Employee Engagement in Contemporary Organizations: A Case Study of Google LLC

This essay explores the different aspects of employee engagement in contemporary organizations, with a focus on Google LLC. It identifies the implications of employee engagement for the organization and its stakeholders, drawing on theory and empirical evidence to support the analysis.

Essay Organization Design
and Management

TABLE OF CONTENT
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Identifying different aspects of employee engagement in some contemporary firm and
knowing the implications of the organization and its stakeholders and drawing theory and
empirical evidences in support of the answer..............................................................................1
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Employee engagement is a concept of Human resources which shows the level of
dedication and enthusiasm which an employee feels towards their job. Engaged employees are
the ones which show care and responsibility towards the performance of the company. The
contemporary organization chosen for this essay is Google LLC, which is an American
Multinational technology company which is specialized in internet related services. In this
project different theories and concept will be utilized for be implied on the organization and its
stakeholders for drawing out empirical evidence towards the employee engagement.
MAIN BODY
Identifying different aspects of employee engagement in some contemporary firm and knowing
the implications of the organization and its stakeholders and drawing theory and empirical
evidences in support of the answer.
Employee engagement is the indicator to decipher the happiness and contentment level
of employees it includes both emotional component and performance aspect the employees feel
towards their team, the organization and the work they perform. It is important for smooth
working of any organization as employees are the main asset for company's growth, resulting in
motivation and contribution towards the organization's success (Anand, 2017). Contribution to
the organizational success may result in employees personal development at it's extend. The
different aspects of employee engagement which are essential for the organization are,
Leadership :
The influence of the leadership on the meaningfulness of the relationship of employees
and the managers are said to be very influential aspect of the employee engagement. Leaders
have the power of motivating their employees and followers for being engaged in their work and
show effectiveness in their performance outcome which is the desired result of the motivation of
employees. One of the greatest predictor of employee engagement is said to be the employee
commitment which they show towards their work (Book, Gatling and Kim, 2019). The leaders
of an organization are the one who have the power of develop criticality of the relationship of
the employee and organization. With the help of motivation received from leaders in the
organization a business can thrive and be twice as effective. Google as an organization can be
taken as an example in which the influence of leaders have made the employee engagement very
strong and effective.
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Communication :
Communication between the employee and the organization is very important. The main
link between the employee and the organization are the managers which help the business in the
development of the organizational benefits which help the business in the development of
employee communication, honesty, clarity and also trust (Duthler and Dhanesh, 2018).
Important fact about this aspect is that the business needs to restrain from hiding facts about the
failures of the organization which can have a negative impact on the employee trust which can
directly effect employee engagement.
Culture :
The organizational culture is considered to be the influential aspect of the work
environment which has the power of affecting employee engagement for a contemporary
organization. Better organizational culture has the power of inflicting the motivation in the
employees which can be very profitable for the company. For example the culture of Google is
said to be very flexible which has the influence and encouraged the employees for working the
in the way they like with happiness. Such an organizational culture always results in improved
employee engagement.
Reward and Recognition :
The factor which affects the employee engagement in an organization the most is the
rewards and recognition aspect of it. It is considered that most of the employees work hard
because they want to get recognized in the hopes of rewards from their organization. This aspect
of the employee engagement includes different kinds of recognition which can be formal as
announcement of the employee of the month. As a part of this aspect it is important for the HR
of the organization to have a proper system for the measurement of performance of the
employees (Kang and Busser, 2018).
Personal and Professional Growth :
Employee of a company thrive for the development of new skills and capabilities which
are critically very important for their both personal a professional growth. Most development in
the employees are seen when they are assigned to new project that helps them to grow their
employability skills and responsibilities. These opportunities are considered to be very important
for utilizing the responsibility of the including the regional and conference of the new reading
materials which are the certification of the courses of the employee engagement for finding the
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new ways of stretching and also providing the growth opportunities for the employee with a
direction (Kang and Busser, 2018).
Vision and Values :
Engagement with the employees is very important for the organization in order to
understand the bigger picture which can influence them in fitting into the clear communication
of the vision and statement of the core values which can provide the employees the feel about
being the biggest part of the work. Employees when understand their benefit from the vision and
values can also develop towards their contribution to the greater purpose.
Corporate social responsibility :
The engagement of the employees can be increased twice if the organization can develop
their CSR which develops the feel. Successful companies is said to be deeply connected with the
communities of the commitment of the social outreach which has the potential of encouraging
the employees for the participation of the trust worthiness of the world which can create
organization better place.
