1. What is the employee value proposition or employment "deal" at Google? What attracts top talent to Google? What do prospective employees fundamentally want from their work experience at Google?
2. What is your assessment of why many high-technology firms (Google, Facebook, SAS Institute, and others) make extraordinary investments in onsite work/life balance amenities (food, exercise facilities, medical facilities, social events, etc.)? What is the connection between these investments and the business objectives of these firms?
3. What is your evaluation of Google's new policies concerning supervisor approval of 20% time and performance appraisal practices (forced ranking of employees)? Do you agree that the 20% time policy, intended to drive employee innovation, has fundamentally changed? Can the 20% time policy continue to drive innovation under these new circumstances?
4. Using the contingency analysis as a guide, how should Google approach the challenge of driving faster, more effective product and process innovation throughout the firm? Which organization design dimensions (in addition to employee motivational needs and total rewards) must Google address to effectively drive innovation throughout the firm?

According to the article "Keeping Google "Googley", I can't attach it here so let me know if I can upload somewhere else

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