...Work environment/culture Google offers a range of benefits for its employees which speak to the company culture and work environment that “though Google has grown a lot since it opened in 1998, we still maintain a small company feel” (Google, 2011).Google’s work environment and culture support its core values, and commitment to excellence because every employees which is called “Googler” is an equally important part of their company success. Google work environment culture reflect their mission statement “organize the world’s information and make it universally accessible and useful.” and Corporation culture that you can make money without doing evil as well as to work hard and still have fun. In addition Google was voted as the ideal place to work as well as named as the Number 1 employer in their annual 100 “Best Companies to Work For” by Fortune Magazine. Google has separated itself from its competitors by its company Work environment/culture which is according to Laura Schneider “a high-energy, fast paced work environment. While the dress code might be “casual” the company attracts and retains some of the brightest minds in the technology industry. There is a work hard, play hard atmosphere. The Google Mountain View, CA headquarters (aka “the Googleplex”) is a campus-like environment. There are workout facilities, a café, well stocked snack rooms, and a dorm like environment” (Schneider, 2011). In additions Google has created a variety of programs and policies by focusing...
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...Commerce Business Administration Department A Report about “GOOGLE Organization Culture” Submitted by: Mohammed Algherbawi 120131544 Submitted to: Dr. Sami Ali Abou-Al-Ross INTRODUCTION Google Inc. is one of the most successful and popular internet startups. Until now, it is the favorite search engine all the time due to its accuracy and speed in finding results. Besides its technological advances over its competitors, Google’s success also stems from its ability to attract and retain the best talented employees. During the internet boom in the late 90s, Google was the only company that did not experience any employee turnover, while all other major competitors experienced a turnover rates of around 20-25%. This was achieved through Google’s organizational culture which is perceived as one of the most impressive and successful cultures around the world. GOOGLE’S ORGANIZATION CULTURE Google has an informal work culture at Googleplex (its headquarters). Its founders wanted to make it a fun and inspiring workspace. Reflecting their beliefs, the Googleplex was decorated and painted in the bright colors of the Google logo. Google has a “flat” organizational structure with smaller number of middle managers and upper management. This hierarchy fosters a more open atmosphere for employees to voice their opinions and new ideas in various ways like employee engagement. Some of Google’s organization culture components: * RECRUITMENT PROCESS Founders focuses on recruiting...
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...organisational culture is directly linked to motivation and performance through looking at Google Inc. David Towers Supervised by Suzana Rodrigues Word count: 7359 Extended Essay 2005-2006 (07 14747 & 07 14748) 0 of 31 Abstract This article examines the relationship that exists between organisational culture and performance, and how these factors influence employee motivation. The issues are discussed at length, firstly through a review of the current literature relating to the topic, and secondly by means of investigating the organisational culture of Google. Through examining the work of Denison (1990) and Truskie (1999) it is shown that some authors believe certain cultural aspects are important for organisational cultures to be successful. The frameworks of Martin (1992) and Goffee and Jones (1996) show that strong cultures exist where employees’ values are aligned to the values of the organisation. Though looking at the empirical evidence of Kotter and Heskett (1992), it is shown that there is indeed a link between strong organisational cultures and performance, but only strategically appropriate cultures are successful. Finally, it is suggested that there has been a trivialisation of organisational culture, (Alvesson, 2002) and culture is a facet of an organisation not an object of an organisation. Consequently, the manifestations of Google’s culture is analysed by evaluating the artefacts at Google (Gagliardi, 1992). Through looking at the various aspects of Google, it is...
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... Since human resources (HR) now more than ever plays a key role in shaping, reinforcing and changing corporate culture it is important to integrate HR with organizational culture. After viewing Google, Scripps, and UPS websites, it is clear to see that these organizations have successfully integrated HR functions that align with each organization’s culture. It was also enlighten to see that HR is considered a strategic partner and is valued as HR can help organizations meet their strategic objectives. At Google the integration of HR with the organization culture contributes to the success because the overriding key of HR is that it emphasizes organizational culture and business objectives. Google’s HR has also established innovative efforts for its employees as well provide flexibility to yield results. There is also a focus on making the administration part of HR efficiency. The integration of HR with the organization culture contributes to the success of Scripps because HR plays a key role in establishing and supporting strategic objects and efforts. At Scripps HR focuses on supporting the organizations culture and core value with a pay-for-performance system in place to reward employees to lead to more organizational success. The integration of HR with the organizational culture contributes to the success of UPS because of its corporate integrity, culture, and HR inclusion with employees. UPS’s HR is aligned with business objectives and uses communication internet programs...
