FACEBOOK ORGANISATIONAL

BEHAVIOUR

PSDA

Submitted to: Submitted by:

Ms. Divya Sethi Ashcharya Agrawal
05317703519

VIVEKANANDA INSTITUTE OF PROFESSIONAL STUDIES

VIPS

Delhi

2020
 DECLARATION

I hereby declare that the work reported in this project entitled FACEBOOK
ORGANISATIONAL BEHAVIOUR is an analysis of subject Organizational
Behavior is an outcome of my work carried out under the supervision of Ms.
Divya Sethi.
I have duly acknowledged all the sources from which the ideas and extracts
have been taken. To the best of my understanding, the project is free from any
plagiarism issue.
Ashcharya Agrawal
05317703519
2-L
 ACKNOWLEDGEMENT

I wish to express my sincere gratitude to my financial management faculty, Ms.

Divya Sethi , for her enthusiasm, patience, insightful comments, helpful
information, practical advice and unceasing ideas that have helped me
tremendously at all times in my research and writing of this thesis. Her immense
knowledge, profound experience and professional expertise has enabled me to
complete research successfully. Without her support and guidance, this project
would not have been possible. I could not have imagined having a better
supervisor in my study.
I would also like to express my special thanks of gratitude to our Dean who
gave me the golden opportunity to do this wonderful project on FACEBOOK
ORGANISATIONAL BEHAVIOUR., which helped me in doing a lot of
Research and I came to know about so many new things I am really thankful to
them.
Also I like to thank my parents and friends who helped me a lot in finalizing
this project within the limited time frame.
 OBJECTIVE

The basic and simple objective of this given project of organizational behavior
in this Facebook case study refers to the study of activities or behavior of the
employees inside a commercial enterprise. The project highlights about the
different concepts which is used by the facebook company. The famous social
networking company have used several concepts of the organizational behavior
in order to make the workplace a better place to work for the employees and
also helped the company in growing enough revenue to stand in the competitive
market. The various concepts used by the company are the Selection of right
organizational structure, the different organizational behavior theories of
motivation and leadership, different models of organizational behavior such as
the autocratic; custodial; supportive; collegial.
The project also covers the different cultures followed in the company as well
as the team working understanding. The given project covers a wider range of
different concepts that a company like Facebook uses for itself and for the
societies well being.
 HISTORY

Facebook, American company offering online social networking services.

Facebook was founded in 2004 by Mark Zuckerberg, Eduardo Saverin, Dustin
Moskovitz, and Chris Hughes, all of whom were students at Harvard University.
Facebook became the largest social network in the world, with more than one
billion users as of 2012, and about half that number were using Facebook every
day. The company’s headquarters are in Menlo Park, California.1
In September 2004 TheFacebook added the Wall to a member’s online profile.
This widely used feature let a user’s friends post information on their Wall and
became a key element in the social aspect of the network. However, the
company still trailed the then-leading online social network, Myspace, which
boasted five million members.
In 2008 Facebook surpassed Myspace as the most-visited social media Web
site. With the introduction of Live Feed, the company also took a competitive
swing at the growing popularity of Twitter, a social network that runs a live
feed of news service-like posts from members whom a user follows. Similar to
Twitter’s ongoing stream of user posts, Live Feed pushed posts from friends
automatically to a member’s homepage. (Live Feed has since been incorporated
into News Feed.)
Facebook encourages third-party software developers to use the service. In 2006
it released its application programming interface (API) so that programmers
could write software that Facebook members could use directly through the
service. By 2009 developers generated about $500 million in revenue for
themselves through Facebook. The company also earns revenues from
developers through payments for virtual or digital products sold through third-
party applications. By 2011 payments from one such company, Zynga Inc., an
online game developer, accounted for 12 percent of the company’s revenues.
In February 2012 Facebook filed to become a public company. Its initial public
offering (IPO) in May raised $16 billion, giving it a market value of $102.4
billion. By contrast, the largest IPO of an Internet company to date was that of
the search-engine company Google Inc., which had raised $1.9 billion when it
went public in 2004. By the end of the first day of the stock’s trading,
Zuckerberg’s holdings were estimated at more than $19 billion.

