Google’s Philosophy of Organizational Design
The philosophy of Google’s organizational design is to implement new programs that will increase employee’s productivity and the culture of creativity. Google’s culture is based on its philosophy: “[t]o create the happiest, most productive workplace in the world” (Martin, 2014). Google believes in a culture of equality among team members and fostering leadership. However, Google has been lacking in gender diversity (Kokalitcheva, 2015). I propose that Google should recruit more female engineers through various programs (Kokalitcheva, 2015). To achieve this, Google will provide info-session at graduate schools in an attempt to recruit more women engineers. Benefits such as parental leave and paid
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In fact, Google uses the Organizational Theory to study the behaviour of its employees by hiring analysts to give feedback on what increases employee motivation and productivity (Thompson, 2016). Google uses McClelland’s Needs Theory as they give employees the freedom to set and accomplish their own goals. Managers will assist employees to meet their goals that they set for themselves. Moreover, to ensure the quality of their performances, there will be bi-weekly meetings to share and evaluate goals. Moreover, the structure of Google “requires senior level leadership to promote, support and remain accountable to achieving workplace gender diversity and ensuring a workplace culture that supports its value” (“The Competitive Advantage,” 2015). When recruiting, Google will seek to meet a status quo of hiring women. Google will subsequently structure its system around positive reinforcement to shape the behaviour of their …show more content…
402). This is the approach that Google takes as it allows employees set and achieve their own goals. Managers will be trained to be innovators who will bring new ideas and original solutions. The leadership style of Google will focus on getting to know its employees and to create new ways to promote and reward high-performing employees. Google will provide supportive management that provides training as well as autonomy that allows employees to take on greater responsibility. It has been proven that employers who show “concern about employee’s personal development, investing in their development through training and coaching” increases motivation and productivity (Osland et al, 2007, p.
Communication: Unlike other organizational cultures where communication most of the times is a one way traffic, in Google, communication is always multi-lateral directions. Employees can communicate with every one with the work involved and even with the top management to present their findings.
Finally, our company should find some ways to boost gender diversity. In the third article “How to boost gender diversity in STEM”, using gender ratio statistics of 14 major tech companies Abby Perkins (2014) showed how serious of the gender diversity. Using ethos, Perkins (2014) mentioned the current trends in U.S. that only a few women are interested in STEM field. Consequently, to increase the diversity for real, it should be taken much earlier – in the education. Then he suggested several specific methods to achieve the gender
The culture at Google is clearly a major priority for the company. Something that Google works especially hard at is creating a work-life balance for its employees. Even though this is challenging because Google
I am writing this paper off a Google Drive document, and found all my research through Google search engine. Google recently announced, that Gmail now has 425 million users, and is being used by government agencies in forty-five states and sixty-six of the top one hundred Universities have gone Google. Google also announced at it’s recent developer conference, over five million businesses have gone Google. Google is an American multinational thriving corporation, and one of the most common household words in modern society. For young adults nearing college graduation, many may dream of working at Google and experiencing the modern, unique technology benefits Google offers their employees. According to CNN Money Fortune, Google is number one on the best companies to work for list, and after interviewing a “Googler” readers can confirm the statement, though it’s fun, that Google has a productive work environment that keeps employees happy, and makes it the best company to work for.
Since the internet's creation, it has been used as a tool to make life easier for the people, but at what cost? In Nicholas Carr's essay “Is Google Making Us Stupid?”, he claims that “what the Net seems to be doing is chipping away [at his] capacity for concentration and contemplation. [Carr’s] mind now expects to take in information the way the Net distributes it: in a swiftly moving stream of particles” (Carr 610). Carr is not the only person who notices this dramatic change of his brains; many authors, scientists, and teachers have also witnessed the neurological effect in which the internet has caused. However, the internet is not the sole fault of this change, social media has changed the brain’s functions as well. The internet and social
As we learned Women’s issues are becoming more apparent as they enter the work force again and need a work-life balance to take care of their families. Of course diversity is about other groups as well, women make up almost half of the workforce now. Management must know the equal employment opportunity laws, know how to use employee’s skills and perspectives can contribute to the company as a whole. Giving back to the community while supporting employee mentoring and motivating employees by giving them the tools to be successful is helpful to both the company and individuals in which it
The goals include training on leadership. The objective is for management to gain the proper skills to effectively lead teams, resolve conflicts, and better their management abilities. The training will address employee turnovers to low wages, effective communication strategies, and effective leadership. Management will become more strategic in selecting the right candidates to fill positions. The knowledge and skills attained will be that managers will become better leaders by becoming more empathetic. Employees will begin to feel appreciated and become more motivated. As a result, the company’s morale will be boosted and there will be less consumer complaints about bad customer service.