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...ORGANISATIONAL CULTURE AND VALUES GOOGLE INC. Executive Summary This report investigates the literature findings of incongruence between organisational values and individual values in reflection to how this can affect organisational culture. These are identified as espoused and enacted values of the organisation. Researches for this report draws attention to ways leading companies, such as ‘Google Inc’, manage these common issues through organisational conduct and procedures. Google’s Organisational culture is well known and famous for their innovation, success, creativity and strong value for human resources. This investigation also reveals additional incongruence within the workplace which results in unsatisfied employees and quitting jobs. Nonetheless there is very little known incongruence within their workplace that affects the overall performance as they have a number of mechanisms and ‘lifestyle’ activities to promote the company’s values for individual value. There are a number of recommendations highlighting procedures and practices that organisations can use to reduce the gap between espoused and enacted values. Recommendations feature some of the following: - Defining clear and concise organisational values - Organisational values should reflect beliefs and values of both the organisation and stakeholders - Ensure the work environment reflects those values - Recruit staff who shares similar beliefs and values to the organisation. Introduction Value...
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...Google's HR Dilemma Google started by 2 Stanford University graduate students Larry Page and Sergey Brin Beginning in 1996, where they built a search engine called “BackRub” that used links to determine the importance of individual web pages. By 1998 they had formalized their work, creating the company you know today as Google. Since then, the company based on a simple approach to search has become a leader in IT and one of the big companies in the world having ranks in top 100 best places to work in and highly profitable IT web based and development companies. Google started with 20 employees in 1988 and since then, the company has grown to more than 20,000 employees worldwide, with a management team that represents some of the most experienced technology professionals in the industry 2000. Google attraction was not just its innovative technology in web browsing or it is lucrative return on employment that engineers and other people sow, it was a culture that the founders has created, embraced and emphasized as a unique way or working and producing efficiently, they have created a new working environment that is now a culture called the Google Culture. What is this culture that is praised by many and citizen by other? Culture refers to an organization's values, beliefs, and behaviours. In general, it is concerned with beliefs and values on the basis of which people interpret experiences and behave, individually and in groups. Usually in most cases, a company is a...
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...Organizational culture is the essence of any company. It is the way a company separates themselves from the market and especially, from their competition. According to an article in Business Insider, “Corporate culture is the personality of a company and it can’t be faked” (Schawbel, 2013, Cultural research section, para. 1). For the purpose of this paper, I will be investigating the corporate culture of Google Incorporated. Google was founded in 1998 by Larry Page and Sergey Brin who met at Stanford University in 1995 (Google Company website). What is Google’s organizational culture? Google’s organizational culture is represented in several ways which include their management structure, and their public transparency, their treatment of employees, etc. Below is an excerpt from an article in Business Insider: Employees are offered free cafeteria food and there’s a flat management structure. They have also made their company’s core values public. The company founders still do busy work, including keeping the cereal fresh in the cafeteria. Google is constantly getting feedback from employees and even has their own tool called Google-O-Meter to gauge the popularity of employee suggestions. In addition, they have “culture clubs”, which are groups of employees who come together to talk about culture issues within their country or office and how to improve things. Google is a special place to work because the way they design their office spaces and groups is that you feel like you’re...