1
https://www.thestreet.com/technology/history-of-facebook-14740346
Human Resource Management At Facebook :
Passion Lies in the People

The world of technology is just as competitive as it is innovative. Inside those

tech companies, work pressure is generally high and so HR needs to be
innovative and smart in its approach. You all have heard of the brutal
environment inside Microsoft, Amazon and Apple and how complex a job can
be at any IT company. However, people are joining IT jobs in larger numbers
than ever. How do these companies manage and retain their employees? Not
just by paying them well. Microsoft is known for its performance obsessed
culture and Apple was known for a brutally competitive environment. However,
these are also the companies that do not love failing.2

In the recent times, even the companies with the most brutal work cultures have
altered their HR strategies and taken a course that suits their employees and
culture. Some of them performed so well in HR that they  became an inspiration
for not just the entire IT world and technology companies but every business.
You may have read about how Amazon is coaching its employees for better
career management and how Microsoft has done away with its ‘rank and yank’
culture. It is because too high pressure levels kill productivity and can have a
worse effect on company culture. When it comes to being the best and most
appreciated employers, you will hear the names of Google and Facebook first.
Google is not just an innovative company but a brand that has developed a
smart and intuitive ecosystem which knows what its employees want before
they need it. However, Facebook has also proved very sharp at meeting the
challenge. These two tech companies have proved themselves smarter at
handling their people.

2
https://notesmatic.com/2018/01/hr-management-facebook-amazing-benefits-amazing-talents/
Facebook – A Young and Aggressive  Brand

Not very long ago, business was all about competition, sales and revenue.
However, norms have changed now. HR is now the new challenge and some
companies have fared much better than their employees’ expectations in this
area. Facebook is a major challenger of Google and is being talked of for
creating a culture and environment that fosters satisfaction and joy. Glassdoor
publishes a list of the best employers every year and Facebook has ranked at the
top for 20183. This list is based on the reviews posted by thousands of
employees. A few things that stand out among these reviews are that it has
maintained a fast moving and challenging environment that is centred on faster
learning. Mark Zuckerberg as the CEO has very high approval ratings of higher
than 98%. The reviews show that there are ample opportunities of learning and
growth at the social media company.

The overall impression that Facebook has is that of a young brand in the making
which is aggressive, energetic, passionate and smart. Technology environments
can be full of pressure and managing your people is not just compulsory but can
help you gain competitive advantage. Google and Facebook are leading in this
area and have proved themselves HR leaders. However, the cultures of Google
and Facebook are still very different.  Glass door is a well known employment
agency that surveys the best employers based upon reviews from their
employees. On its list, Google ranks fifth while Facebook is at the first position.
Facebook’s culture encourages more energy and less formality. That reflects
even in its dress code. They use the most casual dressing in the entire corporate
world. Even the CEO wears T-shirts and hoodies. This dressing style also keeps
the employees in a free mood and passionate.

Open Office Structure for Higher Engagement, More Fun

and Greater Satisfaction
Several researchers and important authors in human resource management have
studied and highlighted the HR strengths of Facebook. Managing your human
capital requires focusing on several things from salaries to perks as well as a
respectful environment. In some regards Facebook’s and Google’s strategies are
similar. Both are driven by the strategy to create highest satisfaction for their
employees. In case of Facebook, its environment is known for higher openness
and energy. It has adopted several unique practices that have helped it gain an
advantage in the area of HR. Employee convenience is a key focus at both the
3
https://hbr.org/2016/10/the-performance-management-revolution
organizations. Facebook’s  practices in this area are quite notable. It has used
several strategies to reduce the pressure on its workers and office design is one
of them. Far from the cubicle culture, it has established a unique open floor
structure.
Life inside the cubicles can be suffocating for the employees and therefore an
open office design is used at Facebook to let the employees have more space.
While it allows more space to move and breathe, it also allows for higher level
of meeting and collaboration. This is clearly logical. There are workplaces
where employees remain locked inside their chairs and have little space to move
their hands and feet. This can give rise to work stress and can drive the churn
rate higher.  To reduce the churn rate, you must keep your  employees interested
and engaged. A dull workplace and work environment can lead to loss of
interest and morale. An important message that Google and Facebook have been
able to send is that employee productivity does not come from using pressure. It
comes from letting them feel like important stakeholders whose participation
matters.4

4
https://www.europeanceo.com/business-and-management/secrets-of-facebook-talent-retention-success/
What has Facebook done to engage its employees apart
from good looking and spacious offices?

