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Leadership style of google
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From friendship to business partnerships, young Larry Page, 22, and Sergey Brin, 21, met in 1995 at Stanford University. The two young men had been working together on a search engine known as “BackRub” which ran on Standard University’s servers for over a year. The problem with the BackRub was it was taking up too much bandwidth space (amount of data that is carried from one point to another). Therefore, Page and Brin decided to come up with a solution by creating a new search engine. In 1997, “Google.com” was registered and the name originated from the word “googol”. The word “googol” is mathematical terminology that represented the number one followed by 100 zeroes. Page and Brin planned on organizing unlimited amounts of information on the internet (Google, 2014). In the fall of 1998, Google filed incorporation in the state of California in which Page and Sergey opened a bank in the company’s name. Google’s first two investors were Andy Bechtolsheim and David Cheriton, and they each invested $100,000 in September 1998. Andy Bechtolsheim was the first investor to write a check to "Google Inc." before Google Inc. was founded (Google, 2014).
Furthermore, Page and Brin set up their workspace on Santa Margarita Avenue in California. Their office was in Susan Wojcicki's garage, Wojcicki rented the garage to Page and Brin for $1,700 a month to help with her mortgage (Graham, 2007) . Eventually she started working for Google Inc. However, the first employee of Google Inc. was Craig Silverstein who was a Computer Science graduate from Stanford University. Silverstein worked for Google for over 10 years and the team work between Page, Brin, Wojcicki and Silverstein led to the success During that same year, Google was recognize...
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Inghman, J. (2008, May 7). HR for innovation/Google. Retrieved March 27, 2014, from Jon Inghman's Strategic HCM Blog: http://strategic-hcm.blogspot.com/2008/05/hr-for-innovation-google.html
Investopedia. (2014). Human Capital. Retrieved March 25, 2014, from Investopedia.com: http://www.investopedia.com/terms/h/humancapital.asp
Neuner, K. (2012, July 22). Project Oxygen | Google’s 8-point Plan to Help Managers Improve . Retrieved March 27, 2014, from Vialogue: http://vialogue.wordpress.com/2012/07/22/project-oxygen-googles-8-point-plan-to-help-managers-improve/
The Conference Board. (2014). CEO Challenge 2014: People and Performance Reconnecting With Customers and Reshaping The Culture of Work.
Wojcicki, S. (2011, July). The Eight Pillars of Innovation . Retrieved March 27, 2014, from Google Insight: The Eight Pillars of Innovation
CEO Johnston also has plans to bolster the company’s leadership with the best minds available and also use motivational techniques to invigorate his employees. These ideas show the character of the CEO in enhancing productivity from his work force.
Wolfe, R., Wright, P. M., & Smart, D. L. (2006). Radical HRM Innovation And Competitive Advantage: TheMoneyball Story. Human Resource Management, 45(1), 111-145.
Kelley,T. (2005, Oct.). The 10 faces of innovation. Fast Company, 74-77. Retrieved 6th March’ 2014 from http://web.ebscohost.com/ehost/detail?vid=9&sid=1d6a17b7-c5f7-4f00-bea4 db1d84cbef55%40sessionmgr10&hid=28&bdata=JnNpdGU9ZWhvc3QtbGl2ZSZzY29wZT1zaXRl#db=bth&AN=18386009
It focuses on how to formulate and define clearly vision statement (organizational culture), challenging goals (organizational strategy) and gaining respect and trust (Humphreys & Einstein, 2003). The leaders encouraging participations, willing to take risks and acting as role models, who are highly admired, respected and trusted by their followers (Conger and Kanungo, 1998; Howell and Frost, 1989 and Bass & Riggio, 2006). Therefore, the followers will be highly motivated to perform beyond leaders’ expectations (Howell and Avolio,
In his book Organizational Culture and Leadership, Schein defines the culture as: “The climate and practices that organizations develop around their handling of people, or to the espoused values and credo of an organization”.
2009 was a negative period for the United States economy. A big recession hit the country, and the founders of Google were trying to make a plan in order to make to limit the damage caused by an economic decline. Brin and Page the two creators of the giant Google were shocked form the situation that was occurring. Their company was feeling the effect of the economic downturn. Google’s stock price dropped 51 percent. The two entrepreneurs were trying to figure out a way to keep the company from drowning. Google main problem was how to maintain the culture that made the company successful in the previous two years. Some consequences that the company had to face was eliminating products that
Googleplex is the new Google’s headquarters located in Mountain View, it was built with an informal culture and referred to as a rambling corporate campus by Eric Schmidt during his inaugural meeting. It has exercise balls which were re-purposed as movable office chairs; desks which were made out of wooden doors; and dogs that were permitted at work. In addition, top chefs were hired to provide free meals for all employees. Others are on-site health and ...
Google Inc. is a company that started in 2002 and has gradually grown to become an international technology company. Google’s business is mainly focused around vital areas, like advertising, search, operating systems and platforms, hardware products and enterprise. The company produces its revenue mainly by distributing online advertising. Google also produces revenue from Motorola through selling products. The company offers its services and products in over 100 languages and in over 50 regions, territories and countries.
Watkinson, Jim, and Tom Nutile. "Innovation at Work." Innovation at Work. N.p., n.d. Web. 08 Apr. 2014
Google is a public corporation that deals with Internet searching, advertising, and Web-based computing technology. All these have developed from an initial search engine and the company continues to advance even to date with partnerships and acquisition of other companies and products. All of these are due to its formulation and maintenance of a unique corporate culture that other organizations have to follow in order to be as successful (Rachet, B. 2014). What makes up Google 's strong culture are values that are widely accepted and strongly held (Rachet b. 2014). Google has topped the list of Fortune 100’s Best Companies to Work for 4 times (Kim, J. 2013). Although Google has many perks on their work campus, the real formula behind their
Knouse, S. B. (2005). The Future of Human Resource Management: 64 Leaders Explore the Critical HR Issues of Today and Tomorrow. 58(4), 1089-1092.
Google is a multi-billionaire company that was founded by Larry Paige and Sergey Brinn in September 1998. Google housed more than 40,000 employees and it is now still increasing. In 2014, the company has 53,600 employees. There are several products created by Google, some of the well-known are Google Search, Google Scholar and Google App.
Creating the right work environment is priority number one for every CEO. Employees at all levels must feel proud working at the company and the CEO should make sure that they have the chance to feel that they are adding value to the company's operations. The golden rule of 80/20 can be a very useful tool to make sure that the CEO provides positive reinforcements to his or hers employees. For every interaction with an employee, the CEO should try to say four good things about that particular employee's work and one slightly bad. In this wa...
Leadership is one of the most important facets in organizations. In most cases, leaders act with respect to organizational culture as well as the codes of conduct that determine the manner in which leaders relate with subordinates. Leadership entails the use of effective communication skills to get activities done in the workplace and to ensure that employees shelve their individual interests for the sake of their organizations’ shared targets. It is the role of leaders to ensure that consumers attain high quality products and services by making certain that members of their firms’ workforce are fully motivated to work effectively and utilize resources in an efficient manner (Bass, 22). With the increasingly sophisticated nature of the corporate world, leadership should not be based solely on the desire to control and coordinate affairs within the workplace, but leaders should also exhibit positive examples and continually monitor the changing trends in corporate governance to initiate the most relevant guidelines. Competitiveness can only be attained when leaders are in a position to set the right standards in their firms and coordinate affairs appropriately by understanding consumer and employee needs.
The Web. 6 Apr. 2012. The. Gueutal, Hal G., and Dianna L. Stone (eds.). "Chapter 9 - The Next Decade of HR—Trends, Technologies, and Recommendations".