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his traditional strategies and give the enough freedom for both leaders and employees. Because the most extent value for an organization comes from the innovation and fancy of people. Wanting to success, more freedom for innovation is necessary. The founders of Google company have empower the enough freedom both working time and working place to their employees not inlcuding the complex rules and limitation while working in Google.

In other words, the freedom is more or less a deal or balance from the negotiation between the leaders and followers. For the organization goals and success, even the rewards, the leaders and followers have some kinds of contract which decide whether there is a freedom empowement. The freedom is mutual and interdependent. The companies pursue the value and success, and the employees need the freedom and the salary to continue the life. Thus, the leaders and followers would deal with their goals in the negotiation. Finally, they come to the common agreement that as long as the goals or values is promised, the requirements including freedom and the salary are not problem. The leaders should have the ability to achieve this balance and plan effectively the strateges to design their followers for more potential values in the global markets(Christo, 1995). Thus it is time for the managers or leaders to discard the complex and inhibited system management styles and give more freedom or empowerment to employees, gain more innnovation and success for the organization.

4.2 Effective Rewards system

Well designed rewards system could provide a power attraction for the employees and good job seeker. In one hand, if the rewards is enough attractive for the employees, he will decide to continuely stay with their colleague and do the work well with the leaders that have been rewarded for their good performance. In the other hand, the effective rewards system is the main divers to attract the job seeker to join the organization. As a result, it makes the organization find the suitable and competent person according to position feature. Both sides are very positive for the organization development.

Generally, a well rewards system is uauslly find and promise the wage, bonus, promotion and recognitions for employee`s good behave. This required the leaders have the ability to find the well performed employees and understand the wishes of employees, then gradually give the appropriate rewards or promotion. Sometimes, it is necessary to provide a more larger office for the most competent employees. This is not a mere promotion or rewards, because the rest will be motivate by others promotion or recognition and strive for this glory instead of work more harder.

However, what is a effective rewards system looked like for the employees? Both leaders and followers hold the argument that a well, effective rewards system should charactered by some common important items. One is the rewards system should leave enough room to the characteristic of flexibility. It means that the ways of rewards are diverse rather than just the money, bonus and material matters. For instance, the Google provides a free international trip or a collective movie enjoyment. The rewards are present in ways of diversity in order to enhance the importance of the rewards system to employees and motivate the best performance. Secondly, the rewards system should be given with certain frequenc