Free food with great variety – Facebook takes care of its employees’ taste and
has made available a large and varied menu. Being a young company, the menu
at Facebook is designed as per the taste of its employees. A large variety of ice
creams, cookies, and other milk products and other kind of food including
barbecue is available for the workers to tingle their taste buds. If you go over
the entire list, you are going to feel spoiled by the variety and quality of the
menu. (Dr. J. Sullivan, ERE, 2013). The way to your employees heart goes
through their belly. The quality of food served at Facebook can be as good as in
some of the world’s best restaurants. Eating arrangements in the open under the
sun make it an enjoyable experience. Gourmet meals at Google are famous but
as John Sullivan highlights Facebook is at a clear advantage in terms of
knowing the taste and interests of the millenial generation. One thing that very
few employers care about is the energy level of their employees and that they
need to sustain it. Your HR policies and work environment must be  structured
in a  manner that employees’ energy level is not affected. If employees are full
of energy the challenge of worker morale is to an extent solved. Facebook very
well understands the challenge. It is why for most employees working at
Facebook is a pleasant experience. 

Food does not just give energy; good food gives satisfaction, keeps people
happy and their energy flowing. A pleasant work environment sustains both
worker morale and energy. The millennial generation has grown familiar with
these challenges and so selects employers with caution. Free food is an
attractive perk. Now, that’s the value of good quality food. As some insiders
know Facebook serves food quality that only some of the best restaurants in the
world can match. A job at Facebook can be a treat and that’s why the approval
ratings of the CEO have remained so high (98%+ is a tough to match approval
rating). Most of the reviews on Facebook show very high job satisfaction.
Facebook also makes alcohol available to its employees on Fridays. CEO
Zuckerberg knows some great ways to engage his employees. The new parents
have some amazing rewards for them – parental leave, baby cash and other
forms of rewards like reserved parking spaces for the pregnant mothers. It also
helps at the retention of the female engineers.
Hobbies, Exercise and Other Forms of Engagement 
Facebook has engaged its employees using  a large variety of techniques.
Exercise, sports and opportunities to pursue their hobbies are also a part of its
overall employee engagement strategy.  When it is all just work inside an
organisation, employees may grow confused and bored. It is why a tech
company must allow employees to follow their hobbies. There is a wood
workshop at Facebook which engages the employees allowing them to pass
their time making wooden sculptures. This helps lose stress and also allows
them to use their creativity plus imagination. Such strategies are the best in
terms of helping employees stimulate their creativity and express their love for
art. Employees make personal items of their choice. Facebook’s ecosystem is
different from that of Google. It has an open fitness centre and lots of space for
skateboarding and cycling.
5
Movie theatre and video games also keep the employees  busy and happy. The
campus location at SanFrancisco bay offers a great view for the bikers. This
arrangement as Dr John Sullivan notes, is great for  employees mental and
physical health. Facebook is clearly using an employee centred strategy. The
formula is simple and straightforward. If you keep your employees happy, they
make you happier. Facebook employees are happy for other reasons too. The
company caters to their personal needs right on the campus. No need to go off
campus for any personal needs. Laundry services, hair cut, dry-cleaning, even
medical assistance and acupuncture are all available on the campus. Employees
can stay after work hours to run their personal errands.

