Human Resource Assignment - Google Offices and Employee Output

This Human Resource Assignment discusses the facilities provided by Google offices in China, Brazil, Switzerland and USA and its impact on employee output. It also includes a review of the culture of work at Zappos and introducing likewise initiatives as a Human Resource consultant. The second task discusses a post-arrival training model for a British family shifting to United Arab Emirates. The third task compares the human resource management practices in America and Japan. The fourth task discusses the advantages and disadvantages of Ethnocentric, Polycentric, and Geocentric staffing policies and provides examples of organizations across the world that are practicing these policies.

Running head: HUMAN RESOURCE ASSIGNMENT
Human Resource assignment
Name of the student
Name of the University
Author note

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HRM ASSIGNMENT
1. Google’s offices in China, Brazil, Switzerland and USA and its employee output
Answer
Introduction
Sergery Brin and Larry Page founded Google Inc. in the year of 1998. The main purpose of
the company is to make all the data across the world systematic and to arrange those data so
that the worldwide end users can access it and use it. They also work continuously in order to
make the system better.
USA: The Google’s office at USA is well equipped with all the luxurious facilities. Google’s
this office at USA is also pretty well known as GooglePlex. It is the also Google’s corporate
headquarter, where employees get many benefits. From the facility of free food to well-
structured gym, the company secures that their every employee get the atmosphere to work
proficiently.
The unique features that the Google’s USA office has are as follows:
 The organization gives its both female and male employee the facility of
childcare. Especially the working mothers whose prioritize their children first, can
take care of their children while working in the office.
 Google provides its employee a work place that is completely well equipped with
modern facilities. Popularly known as the garage, the workspace provides all the
essential facilities to the employee in order to retain its employee.

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 In order to increase the fitness of the employee, to keep them engaged and
energetic and to help the employees in maintaining their work life balance, the
company gives G-fit facilities and other fitness centers within the company
premises.
China: The china office of Google also provides similar facilities to its employees. There are
beanbags in the meeting room so that the employees can relax in their free time. A big table
tennis board is there in the table tennis room, where employees play and keep themselves
energized in order to work more efficiently.
The unique features that the Google’s China office has are as follows:
 The China office of Google has gathering rooms for its employees where they meet
during social events. The concept of gathering rooms in the work place provides a
social feeling.
 It has provides chairs that have the facilities of body massage. In addition to this,
message rooms also exist in the office premises, where employees can get relief from
the work place.
 One of the major facilities that Google’s China office gives is the best quality of food.
Best culinary experts are hired for the purpose.
 Google’s this office in China also has recreation centers within the office boundaries.
Brazil: The office in Brazil is also well equipped in terms of facilities. In this office of
Google, employees get facilities such as relaxing stands like indoor beach. While other
offices of Google provide facilities of sleeping pods, this Brazil office satisfies its employees

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with such facility. Therefore, it can be said that Google has structured these facilities in order
to keep its employees productive.
The unique features that the Google’s Brazil office has are as follows:
 Google’s Brazil office has the cultural center in the office premises, where employees
gather during carnivals.
 The meeting rooms in the office are equipped with all the modern facilities for the
employees. These meeting rooms are also uniquely named. For instance, Forte,
Bambole, Ipanema, and Apache are given as the names to rooms.
 Like other offices this offices also provides a wide range of food including Chinese
cuisines prepared by the top-notch chefs.
Switzerland: The office in Switzerland is completely customized based on the wishes of this
office's employees. The facilities in this office range from cafes to privacy pods and fire
poles etc. As per the employee wish, there are aquariums in the office as well.
The unique features that the Google’s Switzerland office has are as follows:
 In this office, the gathering rooms or the meeting rooms are named uniquely like the
Brazil office. Luke Skywalker, SBB and Eichhof are the names given to the meeting
rooms.
 In order to give the employees relaxation from work pressure, message centers are
there in the office premises.
 The office provides excellent beverages from Asia and Europe along with food of
greatest quality.