Google as an organization has been very successful in the last decade in which it has
being the organization which has developed its financial benefit or the intellectual recognition
(MEIYANI and Putra, 2019). This has happened because of the employability brand which this
organization has developed that has influenced the financial benefit or the intellectual
recognition which can create additional chance for adding to the common goals. Following are
the aspects of the employee engagement that is present in this contemporary organization,
Flexibility :
Google has influenced the employee engagement with one big step towards the vision of
understanding the needs of the employees. The needs of the employees are the ones which are
said to be the very effective for motivating them towards enhancement of the productivity which
allows the business in developing the freedom of work. The business of google has made it more
suitable for working for the term and being able to enhance the creativity and productivity in the
organization (Milliman, Gatling and Kim, 2018). Google has made sure that they have complete
freedom towards their work which will allow the employees to develop ease and effectiveness
along with responsibility of the organization.
Knowing employees properly :
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A huge part of the development of the employee engagement in google has been
development of relationship between the employer and employees. This has allowed Google to
develop the knowledge about the behaviours of their employees. With the help of this
knowledge this organization has been able to increase its productivity of their employees.
Having the knowledge about the employees allows the business to understand their needs which
google has used for effectively insure their motivation. Google by helping their employees
during personal tragedies has influenced the increase in the productivity of those employees.
Organizational culture :
A major part of the success of google has been its organizational culture which always
demands the best out of its employees. It can be said that google promotes an innovative and
diverse organizational culture which as a part of its employee life can create a positive and
creative atmosphere which is said to be safe for the working space which is offered by the
Google to its workers for keeping the comfortable at work and also ensure their happiness. In the
recent times the world has understood that working for google means being smart and also
productive. This has been because of the organizational culture which inspires excellence which
is creative towards the working space which is the best idea for the development of the perfect
working space (How Google keeps its employees productive and engaged?. 2020.). Also, with
the help of strong communication in the culture the networking and employee engagement has
increased in Google.
Leadership :
The leaders of this organization were researchers which had the belief of innovating and
thinking towards the freedom. This ideology of this company was the main factor which
influenced the leadership which developed into strong employee engagement. The strength of
the leadership has of course been developed because of the organizational values, vision which
also influences Google in Hiring the best leaders with the best leadership qualities. Better
leaders provide better motivation to the employees which can help the business of the
organization to develop under the circumstances which results in the creation of ideas and
inventions in their work.
Inspiration :
One of the biggest recognized threat to the employee engagement of the organization has
been said to be the employee burnout. Employee burnout is situation when the employees often
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get overburdened with the tasks which therefore leads to halting of their innovation. The
development of the organization incomplete work is towards the engagement of the employee
productivity. Overcoming the employee burnout has allowed and inspired the productivity in the
organization and also be a motivation to the Google's strategy towards their business. This
organization has done that by inspiring the employees in allowing them to concentrate on the
things which they love or are passionate about. It is the best way of preventing the burnout,
decrease the turnover and also eventually increase the engagement.
Career development :
Working for a google has become an achievement because of the brand value that this
organization represents. This organization has provided their business success towards the
creativeness and also towards the generation of the career development program which has
allowed the business in ensuring the incentives which provides the employees ways of meeting
the professional personal progression (Opoku‐Dakwa, Chen and Rupp, 2018). Google has also
made sure by adapting to the unique ways of promoting the professional development for all the
employees. It has career development program with the name of CareerGuru which is a career
coaching that helps all its employees in the development of the leaders of the Google for
working in a specific role of the company.
Trusting Employees :
The flexibility that Google provides to its employees can only be effective if the
organization has developed trust in them. Google has made sure that they have the sense of job
satisfaction which can create the decrease of the rate of staff turnover. Having the complete
satisfaction towards their job affect the employee engagement and it's the engagement which the
employees show towards the business which concludes extra urgency which helps the business
in additional development.
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The Zinger Model is an employee engagement model which focuses on the 10 essential
actions which the managers need to take for ordering the engaged employees (Rupp and et.al.,
2018.). In this model the Pyramid of Employee Engagement Actions for the Managers has been
created the structure of which is followed for the employee engagement in an organization.
Source : 3 Employees Engagement Models for a Happier, More profitable Workplace. 2020
This model of employee engagement covers the essential needs of the individuals which
work at the organization on different stages which are explained as follows,
Bottom Row : The necessities
In the bottom of the Zinger Pyramid the focus is on the essentials of the human needs
which are to be met for good work. The key actions in this stage is regarding the following,
Enhancement of the well-being- The employees can easily work their best when their physical
and mental needs which are considered to be important factors which build the culture of the
organization for the development of the psychological safety. Google makes sure that its
employees are able to enjoy respectful managers (Sahu, Pathardikar and Kumar, 2017).
Enliven Energy – The major goal of the business should be to seek the creation of the work
environment in which the employees bring energy to the work and are able to gain energy from
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Illustration 1: The Pyramid of Employee Engagement in
Zinger theory

the work. For ensuring contemporary organization like Google regularly checks the employees
for the monitoring of the energy levels.
Making meaning – For staying engaged for a longer period the employees need to find the main
purpose in their work which in fact is considered to b e more important they the salary size of
the employees.
