"Work Rules! Insights From Inside Google! That Will Transform How You Live and Lead" - Book Analysis Essay

Introduction

The book "Work rules! Insights from inside google! That will transform how you live and lead" is a timely volume that is very inspirational not only to Google employees but to any individual that whoever thinks of remaining rational and gentle on a day to day basis. The book has acceptable ideas that need to institutionalize in every sector. The author speaks about the internal operation of Google. Google, an internet service provider company, is one of the most successful and reputable companies in the world. Laszlo, the author, is a senior employ at Google. He explains the efforts that he invests in Google, the company that ranks best worldwide. The company is considered the best employer as compared to other employers and is the top spot in the US and the other sixteen countries.

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The top-secret of the company lies in its transparency and mission. The company's mission is to "organize the world's information and make it universally accessible and useful" simplified and organized. The mission is powerful since it fronts a moral approach over profit-making among its staff. Furthermore, the mission does not have a limit. Google has also been successful because of its transparency in operation. The company hires its employees based on work merit rather than educational degrees; they focus on training and value people who deliver - the best employer masters on the process of hiring and training to end up with exceptional employees. Google does best in hiring.

Google succeeds because it has reduced the hierarchical levels in its company. There is four-level in the company that includes manager, individual contributor, director, and vice present Google has mastered the art of empowering the employees and letting them show the expertise. A newbie in the company will receive similar support to what senior staff receives, including resources.

The best performing and worst workers represent opportunities that you should seize. Companies always have definitive employees' performance patterns. Top performing employees are responsible for the success of the company, while others may drag behind neutralizing the average performance. The two categories make the performance curve in the company (Bock, 2015). The best and worst performers are the minority in the companies. The rest are average employees. Most companies tend to sack poor performance in a bid to hire other employees and take them through an expensive training without any guarantee that they will perform well.

Some companies perform below average because they don't fail to utilize the potential in their top performers. Google utilizes its top performers at their advantage. They give a watch to all the best performers and encourage supportively those who need to improve. Other firms fail because they do not give the best workers an eye. The companies end up missing a resource since the best performers are the individuals holding best practices.

Skills can obtain from the best performers in various ways. Corporations may miss the target by observing other excelling companies instead of learning from within since productivity is dependent setting. Unnecessary training is a waste of resources and liability to a company instead of using peer teachers within the firm to grow good practices. Division of work is the best part of mastering a skill. Set goals in every section through repetition, response and improvement. The main aim of training should be delivering specific information that will be mastered by the target group. The basic principle should be taught and allow trainer replay, assesses and pose a discussion of the training. The training repeats until the desired behavior needed is attained. For google to hire a trainer, they go around looking for the best-ranking sales manager in terms of sales, although it also creates a wider area to cast its net within the community.

There are instances that Google is perceived to treat its employees, and they reward failures. The reason is that the company understands the mechanism of retaining its employees not necessary for money but experience. Few companies reward failure and therefore losing their old workers who carry company secrets and work experience. Failure rewarding creates special memories and brings the team together within the firm.

The book 'work rules' and explanatorily presented the skills of keeping Google performing. The book is provoking. It has a solid foundational basis that makes everyone independent and free to innovate on their own are of work. The idea develops accountability and ownership that bring around positive performance and self-esteem. The hiring process is vital and should not be a one-person show. It should take away from managers, and hiring should be done in full collaboration of the peers, managers and all the people present at the interview panel. It is important to allow the third party to take part in the interview process. Hiring aims to ensure that the best applicants are chosen.

Unlike most companies, Google allows employees to choose their titles, indicating that they don't vest mush in titles but what one brings on the table at the end of the day. There are aspects of skills that seem to be too general. Hierarchical de-emphasize can only be helpful in some firms, and it can be a big challenge if it is applied in forces structures. Google employees are given time to make up their work schedule; the company is result-oriented and don't insist much on time. Complete assignments before time do not necessarily matter but the ability to deliver.

Google allows the employees to be assessed by their peers and others. They then determine whether they are on track. The company has a concept they call 20% time, and they track informally to support the workers to be open-minded and generate ideas for the firm. The author claims that unfairly paying top employees is a strategy. Laszlo says senior workers should be paid similar to the average. The company has an annual assessment done through the Google Gyst survey. It helps the company identified its strengths and weakness to enable them to organize their firm. The survey is answered on a scale of five with around 100 questions. The question changes yearly to show company adjustments.

As human beings, more time is spent working. To have the best life the working rules should be encouraging and motivating. Poor working conditions make workers operate in regrets and on a money-making priority. Most companies that are employee-centered are successful and get the most from their workforce. Bock displays bulleted points on how a firm can be successful through hiring. While companies will always be reluctant to employ over-qualified employs in fear of hire pay, Laszlo says it productive hiring employees that are smarter that employer. He wishes away the pessimistic thinking by employers that smarter people are not readily found; he says best hiring will look for the best employees no matter the time it takes. The author argues that employers should not be over-ambitious but instead use data for future prediction. Be transparent; allow feedback without any victimization. Give works freedom in doing their work.

The book provides a manual from different firms that empower their workers and how it relates to their performance. The author claims the rules of work in the book applied by Google to give its ranking in the world. Google strikes balance structure and creativity. The balance is assessed through market share and life quality. The book is powerful literature to managers who are ready to tap talents and increase value in their already existing team of workers. It is also useful for human resource professionals. They can find a lot of insights into the process of hiring; they will be able to understand the importance of empowering workers. The book also inspires employees and gives them a level playground in growing their careers. The author demonstrates how firms can turn their management into people-driven and attain their goals. It promotes a good conducive culture (Reads, 2019).

When a firm grows, there is always a need to have talented personnel to sustain its success. The book shows that in most companies' workers do follow a power low pattern. Laszlo's structure shows how an organization can save money by using workers to train and teach themselves. Most of the organization's budget will go to hiring rather than training since there are more peer training. There is also a learning environment within an organization, doing a simple task and later practicing even completed ones.

The hiring process on Google avoids biases and favoritism that occur in most companies. Laszlo also gives an insight into separating performance from development. Explain the shortcomings of standardization in terms of behavior. The book collectively illuminates valuable information. It is noticed that google makes use of objectives and results in setting organizational goals. Google offers a maternity leave of five-month. New parents are showered with bonuses (Reads, 2019). The strategy used by Google is also applied by other companies such as Amazon. The survey that they contact helps the company monitor the collaborations among the people, how managers are performing and the interaction with their teams. The surveys allow the workers to be own coaches to evaluate the strength among the employees and circumstances. There is an empowering system without micromanaging. They encourage success among the team members and well-being. They training their workers on how to learn, listen and be able to share information.

Conclusion

In conclusion, the book 'work rules' is an important manual for all managers and individuals. The book states the importance of trusting workers, hiring the best people, focusing on best performers and worst performers in the company. Paying the top employers unfairly, been generous and frugal. The workers are allowed to train themselves manage the companies expectation.

References

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

Curran, J., Fenton, N., & Freedman, D. (2016). Misunderstanding the Internet. London, England: Routledge.

Jankovsky, J. A. (2011). Trading Rules that Work: The 28 Essential Lessons Every Trader Must Master. Hoboken, NJ: John Wiley & Sons.

McGuinness, M. (2018). 21 Insights for 21st Century Creatives. Lateral Action Books.

Reads, S. (2019). Summary of Laszlo Bock's Work Rules! by Swift Reads. Swift Reads.