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Employee Headcount versus Revenue Dollars per Employee (2015 Data)
Source: http://static3.businessinsider.com/image/562816679dd7cc01308b866d-1200-1010/bi-
graphics_how-much-tech-companies-make-per-employee.png
The diagram shows that Google has stressed on the Human Resource policies to maintain the
employee retention while other big companies did not care in keeping their employees.
Conclusion:

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Google started its first base camp in the year of 2004 in Mount View of California. The
company since then rapidly developed and presently the company has over fifty offices in forty
countries across the world. Google’s continuous effort in providing the services to the employees
in order to maintain employee satisfaction is the result of the company’s growth.
2. Review of the culture of work at Zappos and introducing likewise initiatives as a Human
Resource consultant”
Answer:
The satisfaction rate of the employees at this headquarter of Google in Mountain View,
GooglePlex is remarkable. Apart from the facility of food and refreshments which are similar
facilities given to all employees at Google's offices across the world, headquarter of Google
provides its employee free transportation, money management classes and other arrangements
for occasional parties.
 I would take the below mentioned as an Human resource consultant:
 Development of the core values that enable the employees to not only become proficient
but a better individual who can work in any circumstances.
 This measure will make the company way more productive and the employees can feel
engaged more to their workplace.
 I would create an innovative atmosphere in the office that perfectly matches with the
employees’ mentality. This encourages creativity among the employees in the workplace.
 Priority towards the employees so that they can feel valued at work. If the employees feel
valued then only they can give the better services to the customers. Dissatisfaction of
employees is the major issue that causes the productivity down.

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 I would take new initiatives in the company, through which the employees can feel more
engaged.
3. Style of leadership in Google and Zappos:
Answer:
Google hardly has the culture of leadership in its offices. When new employees join the
organization, senior employees welcomes them playing table tennis, dancing with them. Such
approach towards the employee makes them feel encouraged and valued at workplace.
At the same time, leadership style of Zappos is more concentrated on the building of
employee in order to make the employees engrossed with the core principals of the company that
create distinctions.
Company Leadership Style Workplace Environment
Google In order to keep the
employees involved the
leadership style here is Laissez
Faire and democratic.
The atmosphere is fun loving,
productive and pleasant.
Zappos The leadership style of the
company is authoritarian.
The working environment
here is pleasant.
Assignment Task 2
1. A post arrival-training model for a British family shifting to United Arab Emirates
Answer:

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The training program will discuss the below mentioned points, which are related to setting,
shifting and especially to the culture.
A. Culture shock: The British family will be prepared to learn the language of United Arab
emirates, especially, certain terms that might help the family in communicating with the natives
who are not able speak English cogently.
Training to them: the person who will train the family will teach the children of the family about
few terms, which might help them in taking the initiative of communicating with the other
students in their school. In addition, the husband of the family requires learning the local
language of United Arab Emirates, as he will be working in a university there. Similarly, if the
wife needs to begin her career as a music teacher there, she also needs to learn the language.
B. Summer heat: In order to deal with the weather of United Emirates, which is quite different
from their place, the family must be trained to be prepared.
C. Visa and permit: Training will be given to the family to check all the important papers before
departure.
D. Documentation and accommodation: The husband and wife of the family will be taught to
maintain essential documents related to accommodation due the different rules and regulations of
the two places.
C. Car renting: the family might need a car after reaching there; therefore, they require to make
prior arrangement of that.
The training program will also include:
 the annual payment of the rent in advance by a single cheque,

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 the family need to ready their winter garments because almost every places there are
highly air-conditioned,
 a training regarding awareness of cross-cultural aspects will be given to the family,
 knowledge regarding weather and geography of the place,
 Possible opportunities of employment for spouse
 Prior visit to the country
 Finally, day-to day assistance
Assignment task 3
1. Different Japanese and American practices in terms of human resource management
Answer:
Mazda Motor Corporation is popularly known as Mazda. It is a Japanese automobile company
located in Fuchu, Aki district, Hiroshima Prefecture, Japan. The company has produced over 1.3
million medium of transport across the globe. However, the company’s Japanese plant delivers
the large part of the production. Mazda has been ranked among the best fifteenth automaker in
the world.
Known as Fiat Chrysler or simply Chrysler, FCA US LLC is the subsidiary of Fiat Chrysler
Automobiles based in America. Fiat Chrysler automobile is the American-Italian manufacturing
company of automobile. Headquarter of the company is situated in London, United Kingdom.
FCA US is considered as one of the big three American manufacturing company of Automobile.
During the bankruptcy, the company Mazda introduced the compensation structure and the
employees of the company agreed to that. Nevertheless, Chrysler introduced a completely
different cut for all levels in a similar situation.

