Google Organizational Culture Profile

GOOGLE ORGANIZATIONAL CULTURE PROFILE 8

GoogleOrganizational Culture Profile

GoogleOrganizational Culture Profile

GoogleInc is an internet-based multinational firm that offers internetproducts designed to enhance online operations of customers. The firmwas started in 1996 as an internet company and expanded to carry outan Initial Public Offer successfully done in 2004. Google Incprimarily offers search solutions as a key competency, service, butalso provides different types other services that have made thecompany famous and powerful. Currently, Google operates the topInternet search engine, cloud computing services, softwaredevelopment and online advertising technologies. According to(Eisenmann and Herman (2006),the company generates most of its revenue through the Ad Word serviceof online advertising. Over time, the company has acquired severalother internet-based and technology companies to expand its businessoperations. Among the main products the film offers include Gmail,Google Chrome, Google Docs, Google Drive, computer programs andmobile applications and software development.

Cultureat Google

Googleis one of the companies that have a strong culture and socialstructure in terms of internal organization and human relations. Oneof the most dominant cultures at the firm is to provide essentialrecreational services at the company premises for employees. At thecompany, employees are left to carry out some social recreationalactivities. Google takes time to understand the needs of itsemployees and motivate them to grow with the success of the firm. Inaddition, the company has various entertainment and social workenvironments, such as pool game tables and cafes (Google Inc, 2015).This makes employees feel at home and adopt an easy mind set up.These facilities help employees relax while they are working andspend most of their time in the product development for the company.

Promotionof innovation and new ideas is another element of culture at Google.The company promotes this culture through its employees. The firm hasa strong belief in the ideas brought about by its employees as astrategy of promoting new products. The firm gives room for employeesto come up with new products by giving them 20% working time to comeup with new products in a policy called “Innovation Time Off.” Agood example of this culture is during the development of the Gmailproduct. The mailing service was created by Paul Buchheit in 2004 andwent public in 2007. The company believed in the ability of theemployee to create the product and gave him the platform and support.

Inaddition, the company has a culture of letting employees come up withideas of communication that influence the company ideals. Forinstance, the company adopted the company ideal of following ethicsfrom a term that was coined during one of its meetings by anemployee. The term “Don’t be evil” was suggested by PaulBuchheit in 2000, the same employee who created Gmail (Eisenmann &ampHerman, 2006). The term developed to become one of the main ethicalpractices of the company. This shows the extent that Google trustsand embraces its employees and their ideas.

Anotherculture at the company is that of employee empowerment. The companybelieves in the power of its staff to transform the company and itsproducts, if they are empowered enough to operate on their own.Therefore, the company has established a liberal working environment.The liberal working environment gives employees the freedom to settheir own programs and schedules of working on predetermined goals.According to Laura (2013), Google has a consistent culture ofimproving their employees by giving them autonomy to innovate and soempower them to bring unique products. This company believes thatemployees tend to perform better in liberal environment when they aregiven the freedom to determine their schedules but in line with thefirm’s working structure.

Thecompany also has a culture of promoting communication at theworkplace. At Google, the main method or model of assessing thebehavior of people is through weekly all-hands (TGIF) meetings(Google, 2015). The meetings allow interaction and exchange of ideasthat lead to an understanding of the behavior of the staff and themanagement. In addition, Google promotes group work and teams.According to Laura (2013), Google has well established teams thatspark conversations among employees, and between groups and themanagement. Inclusive teamwork allows groups in the organization towork closely and share ideas for the success of the projects thatthey undertake. The unity that prevails in the company is as a resultof regular meetings.

FavorableOrganizational Factors

Toachieve the consistent culture described above, the company hasstrong factors that have allowed the embodiment of the elements ofculture. One of the factors is a strong communication system andchannels in the organization. As a result of the communication,people are able to share ideas, pass information and exchangeelements of culture (Schein, 2010). One of the reasons forcommunication is a strong organizational structure that embraces newideas of the organization (Eisenmann &amp Herman, 2006). Theorganizational structure of the company is friendly towards theemployees by empowering them.

Inaddition, the company has been able to embody the culture by having agood employee orientation practice. This is meant to ensure that newemployees are taught the ideals of the company as well the practices.For instance, the company has two names for its employees Googlersand Nooglers. The new employees are called Nooglers, and are givencharacteristic caps that differentiate them from the Googlers, whoare the established employees. Moreover, the company has adherence toits principles and the culture of the organization.

Moreover,great leadership at the company is one of the main factors that haveled to the development and the embodiment of the current culture atGoogle. According to Sebastian (2007), the leadership of IT companiesis dynamic to embrace new ideas and change according to theenvironment. Led by Larry Page and Sergey Brin, the leadership atGoogle promotes service and servant hood by encouraging hands onculture. The two founders have shown the firm the importance ofworking by starting some projects for themselves and not justordering the juniors.

LeadershipType

Thetype of leadership that would be best suited for Google would betransformational leadership. This is because Google is a company thatdevelops new products that are inspired by innovation.Transformational leadership is aimed at using organizationalcommunication to deliver transformative ideas to the firm and to theworld (Eisenmann &amp Herman, 2006). Therefore, a leader who has theembrace of new business environments and is ready to change themarket would be best suited to lead Google. While this is the bestleadership, it is worth noting that the past and current leaders atGoogle have all been transformative. The leadership at Google hasmanaged to achieve great success in terms of unique and new productsthat have transformed the use of the Internet.

Declinein product Demand

Ifthere was a decline in the demand for Google products in the world,the response would require a number of changes that would be requiredin the culture. One of the changes is the increase of the time givento employees to handle their own projects at the company. To improvethe products of the firm, it would be rational to change from“Innovation Time Off” to teamwork improvement. This will be aninitiative to improve the products of the company by involving theideas of all of the experts.

Anotherchange to the culture of the company would be to embrace the problemsolving, leadership model in addition to the transformative approach.According to Griffin and Moorhead(2011), the problem solving approachwould be important to find the reasons behind the decline in thedemand for the products in the market. By establishing the reasons,the approach would help the company to come up with possiblesolutions that would turn the fortunes of the company. At the sametime, the approach would help the company determine the bestpractices in terms of production and marketing of the products of thefirm in the future.

Conclusion

Thesuccess of Google is attributable to the strong culture at thecompany. Among the main elements of culture at the firm includesinnovation, employee empowerment, communication, recreationalenvironment, liberal working environment and strong leadership. As aninternet-based company, Google has an extensive product range andcontinues to expand the market reach. The future success of thecompany highly depends on the success of the leadership at the firmto promote these elements of organizational culture among othercorporate practices.

References

GoogleInc, Google:Company.Retrieved From, &lthttp://www.google.com/about/company&gt March 7,2015

Griffin,R., &amp Moorhead, G. (2011).Organizational Behavior: Managing People and Orgnanizations.Stamford: Cengage Learning

Eisenmann,T., &amp Herman, K. (2006). Google,Inc. Boston,MA: Harvard Business SchoolPublishing, November 2006,9-806-105.

Laura,H. (2013). Google`sSecrets Of Innovation: Empowering Its Employees. RetrievedFrom,&lthttp://www.forbes.com/sites/laurahe/2013/03/29/googles-secrets-of-innovation-empowering-its-employees&gtMarch 7, 2015

Sebastian,M.W. (2007). InformationTechnology Leadership Perceptions and Employee-centric OrganizationalCulture.Michigan: ProQuest

Schein,E.H. (2010). OrganizationalCulture and Leadership. Hoboken,NJ:John Wiley &amp Sons