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...Provide a brief (one [1] paragraph) description of the organization you chose to research. Google, is a company which was originally started out of someone’s garage, has become in today’s society the way of life for many across the world. Google has become a way of living for some many households. Google’s Inc.is one of the largest global technology company. “Founders Larry Page and Sergey Brin met at Stanford University in 1995. By 1996, they had built a search engine (initially called Backrub) that used links to determine the importance of individual webpages” (Google’s mission, 2015). The company produces revenue first and foremost by providing advertising thru out the internet. In past years, Google’s, show several of advertising thru the Web on computers, net-books and tablets, also they share it with mobile devices like the smartphones and handheld computers. The aspects of globalization and technology have been thriving in revolutionizing such as search, advertising, operating systems and platforms, enterprise and hardware products. Examine the culture of the selected organization. Google organization has become one of the premier places to work. Google provide a culture that many organization in today’s business organizations cannot offer. The employees are the ones that make Google the company that it is today. Part of their hiring process is to target intelligent peoples for the company, and experience is a plus. “Although Google’s share common goals and visions...
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...GOOGLE, INC. Google Company History Meaning of Google There are many meanings to the name Google. Google originally comes from the word googol, which was coined by a guy name Milton Sirotta. Googol refers to the number represented by the numeral 1 followed by 100 zeros. A googol is considered to be a very large number. There isn’t a googol of anything in the universe. Not stars, not dust particles, not atoms. Google’s use of the term reflects the company’s mission to organize the massive, endless amounts of information available on the web. Before Google’s Time Back in the mid-1990s, company founders Larry Page and Sergey Bin were not too fond of each other when they first met at Stanford University as graduate students in computer science in 1995. Every conversation Larry and Sergey had it was always a debate about every topic that was discussed. Eventually all their strong views and different viewpoints would find some kind of common ground in a distinctive approach to solving one of computing’s biggest challenges; recovering information from an immense set of data. Towards the end of January in 1996, Larry and Sergey began a search engine by the name of BackRub. It was named BackRub because of its unique ability to analyze the “back links” pointing to different websites. A year later, their approach to link analysis was getting BackRub a growing reputation among those who had seen it. The word about the website had spread around campus faster than they expected. ...
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...business so big and popular, well google is the place to be. Google is a search engine that are specialized in internet-related services and products. Google has a lot of things they do worldwide. Including online advertising, technologies, search, cloud computing, and software. Google was placed MBA students as ideal place to work in 2006. Google is the top technology web search engine in the world. In 2007 and 2008 Fortune Magazine named Google the number 1 employer in their annual 100 best companies to work. Google mission is to organize the world’s information and make it universally accessible and useful. Google has served millions of people around the world. Google business model is to provide free services to the users to use the internet. Google also make the revenue for advertisers who like to reach out to online users. Google make money from advertising. You get all kind of people who work at Google, from different diverse back grounds, and different regions. Google has offices internationally in Africa, Asia, Europe and the Americas. You also have people in the United States that work for Google. You have all kinds of people who work at Google that are very creative and innovative. The people who work at google always happy, smart, and driven people who provide the best environment at Google. You have people who is just happy to be working at google. When defining a leader at Google, you got to lead people on. Helping people with google products. You don’t have to know...
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...reveals the story of Marissa Mayer’s life and work experiences at Google and how she dealt with different challenges confronting Google, specifically the gender issue which is the crucial point of the case. She was able to identify the problems and offered creative solutions. She was striving to bring more females into the field of technology and to Google in order to balance the working atmosphere and to create an environment where women and men can equally share their ideas. We will point out and analyze the major issues presented in the Marissa Mayer’s case, and evaluate how effective her ideas were and how the need for integrating women into the workforce will become beneficial to Google. She said, “…I think you build a better product for a mixed gender audience if you have a mixed gender team.” Marissa Mayer was also very successful at advocating the empowerment of women inside and outside of Google. She was calling all the young girls to embrace their inner geek, and promising them that they can stay “feminine” working in the technology field. Identification Google is one of the fastest-growing companies in the world which had turned a $1.5 million investment into $209 billion and had never encountered any problems recruiting the best of the best, but what appeared to be a major problem at Google is the small fraction of women engineers. Marissa Mayer, who holds a very important position at Google, believed it was a missed opportunity and that it was a recruitment...
