the company uses communication to motivate its workers. Effective communication has enabled the company to motivate its employees. The company encourages effective communication between its employees and management. The employees and the management communicate freely. The company has developed proper communication channels to improve communication and motivate the employees (Nardon & Steers, 2006). The management and employees consider bottom up communication to be more effective compared to top down communication. This has enabled the employees to participate in decision making. Communication in the organization does not originate from the management, but the employees. This has eliminated communication difficulties and barriers. Second, the company recognizes employees for their performance and contribution to company goals.
The company encourages the workers to bring new ideas in the firm. A diverse workforce leads to creativity and innovation. Most organizations have relied on the diverse labor force to improve their creativity and innovation. Google Inc knows the importance of diversity in creativity and innovation and has continued to support diversity. The organization encourages workers to share new ideas with their fellow workers and managers regardless of their differences. The organization utilizes innovation time off to motivate its workers especially engineers. The company gives the engineers time to work on personal projects. The engineers spend 20% of the working time completing their projects. This has allowed the company nurture new talents and enhance its innovation (Moran, Harris & Moran, 2010).
Third, the company has developed a strong culture and suitable working environment to motivate its workers. The company culture is distinct from the culture of other organizations. Google has created an informal work culture to motivate the workers. The company understands the cultural differences presented by its employees. Cultural differences affect working schedule and operations of an organization. Hence, multinational organizations should develop a culture that acknowledges the differences between the workers. The informal work culture ensures the employees have a flexible working schedule. The employees decide when to start their tasks and complete them. This has given the workers liberty to think productively. Lastly, the organization has developed the working environment to ensure the worker feel comfortable while working and also to motivate them (Moran, Harris & Moran, 2012).
The motivational strategies used by Google have proved effective as the company has managed to motivate its workers (Bhattacharyya, 2010). The company has managed to manage the diverse labor force using the strategies. Managing a diverse labor force is difficulty for most organizations as managers do not develop appropriate strategies. However, Google Inc has managed its employees in different locations effectively. This is exemplified by the low turnover. Google has not experienced a high employee turnover like other companies in the industry and outside. The low turnover is linked with the motivational strategy and employee satisfaction. Employees enjoy working in the organization. The motivational strategies employed by the company are effective for its value, mission and vision. The company focuses on organizing information to ensure diverse people access it. The motivational strategies enable the organization promote the values (Baldoni, 2004).
Though the company has managed to motivate its employees, it has concentrated on recognition, culture and work environment. The company has not concentrated on other needs identified by Maslow when motivating the employees. The company has concentrated on safety needs, esteem needs and belongings needs. The company meets the safety needs of the workers by creating a conducive work environment (Google Company, 2012). It also meets the esteem needs and belongings needs by recognizing employee performance and developing an informal work culture. The company should meet the psychological needs of its diverse workforce before meeting the esteem, safety and belonging needs. The organization should ensure the workers meet their basic needs by providing salaries and benefits. It should ensure employees in the organization are not discriminated in terms of pay as this will affect diversity. All employees should get employee benefits to enable them meet their higher level needs. The recommendation supports the company value, mission and vision as it will ensure the company promotes diversity among its workers, users etc. Meeting the psychological needs of the employees will motivate them and help the organization attain its mission and vision (Messmer, 2011).
Baldoni, J. (2004). Great motivation secrets for great leaders. Mc Graw- Hill professional
Bhattacharyya. (2010). Cross cultural management. PHI learning Pyt ltd
Google Company. (2012). Company overview. Retrieved from http://www.google.com/about/company/ on 17/09/2012
Messmer, M. (2011). Motivating employees. John Wiley and sons
Moran, S., Harris, P.R., & Moran, T.T. (2012). Managing cultural differences. Routledge
Moran, S.V., Harris, P.R., & Moran R.T. (2010). Managing cultural differences. Routledge
Nardon, L., & Steers, R.M. (2006). Managing in the global economy. ME sharpe