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The human resource policies depended on informal control management that creates the
differences. (Rosenzweig & Nohria, 1994)
2. Cultural differences widespread in America and japan:
Answer:
A close examination of Japanese and American company in their native countries is called in
order to analyze the non-appearance of the among American and Japanese companies. It shows
that the major human resource measures reflect adaption of the members of neighboring
countries to the host country environment or a general development. It may be associated to what
is known as “American” or “Japanese” administrative. (White and Trevor, 1983)
Both the specialists and scholastics keep on investigating on “best practices” in order to figure
out the key factors to adjust in the present days changing and aggressive atmosphere. Therefore,
it will be unfair if the similitudes are not archived. It contrasts across the alliances in the human
resource management practices in order to examine the connection between the administration of
human resource management and hierarchical implementation. The conclusion is therefore clear
that it is the perfect opportunity to reconsider the knowledge that has been acknowledged and
find out whether it is possible in real life in order to support what is meant by “know” are the
differences between Japanese administration and American administration. (Yoshino, 1968).
Assignment Task 4
Global staffing policies
Ethnocentric, Polycentric, and Geocentric staffing policies and their advantages and
disadvantages:

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Answer:
A. Ethnocentric:
Source:http://businessjargons.com/wp-content/uploads/2015/10/ethnocentric-
approach.jpg
 The company considers Ethonocentric staffing policy as the perfect in order to
keep a bound jointly in a corporate sector.
 The company believes in the most perfect approach in order to create estimation
through altering center abilities to an external activity is to alter guardian
individuals who are aware of the competency in case of remote activities.
 There are disadvantages too:
 The guardian individuals keep on facing challenges to adapt to the assignments
worldwide.
 The faculty arrangement system that is intertwined
B. Polycentric:

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Source: http://businessjargons.com/wp-content/uploads/2015/10/POLYCENTRIC-
APPROACH.jpg
Two predilections are there to the polycentric approach:
 The company is opposes to experience the bad impacts of social short comings
 This methodology of staffing can be less expensive as compared to ethnocentric
approach
Two weakness of polycentric approach are there:
 The host country individuals have compelled the opportunities to choose
experience from external countries. Therefore, they have their own administrative
in terms of experience.
 A crack in the structure can create something between nation-based managers and
the directors from other countries.
C. Geocentric:

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Source: http://businessjargons.com/wp-content/uploads/2015/10/geocentric-Approach-
final.jpg
The advantages of geocentric approach consist:
 It create awareness for the company to utilize its human resource
 It develops a framework of administrators across the world who feel being at
home while working in different societies
The disadvantages of geocentric approaches are as follows:
 It has challenges regarding the law of movement
 Costs to executing the methodology is connected
2. Example of organizations across the world that are practicing Polycentric, Ethnocentric, and
Geocentric staffing policies:
Answer: Examples:
Ethnocentric:

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A. Nissan found this approach while exporting to Japan
B. the ‘all America brand” Harley-Davidson is an example of Ethnocentric company
Polycentric:
A. Phillips Electronic is a polycentric company, as it believes in the uniqueness of nation that
helps their product designing.
B. GE
Asia mangers kept local customers in mind while structuring ultrasound machines that are being
handled manually.
Geocentric:
Apple and Google:
These two companies utilize their human resource and function appropriately through networks
across the globe
3. Advantages of human resource initiative, Etisalat:
Answer:
This initiative can help the company to seek information about Egypt market as Egypt can help
the company by providing better service. Apart from this, in Egypt the expenses of the operation
will be less. In addition, expert workers are there in Egypt.
Etisalat offers services to customers in UAE are:
 Human Resource management

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 Customer care services
 Enterprise solution
 Company Social responsibilities
 Better talent can be achieved with less effort
 Etisalat stresses on the primary capacity
 It deals with the challenges in a better manner
 The primary purpose is to lower the operational cost
 It can help by providing additional workers to complete the work
 It also reduces the work pressure of permanent employees
Therefore, it can be said that if a United Arab Emirates based company outsource the operations
of customer service in Egypt, it can help the company to get inexpensive workers so that the
company can focus on other areas.
References
Zaki, C 2015, 20 Things No One Tells You About Moving to Dubai, 9th March, Available from
<http://scoopempire.com/20-things-no-one-tells-you-about-moving-to-dubai/#.V52wtbh97IU>
White, M. & Trevor, M. 1983. Under Japanese management: The experience of British workers.
London: Heinemann Educational Books Ltd.

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Yoshino, M. 1968. Japan's managerial system: Tradition and innovation. Cambridge, MA: MIT
Press
Rosenzweig, P. & Nohria, N. 1994. Influences on HRM practices in MNC's. Journal of
International Business Studies. Spring, 229-251.
Adler, NJ, 1997, International Dimensions of Organizational Behavior, South Western College
Publishing,
Armstrong M. 1996, Personnel Management Practice, Kogan Page