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...European University | Googles HR Dilemma | Management Skills – Case 02 | | Sousan Shabi, Benazzouz Zouhair & Lukas Fischer | 11/2/2014 | | During his last interview the Human resources director of Google told the world that we have only 0,2% chances to get hired in his company, he stated that each year Google receives 3 millions job applies and that they hire only 7000 out of the 3 millions. Everybody wants to work for Google, the video posted on internet on the work conditions there make us all dream, but why ? In this part we are going to analyze that corporate culture of Google envies by all. Let us first talk about the first aspects of this culture, which shows up in the text through the eyes of Mister Schmitt who discovered that each Friday the co founders Larry and Sergey would organize meetings to share the company progress with all the employees and that on some occasion they would share detailed financial analysis with them. This shows a spirit of transparency and a need of sharing all details giving to all employees enough data to see how they would make this progression even bigger. Most companies don’t do that or at least they stop at a certain hierarchal level, showing those kind of progress to only top managers and the board. This was not the case of Google since the very beginning, it became in the early stages of the company part of it culture, so much that Schmitt could not do anything about it. This founders action leaded to the organization...
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...Google Ashley Storey Bess White BUS 520 November 30, 2014 Google was merely a simple idea that became a 382 billion plus dollar corporation, which was founded in 1998 by Larry Page and Sergey Brin. They met each other at Stanford University. Google has more than 42,000 employees. Google employees are referred to as Googlers and are responsible for every aspect of google. Googlers are the force behind the search features, chrome browser, and everything in between. “Google’s mission is to organize the world’s information and make it universally accessible and useful,” (Google, 2014). Google started off as a search engine that made information accessible across the world, but google has grown into something far more impressive that just being a search engine. Google has added new services and products like Gmail, chrome, google cloud, and google maps, but that is only the beginning, because google is even trying to create its own internet connection called google fiber. Google fiber is already implemented in Kansas City. This is just a couple of service that has made google into a multibillion dollar corporation and a leader out of the different search engines. Google has a free and relaxed work culture. Google employs people from all around the world and have a vast amount of education and abilities that they desire for employment. The goal for google, regarding its employees, is to have well rounded people that can think for themselves and could push new ideas and innovations...
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...introduction of Google’s culture------------------------------------------2 2.2. Hierarchy of Needs Theory and ERG Theory---------------------------------3 2.3. Expectancy Theory---------------------------------------------------------------4 2.4. Three needs theory--------------------------------------------------------------4 3. Hiring practice in Google-----------------------------------5 4. Job design in Google-----------------------------------------6 5. Many questions on hiring practice and job design in Google--------------------------6 6. Practical implications-----------------------7 7. Conclusion--------------------7 8. Reference list---------------------8 Executive summary Google is a successful company among employees and IT industry that vast candidates want to join into Google and become a ‘Googler’ (Page & Brin, 2012). Based on its success, it is obvious that there are many unique strategies implemented in Google. For example, motivational company value, rigorous hiring practices and autonomic job design principles. This report attempts to explore these main tactics behind Google’s success. Besides, it also analyses many motivational theories to evaluate Google’s practices. While all information within this report has come from vast resources, ranging from academic journals and books, the lack of academic investigations such as survey etc. has to be recognised on analysis of practice of Google. 1. Introduction The known Google was set up in September...
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...employees to exceed expectation? What must a supervisor or manager do to increase performance and exceed goals? What leadership skills or traits affect the company’s culture and ethics? Can leadership style be demonstrated through the organization? Management uses several ways that lead to successful performance such as initiating structure, emotional intelligence, and thoughtful and ethical leadership (Robbins & Judge). Leadership has been defined as the ability to influence others. “We define leadership as the ability to influence a group toward the achievement of a vision or a set of goals.” (Robbins & Judge pg.368) A leader can use his or her power to affect the behaviors of others. In this report we will compare two companies, Enron and Google, with vastly different cultures and the effectiveness of their leadership style. Our goal is to determine whether different leadership styles affect the company’s culture and overall performance. Leadership and Motivation Style in Google Larry Page and Sergey Brin founded Google in September 1998. Since then, the company has grown to more than 40,000 employees worldwide, with a management team that represents some of the most experienced technology professionals in the industry (Google Website). Key influential elements shaping Google's culture of positive attitudes and behavior begin with their core philosophy and extend throughout their...
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