Leveraging strengths – For the leadership of an organization it is essential to create an
environment in which the employees can exerciser the growth of the individual strength which
helps in fostering the engagement that creates stronger workforce due to enhanced employee
engagement (Tepayakul and Rinthaisong, 2018).
Second row : Uniting the company
In this row the pyramid builds upon the essentials for the connection of the individuals
upon the essentials for the connection of the employees with the organization as a whole. Some
key actions which are the part of this stage of the pyramid are,
Building relationship – With the help of a strong team work this organization can easily help the
organization in the achievement of outcomes which is said to be generic for the team building
and remark which are not enough for the engagement. Better relations between the employees
shows more likeliness of the engaged employees in the organization.
Foster Recognition – It is the tactic which means the providing of occasional promotion and also
good performance review that is said to be the creation of a cultural in which the peers and
leadership both the look for the opportunities and appraisals of the reward of colleagues.
Master moments – Engagement of the employees are needed to be considered both mentally and
emotionally for being presented in the work. It is the duty of the managers of Google to daily
facilitate the interactions by enhancing the connection, and understanding the challenges
(Tsourvakas and Yfantidou, 2018.).
Third row : Boosting performance
The third pyramid row turns building blocks of individual and communal engagement
into practical ways of reaching the results of the business. In this stage the focus of the employee
engagement is on the maximization of the performance,
Maximization Performance – In this stage the management makes sure that the communication
and motivation of the employees and the managers is very strong for ensuring the effectiveness
of the performance.
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Marking progress – As a part of the recognition of success which is essential for the employee
motivation it is very important that allows the business in keeping the employees engaged
towards a certain activity.
Top of the Pyramid : Achieving results
In this stage the end goal of the engagement initiatives take under course by the one who
are said as the engage employee which contribute towards the enhancement of the profitability
and productivity. It is very essential part of the results in which the organization needs to ensure
that their strategic engagements objectives have been reached or not.
CONCLUSION
With the help of this project it can be concluded that employee engagement is a big part
of the organizational success of Google. In this essay the key aspects of the employee
engagement has been explained. This essay also talks about the strategies used by Google in the
development of employee engagement. In this essay the Zinger theory of employee engagement
is used for developing strategies of the organization.
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REFERENCES
Books and Journals
Anand, G., 2017. Corporate excellence through governance and employee engagement: A brief
analysis. Journal of Commerce and Management Thought. 8(3). pp.554-562.
Book, L., Gatling, A. and Kim, J., 2019. The effects of leadership satisfaction on employee
engagement, loyalty, and retention in the hospitality industry. Journal of Human
Resources in Hospitality & Tourism. 18(3). pp.368-393.
Duthler, G. and Dhanesh, G.S., 2018. The role of corporate social responsibility (CSR) and
internal CSR communication in predicting employee engagement: Perspectives from the
United Arab Emirates (UAE). Public relations review. 44(4). pp.453-462.
Islam, T. and Tariq, J., 2018. Learning organizational environment and extra-role behaviors: the
mediating role of employee engagement. Journal of management development.
Kang, H.J.A. and Busser, J.A., 2018. Impact of service climate and psychological capital on
employee engagement: The role of organizational hierarchy. International Journal of
Hospitality Management. 75. pp.1-9.
MEIYANI, E. and Putra, A.H.P.K., 2019. The relationship between islamic leadership on
employee engagement distribution in FMCG industry: Anthropology business
review. The Journal of Distribution Science. 17(5). pp.19-28.
Milliman, J., Gatling, A. and Kim, J.S., 2018. The effect of workplace spirituality on hospitality
employee engagement, intention to stay, and service delivery. Journal of Hospitality and
Tourism Management. 35. pp.56-65.
Opoku‐Dakwa, A., Chen, C.C. and Rupp, D.E., 2018. CSR initiative characteristics and
employee engagement: An impact‐based perspective. Journal of Organizational
Behavior. 39(5). pp.580-593.
Rupp, D.E., and et.al., 2018. Corporate social responsibility and employee engagement: The
moderating role of CSR‐specific relative autonomy and individualism. Journal of
Organizational Behavior. 39(5). pp.559-579.
Sahu, S., Pathardikar, A. and Kumar, A., 2017. Transformational leadership and turnover:
Mediating effects of employee engagement, employer branding, and psychological
attachment. Leadership & Organization Development Journal.
Tepayakul, R. and Rinthaisong, I., 2018. Job satisfaction and employee engagement among
human resources staff of Thai private higher education institutions. The Journal of
Behavioral Science. 13(2). pp.68-81.
Tsourvakas, G. and Yfantidou, I., 2018. Corporate social responsibility influences employee
engagement. Social Responsibility Journal.
Online
3 Employees Engagement Models for a Happier, More profitable Workplace. 2020. [Online].
Available through: <https://www.contactmonkey.com/blog/employee-engagement-
models>.
How Google keeps its employees productive and engaged ?. 2020. [Online]. Available through:
<https://inside.6q.io/google-boosts-employees-engagement/>.
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