1. How Google works — Summary
  2. Book How Google Works | Download PDF - 12min
  3. How Google Works by Eric Schmidt and Jonathan Rosenberg – review
  4. Buy for others

How English Works (A Grammar Practice Book) - Pages· · Brown, Martin C. Hacking Google Maps Hacking Google M. The rules for success in the Internet Century - by Eric Schmidt & Jonathan Rosenberg. Have you ever wondered how a huge and successful company like Google works? What are the attitudes which differentiate Google from all others in the market.

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Have you ever wondered how a huge and successful company like Google works? What are the attitudes which differentiate Google from all others in the market? In his book, Eric Schmidt, former CEO of Google, explains how this company accepted the changes caused by technology and focused its business on human capital. Google treasures smart, creative employees. This Google differential made the company not only become one of the most innovative in the world but also developed a unique culture that made its employees proud to work there. If you want to foster innovation in your business and have the best and most creative employees, then stick with us in this fantastic microbook! Technology has brought about tremendous changes in our lives in recent years. Today we can store an unlimited amount of information online and connect to the internet using any mobile device. In the business world, these innovations have brought everyone's attention to the development of the best product.

Smart-creatives are employees who possess a curious, ambitious personality and combine it with their tech know-how.

How Google works — Summary

Smart-creatives The technological advancement over the past few decades has brought a highly competitive market. So companies had to adjust and produce better products to stand out. The second effect of the tech explosion is that companies could develop products very quickly and cost-effectively.

Digital products scale incredibly well, which is why a tiny group of engineers can produce a product used by millions of peoples. It is also easy to outsource work over the internet for very competitive prices. For those reasons, successful companies need to rely on employees who can give them a competitive edge. These employees are called smart-creatives by Google. Smart-creatives combine ideas from different areas. They combine business and tech expertise in a creative way. They are competitive, curious and very ambitious.

So ambitious that they will even ignore direct orders just to prove a point. They are so passionate about their work that they will have no problem pulling all-nighters.

Book How Google Works | Download PDF - 12min

The hiring approach then is to bring in those types of engineers and giving them as much freedom as possible. Letting their intrinsic motivation free flow. Smart-creatives are the essence of Google. They possess the same nerdy characteristics of the founders Larry Page and Sergey Brin themselves. But how can companies and organizations hire those talents?

How to hire smart-creatives Hiring should be a top priority. But the main question is, how can a company attract those types of employees? Building a creative, free-thinking company-culture To attract smart and creative people, you have to create a company culture which attracts those types of employees.

Employees should be able to speak their mind and have freedom to make their own decisions. This kind devotion is not the norm in every company and can only be achieved by attracting intrinsically motivated employees. Create a climate for innovation Enforcing innovation rarely works because external motivators are harmful to intrinsic motivation as described in Drive. This step will help you create an environment that attracts the best talent.

Culture is a tool to attract people similar to what the company values, rather than people who only care about pay. Finding individuals who are motivated to work hard regardless of salary will help your business grow. In , for example, Larry Page got frustrated when looking for details about a bike called "Kawasaki H1B". While doing his Google search, he ended up seeing ads for lawyers who were willing to help immigrants get an American visa called "H1-B," but received nothing on the bike.

Frustrated with that, he printed the pages and posted it on the whiteboard in Google's kitchen, with the text "This ad sucks! A team of engineers saw this on a Friday. Although this team was not officially responsible for ads, they were inspired by the problem and worked on it that weekend.

By Monday they had solved the problem: This insight has become the basis for creating Google Adwords, Google's largest revenue source. That does not mean that Google inspires this kind of devotion, but the company culture attracts people who are motivated and dedicated problem-solvers. Google has an interesting culture full of myths.

Here are some cool things about the Google way of being inspired. Their office is open and always crowded, maximizing interactions and energy.

No one has private offices, not even the senior managers. Teams are held together, not separated by functions. Everyone works, eats, and has fun, together. Chaos exists, but it is an expression of innovation and is encouraged. People's ideas are judged based on the merits of the subject itself and not by who suggested it.

Google strives to organize the business around the individuals who make the most impact.

Nothing is based on function or experience, but on performance and enthusiasm, which attracts creative and intelligent professionals.

Google creates a fun working environment, always with parties, music, and lots of free food. The dress rules are pretty simple. They call it: You just need to be dressed. Do not be surprised if you find people in pajamas or slippers at company offices.

Creative and intelligent people are the key to developing great products. So how could your business attract employees who fit that description? For starters, hiring employees should be one of your priorities. In most organizations, hiring a new employee is the responsibility of the supervisor. However, one person's opinions can be highly subjective. Also, most senior executives will not want to hire someone who looks smarter than themselves, so they can maintain the company's status quo.

Google has realized that the best way to hire someone is to make decisions together, forming a committee. A team reviews the candidates using many data and supporting materials such as interview reports, compensation history, curriculum, and referrals.

How Google Works by Eric Schmidt and Jonathan Rosenberg – review

While all these supporting documents are valuable, hiring high-level employees also requires imagination. Looking at a resume and evaluating a candidate based on his experiences will not help you find the most attractive, intelligent, and adaptable employees. In addition to the standard interview questions, ask the candidates about their interests and passions. Find out what he does and what he cares about outside of work.

Challenge the candidates with surprising questions. How does Google find and hire the best professionals? The company has some interesting attitudes:. Google attracts people - job seekers receive resumes from their potential future co-workers, so the smart and creative will be attracted to the opportunity to work with great talents as well. Google is always looking for enthusiastic people - which is the driving force of the smart and creative.

So the interviewers try to get their candidates to talk about the things that matter most to them. Google hires people with an appetite for learning - people who have a growth mindset and who will approach their tasks as an opportunity to learn new things. Google tries to hire interesting people with different backgrounds - the kind of person who will not mind spending hours chatting at the airport if a flight is late. Once you've hired someone creative and smart, what do you do to keep that person in the company?

This question is important since innovative and intelligent people are restless and ambitious.

At some point, they may want to leave your business to try something new. To prevent this from happening too soon, find ways to challenge and intellectually engage your employees.

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That way, they will feel stimulated and motivated, which will suppress the urgency of leaving the company. For example, when a good engineer wanted to leave Google, Schmidt persuaded him to stay, inviting him to attend important meetings with the founders. Attending these meetings allowed the engineer to learn new things about the business, and as a result, he ended up staying with the company for another two years.

Most CEOs think their companies need a business plan, but they are wrong. The reality is that more traditional business plans can lead to failure.

That is because the traditional plan does not give room for change. Managing a business requires you to respond to new challenges. Let's assume you have defined a long-term strategy for your technology company. What if a new technology or a new competitor came up, demanding that you react quickly?

You will not be so responsive if you are stuck with a flat plan. That is why, in terms of strategy, you will be better prepared for the unforeseen ones if you create a foundation for your strategy rather than a static plan. If you continue browsing the site, you agree to the use of cookies on this website.

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