A Culture of Being Bold, Moving Fast, and Taking Risks

At Facebook, it is all about being bold, taking risks and breaking the norms. If
you have never broken a norm, you did not move fast enough. In the world of
IT and social media, things have to move faster than usual. Failure can happen
but that does not mean you should stop taking risks. You must not be afraid of
making mistakes because they stop you from being what you can be. It is
critical to grab opportunities than to lose them and remain afraid of having
made mistakes.   Throughout its office facilities, there are slogans painted all
over the wall. It signifies a high energy corporate culture. Rather than trying to
achieve perfection, you have to try and get things done. At Facebook, they
encourage bold decision making and risk taking. If you do not take risks, it
implies a situation of stagnancy. It’s a fast changing world and taking no risks is
a guarantee of failure. In this world, the normal course is the riskiest and finding
5
https://www.shrm.org/hr-today/news/hr-magazine/1016/pages/tips-to-increase-employee-engagement-
without-spending-a-dime.aspx
new courses can  help you stumble upon better opportunities. This attitude
helped the company shift its direction and find more success on the mobile
platform. The company had realised it years ago that smartphone was going to
be the next important platform to  drive revenue. The shift Facebook made years
ago has helped it grab a larger share from online advertising.

Employee Convenience Matters:

In the technology world work pressure can be very high. In such a scenario,
most companies have adopted various strategies to provide their employees
relief from work-pressure and to offer them higher convenience. One of them is
work from home. However, Facebook manages it in another way. It has
established a come to work culture. To make things easier for its employees, it
offers free wifi shuttle buses. These buses do not just offer higher convenience,
they allow the employees to collaborate on the go. Apart from it, the company
offers free train passes, van pools as well as free auto parking. There are very
few firms that treat bicyclists with as much pride as Facebook. There is a full
service  bike shop on the campus. There are no meetings on Wednesdays and
that  allows a no interruption day for work. Meetings can affect the flow of
work so keeping one day free allows programmers to remain in flow.6 Many
employees use this day to work from home if they want. The level of
convenience and engagement at Facebook keeps pressure at check. If work life
is as convenient who would not love to work at Facebook? The most loved
social media platform is also the best place to work because of how much it
loves its workers.

An Excellent Performance Management System

Performance management has grown even important to the management of your

employees’ careers. Continuous feedback is necessary to guide the employees
and teams and in this regard Facebook is doing a real great job. It provides its
employees continuous feedback. Performance appraisal happens twice an year.
It is based upon the results obtained from employees and managers using online
tools. Typically, seven people are involved in the process of feedback.

Real time success metrics quantifying the results help with ongoing feedback.
Rewards at Facebook are based on performance. However, all the endeavour is
data driven. Performance results and coworker feedback is used to provide
6
https://www.tlnt.com/facebooks-difference-a-unique-approach-for-managing-employees/
rewards. Facebook uses rewards to guide performance. If there is a wide gap in
the rewards for two performers on the same level, it can be because of the gap
in performance. Sometimes, the gap can be as high as 300 percent. Two things
happen in this way – one performance is rewarded, another performers are
retained. While it gives the message that  performance is important, it also sends
the message that performance will be appreciated.
 Concepts of Organizational Behavior used by
facebook

1. Organizational Structure

Facebook has a matrix organizational structure. The key characteristics of this

structure address the company’s organizational needs, especially the need for
creativity and innovation. The following main features of Facebook’s corporate
structure are notable:7

1. Corporate Function-Based Teams

2. Geographic Divisions
3. Product-Based Divisions

Corporate Function-Based Teams - Facebook Inc. maintains corporate teams

based on their business functions in managing operational activities throughout
the organizational structure. This structural characteristic is based on the various
needs of the online social media business. For example, the company needs
technology research and development. Because of the matrix corporate
structure, some function-based teams have blurred boundaries with geographic
and product-based divisions in the company. A senior manager or executive
heads each team. The following are the main corporate function-based teams in
Facebook’s organizational structure: Chief Excecutive, Finance, Operations,
Information, Technology, Accounting, Privacy, Security etc.

