...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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...the gap between holding a phone and having a laptop. Apple Inc, practically came back from a near bankrupt company to one of the world’s most valuable company taking on the music and movie industry with its itunes store; changed the way music is carried about with the ipod; had a huge impact in the telecommunication sector with its unveiling of the iphone, took on the advertising industry with its simplistic adverts and marketing strategy and with its sophisticated operating system (Macintosh and iOS), it has set itself apart from its competitors. Apple’s success was driven by Steve Jobs, a man who tech fanatics describe as Jesus in the tech world because of the vital role he played in redefining technology. Sutter (2011a) describes Jobs as the most indispensable chief executive on the planet. ‘Apple is Steve Jobs and Steve Jobs is apple’ he said. Apple was grieved to find out that its visionary and charismatic chief executive was bereft of life and the whole world including its huge customer base where all in a dilemma of hurt and uncertainty. 3.0 HR ISSUES Focusing on apple’s strategic framework (as developed by Sparrow and Pettigrew), it faces a number of human resource issues some of which are a. If apple was to create cheaper products, it needs cheaper or less expensive components which could be developed in an inexpensive environment with cheap labour. The question that comes to mind is what manufacturer could apple possibly work with or even acquire? What region of...
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...Gene One: Problem Solution and Defense Gene One is a privately owned biotechnology company who is attempting an initial public offering (IPO). During this transition, opportunities within Gene One‘s organizational structure have been made more eminent. This paper uses the Problem Based Learning model the concepts of transformational leadership and organizational culture will be applied to the current internal issues faced by Gene One in the areas of team dynamics, knowledge and leadership style. Gene One is lead by Don Ruiz who has surpassed expectations during its 8-year growth. Don is an intrinsic part of a 5-member team who built the Gene One out of a 2 million-dollar investment. Don’s goal is to position Gene One as an industry leader. In order to acquire large amounts of capital for advanced research and superior product development to meet consumer demand and a grow by 40% per year, Gene One board of directors have decided on an initial public offering (IPO) within a 36 month deadline. Describe the Situation Issue and Opportunity Identification Gene One has several opportunities within the organizations. These opportunities are organizational culture, teamwork, and leadership. A company’s organizational culture is “the basic pattern of shared assumption, values, and beliefs governing the way employees within an organization think about and act on problems and opportunities,” (McShane and Von Glinow, 2005). Gene One must understand how employees' attitudes, feeling, and...
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...1. What is the ethical dilemma facing Wal-Mart in this case? Do Wal-Mart’s associates also face an ethical dilemma? If so, what is it? Wal-Mart faces the ethical dilemma of Quality of Life. While there are many components discussed in the book that comprise quality of life, the one component most subject to violation by Wal-Mart would be Maintaining Boundaries. The flexible schedule system being implemented by Wal-Mart does have business value, but at what cost? Wal-Mart rationalizes the system by focusing on improving customer service. “Our main goal is to ensure that we have the correct number of associates in our stores needed to serve the customers shopping which we believe results in better customer service hour by hour” (clwill.com). The problem is that many associates of Wal-Mart have been affected by the flexible schedule in a negative way. The flexible schedule makes it difficult for employees to plan babysitting needs or prevents them from having Wal-Mart as a second or third job. That means workers may not know when or if they will need a babysitter or whether they will work enough hours to pay that month's bills. Rather than work three eight-hour days, someone might now be plugged into six four-hour days, mornings one week and evenings the next (Maher, Kris 2007). 2. What ethical principals apply to this case? How do they apply? There are two ethical principals that apply to this case for Wal-Mart. The first is the The Golden Rule, which states “Do unto others...
