Success can be a game with many pla

Success can be a game with many players.
One of the side effects of the free food for Google staff is what is known as the “Google 15” – the number of pounds that employees typically gain after joining the internet company. But whether it is providing snacks and gourmet meals in the canteen, annual skiing trips or games rooms at the office, the philosophy behind such perks is the same – encouraging staff to meet each other, interact in informal settings and encourage teamwork.
One way the company does this is to hold competitions in everything from office decorating to dancing and football, with prizes for the winners. Managers also receive a quarterly “celebratory fund” either to reward accomplishments, or to build teamwork by going bowling, go-carting or dining out.
The Best Workplaces survey indicates that such initiatives have a powerful effect. At Google Italy, for example, 90 per cent of the employees agreed that “people celebrate special events around here”. Also in Italy, 100 per cent agreed that “this is a friendly place to work”, and 96 per cent agreed that “there is a ‘family’ or ‘team’ feeling here”.
Another part of Google’s objective is to make its workplace feel fun. Massage chairs, table tennis tables, video games, lava lamps, hammocks, beanbags, bicycles, large rubber balls, couches, and scooters are all part of the furniture in Google offices.
However, when it comes to the serious business of work, great emphasis is placed on engaging employees. “What makes Google a great workplace is that the nature of the work itself is very challenging and interesting,” says Nick Creswell, the company’s university programmes manager for Europe, the Middle East and Africa. “And for the type of people who really enjoy an intellectual challenge, that’s the biggest appeal of working here.”
Fostering this intellectual activity is a policy giving employees a large degree of independence in deciding how to work – both in terms of the hours they work and how they do their jobs. “There’s a real culture of autonomy and empowerment,” says Mr Creswell. “Individuals within the business understand what their own goals are within the context of their teams, and they have a lot of freedom to go out and make those happen.”
Even when it comes to learning and development, many programmes are voluntary and informal. Often it may be a case of inviting university faculty in to discuss their latest research. Some programmes may not even directly relate to employees’ work, such as the Authors@Google series, through which prominent writers are invited to give lunchtime talks about their books.

Resultados (javanés) 1:

Sukses bisa game karo akeh pemain.
Salah siji saka efek sisih pangan free Staff Google apa wis dikenal minangka "Google 15" - nomer mina karyawan biasane gain sawise gabung perusahaan internet. Nanging apa kang nyediakake cemilan lan ngicipi jajanan ing kantin ing, lelungan ski taunan utawa game kamar ing kantor, filsafat konco tunjangan kuwi padha -. Nyemangati Staff ketemu liyane, sesambungan ing setelan informal lan ngagengaken guyub
Salah siji cara ing perusahaan ora iki kanggo terus lomba ing kabeh saka kantor hiasan kanggo nari lan bal-balan, karo hadiah kanggo pemenang. Managers uga nampa "dana pengetan" seprapat salah siji kanggo pahala hasil, utawa kanggo mbangun guyub dening arep bowling, go-carting utawa dining metu.
Ing survey Best rayine nuduhake yen gagasan kuwi duwe pengaruh kuat. Ing Google Italia, contone, 90 saben sen saka karyawan sarujuk sing "wong ngerayakno peristiwa khusus watara kene". Uga ing Italia, 100 saben sen sarujuk sing "iki panggonan loropaken bisa", lan 96 saben sen sarujuk sing "ana 'kulawarga' utawa 'tim' kroso kene".
bagean Liyane adil Google iku kanggo nggawe panggonan makaryo sawijining aran fun. Kursi pijet, tabel table tennis, video game, lampu lava, hammocks, beanbags, pit, bal karet gedhe, klasa, lan skuter iku kabèh bagéyan saka Furnitur ing kantor Google.
Nanging, nalika nerangake bisnis serius karya, gedhe emphasis diselehake ing awake karyawan. "Apa ndadekake Google panggonan makaryo gedhe iku alam saka karya dhewe banget tantangan lan menarik," ngandika Nick Creswell, perusahaan program universitas manager kanggo Eropah, Timur Tengah lan Afrika. "Lan kanggo jinis wong sing seneng tenan tantangan intelektual, sing mréntahaké paling gedhe apa kene."
nuwuhaké kegiatan intelektual iki privasi menehi karyawan jurusan gedhe kamardikan panentu carane bisa - loro ing syarat-syarat jam padha bisa lan kepriyé kaanané proyek sing. "Ana budaya nyata otonomi lan pemberdayaan," ngandika Pak Creswell. "Sopo ing bisnis ngerti apa gol dhewe ana ing babak saka tim sing, lan padha duwe akèh ingatase hak bebas kanggo metu lan nggawe sing kelakon."
Malah nalika nerangake learning lan pembangunan, akeh program sukarela lan informal. Asring uga dadi cilik saka ngundang fakultas Universitas kanggo ngrembug riset paling anyar sing. Sawetara program uga ora malah langsung hubungané karya karyawan ', kayata Penulis @ seri Google, liwat kang Writers penting sing diundang kanggo menehi wuwus lunchtime ngenani buku-buku sing.