 Geographic Divisions.- Regional divisions are another major feature of

Facebook’s corporate structure. Geographic location is a determinant of this
structural characteristic. The company uses these divisions in light of the
differences in social networking and online advertising market dynamics. This
organizational structural characteristic addresses differences among the
behaviors of people and advertisers in using Facebook Inc.’s social networking
website and apps. For example, Latin American advertisers tend to use the
company’s social media services differently, compared to European advertisers.
Human resources are also managed regionally. Geographic factors are included
in strategic management to address the external factors in the remote or macro-
environment of the business, as shown in the PESTEL/PESTLE analysis of
Facebook Inc. Because of the company’s matrix structure, some of these
geographic divisions share resources and managers with function-based teams.
7
http://panmore.com/facebook-inc-organizational-structure-analysis
 The intersections between geographic divisions and function-based teams
determine many aspects of Facebook Inc.’s operations management strategy and
productivity measures . Even with these geographic divisions in its corporate
structure, the company does not have senior corporate executive teams for each
and every region. Instead, regional management teams are used. Facebook
Inc.’s organizational structure includes the following geographic divisions:
North America, Latin America, Europe, Middle East & Africa Asia & South
Pacific.

 Product-Based Divisions - Facebook Inc. employs product-based

divisions in its organizational structure. This structural feature involves
corporate or global teams that manage operations pertaining to specific
products. Such global or corporate scope is a consequence of the digital and
online nature of the social media business. While most of the company’s
operations are focused on its social networking services, potential expansion
and diversification are also considered. For example, the business is headed
toward changing or adding more product-based divisions in its corporate
structure, as new products or ventures are made. Such changes
influence Facebook’s marketing mix or 4Ps. Marketing strategies and tactics are
based on products and their management. Facebook’s organizational structure
includes the following product-based divisions: Family of Apps, New Platforms
and Infrastructure, Central Product Services.

Following are the advantages of having Matrix organizational

structure-
 The matrix organizational structure provides flexibility to
Facebook Inc.
 This flexibility is a structural advantage that enables the company
to easily respond to market changes and trends.
 Another advantage of this corporate structure is significant
corporate control.
 For example, corporate function-based teams are a characteristic
that allows Facebook Inc. to maintain control and direction on its
operations worldwide.
 Moreover, the product-based divisions support creativity and
innovation in product development.

2. Organizational Culture
  Company values

The corporate culture at Facebook is firmly held up by the values that have
echoed throughout the company since its inception. The values are those that
help with the direction of every aspect in the company. From hiring, promoting,
social activities and basically any other area which I haven’t
mentioned. Because with the companies values, come its direction. Helping to
make decisions and above else, move the company forward while adhering to
its overall mission8.

 Be bold
Building great things means taking risks. We have a saying: “The riskiest thing
is to take no risks.” In a world that’s changing so quickly, you’re guaranteed to
fail if you don’t take any risks. We encourage everyone to make bold decisions,
even if that means being wrong some of the time.

 Focus on impact
To have the biggest impact, we need to focus on solving the most important
problems. It sounds simple, but most companies do this poorly and waste a lot
of time. We expect everyone at Facebook to be good at finding the biggest
problems to work on.

 Move fast
Moving fast enables us to build more things and learn faster. We’re less afraid
of making mistakes than we are of losing opportunities by moving too slowly.
We are a culture of builders, the power is in your hands.

 Be open
We believe that a more open world is a better world. The same goes for our
company. Informed people make better decisions and have a greater impact,
which is why we work hard to make sure everyone at Facebook has access to as
much information about the company as possible.

 Build social value

8
https://inside.6q.io/insight-corporate-culture-facebook/
Facebook was created to make the world more open and connected, not just to
build a company. We expect everyone at Facebook to focus every day on how
to build real value for the world in everything they do.

 Mission Statement

To make the world more open and connected

 Strategic hiring

The hiring process is easily reflective of the values and greatly adds corporate
culture at Facebook. Every new hire has to meet the criteria set through the
company values. Ensuring that each new employee fully understands the goals
and direction of the business. COO Sheryl Sandberg makes it clear that much of
the culture that Facebook has, comes from the quality of employees that have
been hired.

