PLEASE HELP I ONLY NEED HELP WITH QUESTION 2 AND 3 PLEASE AS I HAVE BEEN VERY CONFUSED WITH THIS CASE STUDY

: Evidence-Based Management: People Analytics at Google Google is obsessed with data. Did you know that Google tested out new shades of blue for advertisement links? They experimented using real clicks by users, and Google learned that the purple-blue links were more enticing than green-blue links. They apply evidence-based management (EBM) principles to guide decisions about their product. But does Google apply such experimentation with the people who work for the company (referred to as "Googlers")? Google is on the cutting edge of people analytics, and it is essential for their ability to attract and retain the best talent in the high-tech sector. People analytics is a data-driven approach that informs decisions about OB that result in policies and initiatives. For example, when Google is faced with a challenging problem such as the loss of top-performing employees, they want to know why. Instead of having managers discuss their opinions, Google uses an analytical approach based upon data gathering and statistics that results in better solutions. One of the most famous people analytics projects at Google is Project Oxygen. Google's challenge was that their highly trained and self-motivated engineers questioned whether they needed managers. Googlers believed that managers did more harm than good. Google launched Project Oxygen to prove that managers don't make a difference (this was their hypothesis). To accomplish the goal, they hired several PhD researchers who conducted surveys and interviews with employees about their managers. The team discovered that there was less turnover on teams with the best managers. The team also documented a statistical relationship between high-scoring managers' behaviors and employee satisfaction. So, they concluded that managers did matter and then conducted another study to learn what Google's best managers did. Here's what they found. Project Oxygen identified eight behaviors shared by high-scoring managers: 1. They are good coaches. 2. They empower their team and do not micromanage. 3. They express an interest in, and concern for, team members' success and personal well-being. 4. They are productive and results oriented. 5. They are good communicators that listen and share information. 6. They help employees with career development. 7. They have a clear vision and strategy for the team. 8. They have key technical skills that help them advise their team. Google has a people analytics mindset that influences all decisions related to people. They emphasize the collection of good data, appropriate statistical analysis, and telling a story using the data. For example, they learned that the optimal number of interviews for new hires is four-additional interviews did not improve hiring effectiveness. This saves time and reduces the cost of hiring. One of the most unique areas within Google's people analytics is PiLab, which conducts experiments to determine the best ways to motivate employee productivity. In one experiment, the lab improved employee well-being using experiments to reduce the number of calories consumed by employees in the cafeterias (they learned that reducing the size of the plates worked). They look at the rewards that result in the most employee satisfaction. Google has an interest in keeping employees happy-they know that innovation comes from people in the high-tech industry, and this translates to the bottom line. Google parent company Alphabet made $12.6 billion in 2018 , which is about $158,000 per Googler. The people analytics team at Google was founded to ensure all people decisions are informed by data. The team began by understanding the people problems that needed to be addressed and the organizational context. Today, the people analytics team develops and maintains a wide set of data and metrics. They test hypotheses, run experiments, review academic research, build models, and use science to make work better for Googlers. Discussion Questions 1. How does Google use EBM? Describe the type(s) of evidence Google used in their research for Project Oxygen. 2. Develop a plan for a people analytics approach to addressing the problem of how to improve the coaching behavior of managers. Be sure to describe the type of data you would collect, note how you would analyze it, and how you would tell the story. 3. Recently, Google has encountered issues with employees not trusting the transparency of upper management, and many Googlers have left (https://www.cnbc.com/2019/12/31/google-veterans-thecompany-has-become-unrecognizable.html). Explain how the people analytics team might address this issue