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...Development 9 Motivating Employees 9 Leadership and Management 10 Managing Conflict and Stress 11 Managing Change 11 Controlling 12 Appraising and Rewarding 13 Operations Management and Plans 13 Operations Control 14 CONCLUSION 15 REFERENCES 16 INTRODUCTION September 27th marked the twelfth birthday of search engine empire Google. This “easy to use, searchable directory” (Goldman, 2008) initially operated out of a couple of dorm rooms and a garage serving Stanford University’s needs. Now, the monster processes over 150 million searches a day—a number that grows with every day that passes, has about 10,000 employees and is headquartered out of their “Googleplex” in Mountain View, California. Co-founders Larry Page and Sergey Brin baptized their baby with the name Google which derives from “googol—a mathematical term for a 1 followed by 100 zeros” (Corporate Overview, 2010). In the fourth quarter of 2009 the empire reported revenues of $6.67 billion. Google and their 1.3 million square foot giant is an organization that is ran far differently from any other. The Googleplex houses “service cafeterias, crammed conference rooms, hallway bull sessions, all of it is surrounded by sandy volleyball courts, youngsters whizzing by on scooters, and an...
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...Introduction Most Americans can remember their father and mother sitting in their favorite chairs while reading their local newspaper. Others can remember waking up and walking outside to their driveway to get the morning newspaper before getting a cup of coffee. Also, it seems just like yesterday when a co-worker would take it personal if someone picked up their newspaper and started reading it without permission. Reading the daily paper was part of American culture and a favorite pastime. This simple activity informed the average citizen about local politics, events, crime, business, sales, jobs, entertainment, weather forecast, and one could even get his horoscope. Being informed through the newspaper about the local community, the nearest populated city, and our nation once gave people a since of pride. In current times, even though people are just as informed, there are many forms of media that has surpassed the newspaper in providing information with up to the minute news releases. This has taken a large share of the market away from the outdated art of reading the printed version of the news. As people have become more familiar and comfortable with the internet, they are increasingly choosing it as a source of news delivery. In addition there are several other sources of wired and wireless electronic media delivery platforms that are available to the vast majority of people. These devices include netbooks, mobile phones, and e-readers. The newspaper industry...
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...EPG SHRM Foundation’s Effective Practice Guidelines Series Building a High-Performance Culture: A Fresh Look at Performance Management By Elaine D. Pulakos, Rose A. Mueller-Hanson, Ryan S. O’Leary, and Michael M. Meyrowitz Sponsored by Halogen Building a High-Performance Culture: A Fresh Look at Performance Management This publication is designed to provide accurate and authoritative information regarding the subject matter covered. Neither the publisher nor the author is engaged in rendering legal or other professional service. If legal advice or other expert assistance is required, the services of a competent, licensed professional should be sought. Any federal and state laws discussed in this book are subject to frequent revision and interpretation by amendments or judicial revisions that may significantly affect employer or employee rights and obligations. Readers are encouraged to seek legal counsel regarding specific policies and practices in their organizations. This book is published by the SHRM Foundation, an affiliate of the Society for Human Resource Management (SHRM©). The interpretations, conclusions and recommendations in this book are those of the author and do not necessarily represent those of the SHRM Foundation. ©2012 SHRM Foundation. All rights reserved. Printed in the United States of America. This publication may not be reproduced, stored in a retrieval system or transmitted in whole or in part, in any form or by any means...
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...The code of ethics that are used by the HR managers determines the discipline procedures and the satisfactory behavior for all workers in the organization organogram. When the leaders themselves have high standards of ethics, it inspires the workers within the organization to encounter the same level (French, 2006). Due to ethical leadership, it magnifies the company’s reputation in the community and financial market. For instance, if the top management of GM Motors are ethical then it is would have a positive effect on the rest of the hierarchy. A strong reputation for harnessing ethics and integrity in the local community, may lead the company’s business to...