 Competitive atmosphere

As more great companies do, Facebook attracts the best. With this, you could
imagine the competitiveness among employees. Still, it’s believed that through
such companies attract the best and brightest. Knowing this, it’s easy to believe
how Facebook grew into the company it has. As some of the worlds brightest
minds are working shoulder-to-shoulder and pushing each other for excellence.

Now, the trick to this, is to keep the atmosphere competitive, while still foster
growth, enjoyment and learning. This is where the corporate culture at
Facebook has excelled. Facebook doesn’t merely employ the best and let them
fight to the death for promotions or other benefits. Facebook ensure the
competitiveness is positive, by developing their staff.

 Benefits and perks

Known for its employee friendly working environment, the benefits and perks
of working at one of the biggest companies in the world are unrivaled by most.
Adding to the corporate culture at Facebook, the benefits of being a ‘booker are
awesome and varied. From their new parent benefits, vacation benefits, eating
and food benefits, health insurance, $250 of free Facebook ad spend or even the
little things like a barber, bank, drycleaners and so on.

Facebook really gives their staff the best end of the stick.

 Office layout

The corporate culture at Facebook is empowering and inspiring to all who stroll
through the doors. Aiming to have a ‘frictionless’ work space, Facebook has
everyone working together on big, white, communal desks.

Even Zuckerberg doesn’t have an office. Instead, opting to work alongside the
other employees in the ‘bull-pen’ like workspace. Potentially having an intern
work alongside the CEO is incredibly daunting, yet motivating. This surely adds
to the corporate culture at Facebook, as equality is not only preached, but
implemented.

Managing Conflicts in the Organization

Facebook has uses some of the techniques in order to resolve conflicts in the
organization-

 Open-door policy9
This is a first step. It encourages employees to meet with their immediate
supervisor to discuss and resolve work-related issues. Employees should know
that there will be no negative repercussions for voicing a complaint.
 Management review
 If the open-door approach does not resolve the conflict, the next step is to have
the issue reviewed by the next-higher level of management.
 Peer review

9
https://www.thebalancecareers.com/open-door-policy-1918203
The aggrieved employee presents his or her side of a dispute to a small panel of
employees and supervisors selected from a pool of employees trained in dispute
resolution. This method often succeeds because employees participate in
decisions that affect them. Depending on the organization, a peer review may be
binding on both parties. If it is not binding and the resolution is not satisfactory
to the employee, the dispute may be submitted to mediation or arbitration.
 Facilitation
 A neutral employee in the organization—often an employee relations manager
—acts as a facilitator, not to judge the merits of the dispute or to render a final
decision, but to help both sides decide the best way to settle the dispute.
 Mediation
 A mediator is a neutral third party who helps the conflicting parties explore
innovative solutions to their dispute. Mediators can be internal employees
trained in conflict management and mediation, or they can be trained external
professionals who have no perceived conflict of interest with the employer.
Resolving a dispute through mediation should be voluntary.

Benefits and Perks of Working at Fcaebook

1: Free bikes everywhere

Communal beach cruisers are parked everywhere, making it easy to get across
the 57-acre, 11-building campus. A paved road with traffic lines keeps cyclists
from running into one another or the hundreds of pedestrians crossing campus.
Facebook ripped up Sun Microsystems' winding pathways, saying a central road
would encourage employees to mingle and share ideas.10

2: A bike repair shop:

Bike mechanic Shea Mack fixes an employee's road bike at Facebook's full-
service, onsite bike repair shop. Mack and the rest of the team spend their days
tuning up the company's communal beach cruisers and bikes owned by
individual Facebook employees.
3: The company store:
Visiting Facebook for the day and want to buy a souvenir? A company store
10
https://www.bizjournals.com/sanjose/news/2013/04/03/facebooks-12-most-fantastic-employee.html
beckons, with hoodies, t-shirts, water bottles, mugs, keychains, teddy bears,
notebooks and more. These items are subsidized by the company, and are sold
at or near cost. When you're ready to pay, store employees will swipe your
credit card using a Square reader.

