Google Work Strategies Analysis

Google uses motivational, job designing, and reward structuring theories to understand the best practices in the tech industry.

According to Hertzberg's two-factor theory, hygiene factors are essential for increasing employees' job satisfaction and performance.

The primary purpose of companies hiring from top colleges and universities is to build teams with the most creative individuals.

The main challenge for companies like Google is to find talented individuals, not to keep them loyal to the organization.

Hygiene factors according to Hertzberg's theory lead to high job satisfaction among employees.

Google has increased the number of hygiene factors defined by Hertzberg over the years.

Google's management believes that employees are loyal and successful when undervalued and unsupported.

Google provides employees with limited freedom to choose their projects and work schedules.

One of Google's learning programs is the G2G connect policy to discourage peer learning in the company.

Google creates a sense of psychological danger among its employees to discourage risky product decisions.

According to the inner work life theory, emotions and perceptions of an employee have no influence on their motivation.

Transparency with employees is not considered crucial for building trust and a positive work environment at Google.