Coaching is not an easy task and figuring out the best way to lead and guide employees can be overwhelming and challenging. Alex is now in a position where she has to be a motivator, leader, and a coach to several employees. She needs to understand the concept of coaching and the behaviors that go along with her coaching style. The concept of coaching helps develop and grow employees to achieve performance improvement, but it also helps the managers see how the employees embrace their job tasks and asses their results in comparison to the overall mission of the company (Bawany, 2015). Therefore, Alex needs to look back at her previous managers and determine what qualities and behaviors they possessed in order to improve her performance. Also, she must look at what personality traits James has and look at his previous managers to see which manager coached James to perform the best while working for the company.
Many organizations today place multiple demands on its leaders to provide vision, initiate change, and make difficult decisions when necessary. In order for leaders to handle these demands, leaders must be able to be flexible and most importantly be able adapt to change. Having strong leadership skills and a sense of direction are part of the trades that successful businesses seek in a leader. Therefore, it is important for leaders to engage effectively with their subordinates in order to build commitment, in order to motivate and improve the quantity and quality of their work. Good leaders will find innovated ways to motivate their staff using a variety of skills whether it is through training or experience, which will help to accomplish a common goal.
Google tries to retain its employees and evaluate them in a quantitative but also qualitative manner. In fact, the company made its work environment colorful and vehicles the image of a fun place to work through what it proposes. For example, employees can have free snacks or bring their pet at the office or go to the gym etc... Employees can benefit from flexible working hours and have some time for their self-directed projects which shows the importance of the creativity and innovation from each and in every departmen...
Culture can be defined as “A pattern of basic assumptions invented, discovered or developed by a given group as it learns to cope with its problems of external adaptation and internal integration that has worked well enough to be considered valid, and therefore to be taught to the new members as the correct way to perceive, think and feel in relation to those problems”. Schein (1988)
Autonomy gives workers freedom to do their jobs as they please while having large increase in productivity. Mastery enlarges people’s skills and knowledge leading to more complex task that companies present. Purpose nevertheless causes workers to have a fulfillment in what they do and gives workers a healthier view of the future. Companies that use motivation 3.0 will surely have a better future for their business and their employees. Out with the old in with the new, motivation 3.0 is proven to work, so if businesses want a successful business that workers love then through autonomy, mastery, and purpose is the way to
Within living memory, young women who have wanted to study engineering faced such dissent that in 1955, Penn State’s dean of engineering declared, “Women are NOT for engineering,” asserting that all but a few “unusual women” lacked the “basic capabilities” necessary to succeed in this profession (Bix par. 2). Although the number of women in social sciences and humanities has grown steadily, women remain underrepresented in science and engineering. Bureau of Labor Statistics states that “women remain underrepresented in engineering constituting only 10 percent of full-time employed engineers and 7.7 percent of engineering managers...” Although this is the case, social norms, culture and attitudes play a significant role in undermining the role of women in the aforementioned fields in addition to the gendered persistence and their individual confidence in their ability to fulfill engineering roles.
Training is an integral part of any organization’s development and is an ongoing process. Training programs will vary according to the position held within a company. “Training is a learning experience that seeks a relatively permanent change in individuals that will improve their ability to perform on the job” (DeCenzo & Robbins, 2007, p. 223, para. 1). Good organizations can be linked with the training and development of good employees. Any organization’s success in growth and innovation is dependent upon the talent, motivation, and leadership of its employees. Efforts made to recognize the value of each employee and the job he or she performs will contribute to a workplace environment that inspires, supports, and rewards employee development.
Employee focus (Google has a unique culture and policies to promote innovation. The company strives to employ the most qualified applicants and reward the greatest contributors, in order to promote good performance and facilitate hiring and retention)