4: Free computer accessory vending machines:

Forgot your Macbook's power adapter, your iPad connector, keyboard, mouse
or stereo headphones? Facebook employees can swipe their badge and choose
the accessory they need from 24-hour, free vending machines spread all over
campus.

5: IT help desks in every building:

Keeping the thousands of Macs, PCs, iPhones, Androids and tablets running is
the IT department's job. At Facebook, IT centers like this one are in every
building, making it easy to drop off that buggy computer and get it fixed over
lunch.

6: Stand-up desks:
Facebook recruiter Jenn Bouchard opted for a stand-up desk, and Facebook
provided one for her. Several people in Bouchard's division had similar stand-up
desks, which are designed to improve circulation and encourage employees to
move around more.

7: Write on the walls:

Facebook wants its employees to write on the walls. The walls at Facebook are
always changing, with a group of onsite artists are in charge of keeping things
fresh. Employees are encouraged to change their surroundings too, by writing
messages to one another on massive chalkboard walls.

8: The candy shop:

Craving something sweet? Facebook's free candy shop is loaded with frozen
yogurt, ice cream, a toppings bar, candy and a fresh bakery.
9: The Epic Café:
Facebook's culinary team (working under head chef Josef Desimone) is tasked
with preparing 3 meals a day, 5 days a week. The team changes the menu at
every meal, with the goal of making something new and novel every day. The
campus has two cafes, a barbecue shack, pizzeria, Mexican restaurant, Fuki
Sushi restaurant, Philz Coffee, juice bar and a burger place. Individual menu
items are rated green, yellow or red, based on how healthy they are. New
employees report gaining the 'Facebook 15' if they aren't careful.

10: Micro-kitchens:
Fully stocked kitchens are in every building, with free chips, candy, cookies,
soda, and other popular drinks. These micro-kitchens tide over employees who
are working late, on weekends or those who don't feel like walking to the
cafeterias.

11: Onsite barber shop:

Barber Anthony Camacha cuts Luke Sanwich's hair at Facebook's onsite barber
shop. There are multiple stations in the barbershop, and employees can make a
reservation using a digital system.

12: A classic video arcade:

Two employees battle one another over their lunch break in the arcade.
Traditional arcade games sit next to serious gaming rigs at the arcade. Hanging
above the arcade is a stuffed hammerhead shark.

CONCLUSION
The overall picture of Facebook is of a young, happy and aggressive company.
It is a young brand and to form a clear picture would take more time. However,
in this limited period it has continued to impress its employees. At the
technology firms, sustaining the employees’ energy level and keeping them
engaged can be a tough question. Facebook’s culture has some inherent
strengths that differentiate it from other technology brands. It has a young, fast
moving and energetic culture and environment that makes the employees feel
welcome everyday.

All the benefits and perks are designed in a manner to drive higher satisfaction
and greater engagement. CEO Zuckerberg has managed things in a manner that
everyone feels included. An environment of inclusion fosters collaboration and
retains employees for longer. Most technology firms face high churn rate but if
you know how to keep your human capital engaged and satisfied, you can make
them do wonders for you.  Facebook has its new headquarters at Menlo Park,
California. This is where the real charm of these young tycoons like Facebook
and Google lies. Very few in the industry have the ability to match what these
young companies are doing for their people.
 BIBLIOGRAPHY

 https://www.thestreet.com/technology/history-of-facebook-14740346
 https://notesmatic.com/2018/01/hr-management-facebook-amazing-
benefits-amazing-talents/
 https://hbr.org/2016/10/the-performance-management-revolution
 https://www.europeanceo.com/business-and-management/secrets-of-
facebook-talent-retention-success/
 https://www.tlnt.com/facebooks-difference-a-unique-approach-for-
managing-employees/
 http://panmore.com/facebook-inc-organizational-structure-analysis
 https://inside.6q.io/insight-corporate-culture-facebook/
 https://www.bizjournals.com/sanjose/news/2013/04/03/facebooks-12-
most-fantastic-employee.html