In the years following its 2004 IPO, Google needed a way to continue its impressive growth without losing its best people to hot startups like Facebook and Twitter.Laszlo Bock, who became the SVP of Google's People Operations in 2006, writes in his new book "Work Rules!" that he and Google's leadership spent years determining how to keep the retention rate of top talent as high as possible.
An Australian office bookkeeper, who was sacked after accidentally sending a text message to her boss calling him a "complete dick", has failed to convince a tribunal that it was just a light-hearted insult.
Louise Nesbitt lived out a workplace nightmare last year after mistakenly sending the text to her employer instead of her daughter's boyfriend who had been contracted to conduct plumbing work at her office.
Pay for performance - the concept that corporate executives earn gobs of stock grants when they perform well, but risk them if their company disappoints - should be a great leveler when it comes to executive pay. In theory, it creates a meritocracy. If the idea is to tie executives' pay to shareholders' results, then there should be no difference if the chief executive or chief financial officer is male or female.
|Posted in: Pay & Benefits Employment Relations|