rocess and definitely goes against the “I think I can” culture and will nurture “no you can’t” bureaucracy. This is something the Google. Inc would not permit. (How Google Inc. reward its employees. 2010).
创新源于质疑和讨论。经理肯定不适合这种概念环境。小组设置将鼓励对一个想法进行讨论和辩论，不给中层管理人员或任何其他高级人员留下空间。命令和规则政策将阻碍创作过程，肯定违背“我认为我可以”的文化，并将滋生“不，你不能”的官僚主义。这是谷歌的东西。Inc不会允许。（《股份有限公司如何奖励员工》，2010年）。
As the competition grows with new emerging companies the need to address employee ethics will increase. Companies should adopt policies similar to Google’s to increase their success rate by attracting a dedicated and talented staff. Google has certainly set a standard for other businesses to relate and compete with. Many have been debating policies about developing motivation in their employees but have failed to show any fortitude in this aspect. Google authoritative figures have shown purity of intention by investing their major budget on their employees rather than wasting it on other useless ventures, thus gaining employee satisfaction and trust. Google has focused all its projects on a noble cause to bring a positive change in the world. The employees motivated by the cause are encouraged to produce outstanding results as they are filled with pride of being associated with a venture of this magnitude. Therefore leaders should focus their energies in creating intrinsic rewards that would automatically fuel the companies working body.
随着与新兴公司的竞争加剧，解决员工道德问题的需求也将增加。公司应该采取类似谷歌的政策，通过吸引敬业和有才华的员工来提高成功率。谷歌无疑为其他企业树立了一个与之建立联系和竞争的标准。许多人一直在讨论如何培养员工的积极性，但在这方面没有表现出任何毅力。谷歌的权威人士通过将主要预算投资于员工，而不是浪费在其他无用的企业上，从而获得员工的满意度和信任，表明了他们的意图是纯粹的。谷歌将其所有项目都集中在为世界带来积极变化的崇高事业上。鼓励受事业激励的员工取得优异成绩，因为他们为能与如此规模的企业合作而感到自豪。因此，领导者应该把精力集中在创造内在奖励上，这将自动为公司的工作机构提供燃料。
Conclusion:结论
As the next generation of students prepare themselves to embrace the corporate world it is imperative for the companies to evaluate their strategies and adopt principles like Google .Inc as soon as they can. New individuals will start searching for firms to join with their heads full of brilliant ideas. Google will work on attracting these individuals and develop their ideas into successful products. As the human needs diversify it is for companies to update their management structure and environment to attract young talent to their organizations and retain them as an asset for their organization… Emerging talents have been found to favor working in intimate groups rather than under an authority. They require to be released from the worry of their necessities and need to be given ample of time to work on an idea. They approve of appraisal procedures to evaluate themselves and hunt for challenging opportunities around the world. Leaders should evaluate and strive to maintain motivational atmosphere for their employees as the employees are a valuable asset to be looked after. (How Google Inc. rewards its employees. 2010).
当下一代学生准备迎接企业世界时，公司必须评估自己的战略并采用谷歌等原则。公司尽快。新人将开始寻找头脑中充满绝妙想法的公司加入。谷歌将致力于吸引这些人，并将他们的想法发展成成功的产品。随着人类需求的多样化，公司需要更新其管理结构和环境，以吸引年轻人才加入其组织，并将其作为组织的资产加以保留……新兴人才更喜欢在亲密的团队中工作，而不是在权威之下工作。他们需要从对必需品的担忧中解脱出来，并需要有足够的时间来研究一个想法。他们赞成评估程序来评估自己，并在世界各地寻找具有挑战性的机会。领导者应该评估并努力保持员工的激励氛围，因为员工是需要照顾的宝贵资产。本站提供各国各专业留学生assignment格式范文以及assignment写作辅导，如有需要可咨询本平台。
