Have you ever had that feeling of being watched all the time by Google? That they sometimes seem to read your thoughts? Eric Schmidt and Jonathan Rosenberg tell in "How Google works" the real secret of the company's success.
This PocketBook provides all you have always dreamed about, since the beginning of the company, the environment of work, and the ambitions for the future.
Understand how they do it and why they have achieved such success.
Come and check!
The book "How Google Works" has 348 pages and was published on 23 September 2014 by Grand Central Publishing.
Its main idea is to show how the consumer has the power to transforms corporations and how the quality of the professionals involved keeps this corporation alive.
The book was written by Eric Schmidt and Jonathan Rosenberg, two of Google's top executives, and assure to show every detail that is behind the company's success.
Eric Schmidt was the Google CEO between the years 2001 and 2011 and made the company a world leader in technology. Today he is the google executive chairman. Eric joined the company in 2001 to supervise the founders Larry Page and Sergey Brin. He helped Google to make a publicly-traded company and stayed ahead of big projects, like YouTube, for example.
Jonathan Rosenberg joined Google in 2002 with the position of product director until 2011. Before joining Google, he worked at Excite@Home controlling the products and services department.
Academically, Jonathan holds an MBA from the University of Chicago and a bachelor's degree in economics from Claremont McKenna College. And now, in Google, he is an advisor of the CEO Larry Page.
The book is aimed at all those who have some type of enterprise or an entrepreneurial mind and have the desire to achieve success within the market.
Those who want to learn how to deal with employees and how to get good ones in the market will find this in the book.
"How Google Works" is still interesting for those who want to find out about how works everything behind internet searches.
To find out how Google works, the book is based on the following pillars:
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The authors Eric Schmidt and Jonathan Rosenberg start the book "How Google Works" by talking about the culture of the Google company and how to apply it to other businesses.
Slightly different from what you are used to hearing and reading, executives are concentrated in more innovative work environments. Fill offices with amenities, keeping employees together, smoother organizational charts, less managerial supervision and greater freedom for employees are some examples of how is the work culture at Google.
It is important to have a relaxed atmosphere and the more you have, the more you work. The valuation of employees is exemplified when the "hippos" (Highest Paid Person's Opinion) are mentioned. Shona Brown, Google executive from 2003 to 2012, quotes: "what matters is the quality of the idea, not who suggested it". When the "hippos" are no longer heard, an atmosphere of meritocracy is created.
"Giving consumers what they want is less important than giving them what they don't know they want."
The company focuses on what the user does not even imagine they could acquire, but when they become aware of the existence, it becomes a priority.
One of the most important points to make the company Google really works it's the loyalty of the users. Stay always attended for the quality of the services and gaining access by pure merit is what surrounds the company's environment.
Another strategy presented by the authors that were really innovative is that if a company focuses on their competitors, they will never achieve something truly innovative. Larry Page, one of Google's co-founders, quotes: "It is obvious, to some degree, that we think about competition. But my job is to make people not think about it."
"A workforce of amazing people not only does amazing work, but it also attracts more amazing people."
In this part of the book "How Google Works", Jonathan and Eric tell how talent acquisition and conservation work in the company and can work outside too.
They believe that good talents cannot be wasted. When hiring people, there is not mandatory to have a position for them, new ones could be created. And those good employees who are already part of the team, cannot be lost, and for that, financial or hierarchical efforts are the main weapon.
An important point presented by the authors is the formation of teams only with friends, which in their point of view does not work. What really works is to hire smart people. And smart is not the one who got the highest grades in college, but the one who has the greatest ability to learn and deal with changes.
The public of any product always seeks innovation, which is different from the ordinary, which is better than the ordinary, and what is extremely new. Eric Schmidt and Jonathan Rosenberg make this stage the most important of the book and the company and show that innovation is not just about what is different and new.
According to the authors, innovation implies the production and implementation of new ideas that are not only useful but extremely useful.
For something to become innovative, it is necessary that it not only offers new functionality but also be completely surprising.
Sometimes you see some updates on certain products that were already requested by its users for a certain time are treated as innovative, which in fact is just a reactive action. For something to be innovative, it must be striking and surprising.
Innovation is completely related to attracting talent, which is called "smart creatives" in the book. Which are nothing more than eccentric talents capable of producing incredible content with limited space, time, and money. Smart creatives are the basis of how Google works, and are responsible for never saying no to a new idea.
Having a good idea or having an innovative mindset is not something that arises overnight, people need time for good ideas to be developed. And good ideas alone are not enough to make this an attainable project, being surrounded by a team that believes in your idea and is 100% committed to it is one of the main starting points.
In "Principles", Ray Dalio will show you what dreams, reality and determination will make you achieve a successful life by making the principles of life and work go hand in hand, with an open mind. For this, Ray will make you understand how your mistakes have contributed to your growth because it is this evolution that will lead you to victory.
In "Who Says Elephants Can't Dance?", Louis V. Gerstner will show you how to keep your company strong, using strategies applicable in all situations. For this, you will see from the resuscitation of the company to the understanding that elephants can also dance, that size is not a document when it comes to success.
"From the Ground Up" is a biography of Howard Schultz that tells how the entrepreneur turned Starbucks into one of the largest franchises in the world. He says his responsibility to Starbucks goes far beyond simply making money. Its intentions are to apply the company's profits in a transformative purpose to its public in a balanced way.
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