reading the book
in the book, the author Laszlo shared the mindset of the company founder, passion and caring, to be a leading company instead of following others. I believe that is natural for a company like Google. In my opionon, most of enterprisers they have a dream to be the leader of their industry or in the market. in the chaper two, Laszlo summarized the core value of google culture including meaningful commission, transparency and an inclusive and authentic environment for employee to speak out. culture is very important for an organization, it is management principle for managers as well as the behavior principle for employees. as for any employee in any organization, it is possible that in a usual daily work, we don't pay much attention to that, when the situation is going to be a tough one, when key managers or people are swinging on some decisions, it is better to make decision based on values. as for the company I am currently working for, the core value includes people first, better together, customer centered,forward thinking and commit to excellence. it is important for us to respect each other, collaboration, provide better service to internal and external customers, thinking longer and focus on long term benefits, and the most important is the attitude to commit to excellence. in CEO's speech, he mentioned that the new culture is overarching thing for the company, for the employee and all stakeholders.
from the chaper 3 to chaper 5, the author was mainly focusing on recruiting. the company was searching for top talents around the world within 7 billion people, they set up very strict procedures and policies for hiring. the candidates need to participate in interview with many peoples, and the most important is the basic requirement: to hire the people better than the existing manager. in the book, according to author, managers should focus on management. what I could image is that due to this policy, Google must be a absolute a dynamic company on the world. from chaper 6 to 12, the author introduced the performance assesment, the employee with best performance and worst performance, learning organization and unfair remuneration system, benefits program, nudge program and lessons learned, environment and main principle of HR function of the company. in the book, the author repeatedly emphasized why unfair remuneration is necessary because the contribution of these employee is much different. this policy could be found in most foreign company in China, everyone is close to average is not right choice for them. from the whole book, I am feeling it looks like just a great meeting with a great HR director, telling the stories without any illusive superiority, wrong decisions was made due to lack of insufficient information, how the company was using badge to reward employee, the sleight of people's mind, cumbersome procedures in some functions, vaunted manager and employee, what the management repent, the rubric part of management. in the book, the author mentioned job is actually a torturous and painful things in life, how we are going to make other people work easily, enjoybable is very important, I could not agree more with this concept. to me, job is a curate's egg, we have to rely on having job to live, on the other hand, we hate the job as it also bring us bad feelings about people and our own life.
recently I had some conflicts with some managers, the main reason is that I don't like their management style. as a manager, should he or she manage employee by pushing, keep driving or nudge? as a company like google, the employee they have are so self-motivated, do they still need to drive them or give them certain freedom? are we too excoriating sometimes? is it too dilatory for some decisions? is it right to play tricks with employee? there are so many questions on my mind.
excoriate
vaunted
dilatory
sleight
overarching