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.
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
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
...d to projects unrelated to the core business. Googlers are given 10% of their work time to devote to projects that interest them ensuring high motivation based on the fact the staff get paid to work on pet projects. Flexible work time, bonuses, and free lunches are not the only reasons people love to work at Google in addition to the perks, they are constantly challenged to reach new impossible goals and to have fun doing it.
One of the Google`s strategies is the motivation of employees based on benefits and facilities; it is possible to see cases when people prefer to work at Google instead other companies where the salary is higher. However, by analyzing the case it is possible to find not only positives, but also negatives points in the company`s environment that may affect the employees` motivation.
Fields that were formerly male-dominated are actively recruiting women to diversify their staff. They have recognized the power of diverse thinking in business. Articles online explain how to recruit women in technology and science fields, among others.
Today, however, women have integrated themselves into every field of activity and every kind of industry smoothly and skillfully. Whether travelling twenty days of the month or accepting transfers, they are as performance-oriented, sincere, competent and persevering as their male counterparts, if not more. Their presence in the corporate world is now more a rule than an exception such that a feminist agenda and, in fact, any speci...
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
Rated as the best place to work in the United States in 2009, it has the best mix of rewards (Cook, 2012). The founders of Google believed that in order to attract the best talent, they had to provide an environment where people would want to come to work, have fun, dream big and get rewarded for hard work (Cook, 2012). Along with standard benefits, Google provides a fun environment with which to work including dining facilities, gyms, laundry rooms, massage rooms, haircuts, and carwashes to just name a few. Providing a mix of both reward types, Google understands that many humans are not motivated by pay incentives alone, and believes in administering rewards and a good company culture is vital to company success (Cook, 2012). According to Cook (2012), Google’s intrinsic rewards are no real hierarchy, tiny work groups, and purpose. They do not rely on a standard hierarchy, but instead a structure that is flat to maximize creativity, which keeps employees engaged and gives a feeling of accomplishment. Having no official channels, ideas can flow within groups; they focus on multiple smaller workgroups that may have a project manager overseen by committees (Cook, 2012). Intrinsic rewards are when you want to do something. Another aspect of Google utilizing this theory is the fact if a Googler wants to work with another team, he or she can switch working teams anytime
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
Google’s approach towards their employees is also obvious in CEO Sundar Pichai’s leadership style of ‘Letting others succeed’, by empowering people at all levels of the organization and trusting them to doing the right thing. He said,
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.
By allowing for employees to be increasingly engaged in workplace activities, they are then given the opportunity to develop new skills. Most leaders also encourage for employees to participate in team building activities so that any employee would be more comfortable and have stronger chemistry when working with other members of their respective departments, and with other employees in the company as a whole. Leaders are capable of motivating their subordinates through a series of actions, such as words of encouragement, acts of appreciation, and allowing for employee involvement in key decision making processes in the company. For instance, leaders who appreciate, constantly encourage and assist in the improvement of the tasks performed by their subordinates will be able to build a strong and healthy employer-employee relationship. This good relationship instils the traits of confidence in employees and motivates them to enhance their performance. Excellent leaders commonly try to develop a dialogue or establish open communication with their subordinates. Employees who are well
“There are 74.6 million women in the civilian labor force. Almost 47 percent of U.S. workers are women.” (DeWolf 2017) Today, there are more woman in leadership roles in business than ever before. A leadership role in business ranges from a store manager, branch manager, to CEO’s of large companies. Through the modern and correct view on Feminism more business’ and individuals are proud and happy with the results woman are producing in the workplace. With women in the workplace comes the right for equal pay, which is now coming to fruition more than ever, further pushing the equal rights of women. A prime example of equal pay for equal work is the stance Google recently taken on closing the gap between salaries for men and