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...Structure With case study on Google Inc. Ltd. Prepared By:Akash Tripathy (MS12A005) Deepti Agrawal (MS12A031) Nanda KumarA(MS12A044) Ravinder Reddy(MS12A063) Shine Nagpal (MS12A083) Sunaek Sivadas Vishesh Kumar Agarwal(MS12A103) Innovation And Organization Structure 2 TABLE OF CONTENTS Introduction…………………………………………………………………………………….3 Innovation a. What is Innovation? ……………………………………………………………..........4 b. What are the different types of innovation possible in the organization?....................5 Organization Structure a. What is Organization Structure?.................................................................................9 b. Role of Organizational structure in Innovation…………………………….….……..9 c. The nine common characteristics of innovative organization……………….….…...9 Innovation in Organization a. Examples of Organization promoting Innovation…………………………....…......10 b. Common practices found among organizations fostering innovation………………12 c. Ways to Find Innovation at an Organization………………………………….……..12 d. Processes at organization to drive Innovation ……………………………….……..13 Case study of an Organization- Google a. Organization structure of Google……………………………………………………14 b. Google’s organization chart…………………………………………………..….….19 c. Products of Google……………………………………………………………….….20 d. Advertising services of Google………………………………….…………….…….21 e. Communication and publishing tools of Google……………….…………….….…. 22 f. Projects in Line at Google……………………………………………….…………..22...
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...Taipei Tokyo Preface XXII Acknowledgments xxv Strategic Human Resource Management: An Overview 3 Chapter Objectives 2 HRM in Action: Not HR Branding, Employer Branding 3 Human Resource Management 4 Human Resource Management Functions 5 Staffing 5 • Trends if Innovations: Measuring Quality of Hire in Today's Environment 6 Human Resource Development 6 Compensation 7 / Safety and Health 7 Employee and Labor Relations 7 Human Resource Research 8 Interrelationships of HRM Functions 8 Dynamic Human Resource Management Environment 8 Legal Considerations 8 Labor Market 9 Society 9 Unions 10 Shareholders 10 Competition 10 Customers 10 Technology 10 Economy 11 Unanticipated Events 11 How Human Resource Management Is Practiced in the Real World 11 HR's Changing Strategic Role: Who Performs the Human Resource Management Tasks? 11 Human Resource Manager 12 HR Outsourcing 12 HR Shared Service Centers 13 Professional Employer Organizations (Employee Leasing) 13 Line Managers 14 HR as a Strategic Partner 14 A Strategic HR Example 16 A Strategic HR Audit 16 Human Capital Metrics 17 Human Resource Designations 18 Evolution of Human Resource Management: Moving into Strategic HR 18 Evolving HR Organizations 19 Scope of This Book 20 • A Global Perspective: Cultural Differences in Global HR 22 SUMMARY 23 KEY TERMS 24 QUESTIONS FOR REVIEW 24 HRM INCIDENT 1: HR AFTER A DISASTER 24 HRM INCIDENT 2: DOWNSIZING 25 NOTES 25 PART TWO: ETHICAL, SOCIAL, AND LEGAL CONSIDERATIONS 28 Business Ethics and Corporate...
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...Homework – Study Trip San Francisco & Silicon Valley Mag. Roland Suttner ------------------------------------------------- December 2013 “I have not failed. I’ve just found 10,000 ways that won’t work.” – Thomas Alva Edison “Most great people have attained their greatest success just one step beyond their greatest failure” -Napoleon Hill Contents 1 Venture Capital 4 2 Mechanics of raising equity capital 5 2.1 Equity financing for private companies – Sources for funding 5 2.1.1 Angel Investors 5 2.1.2 Venture Capital Firms 6 2.1.3 Institutional Investors 6 2.1.4 Corporate Investors 6 2.2 Outside Investors 6 2.3 Exiting an Investment in a Private Company 7 3 The process of start-up funding 8 3.1 Idea and co-founder stage 8 3.2 Family and friends stage 8 3.3 Seed or angel round 8 3.4 Venture Capital Round 8 4 The Initial Public Offering 10 4.1 Advantages and Disadvantages of Going Public 10 5 Key Elements for successful Entrepreneurship 11 6 The importance of Silicon Valley in the U.S. venture capital system 13 6.1 Venture Capital Investment in the U.S. 13 6.1.1 Venture Capital Investment since 2006 13 6.1.2 Investment by industry 13 6.1.3 Investment by regions 15 6.2 Evolution of Silicon Valley 15 6.3 Silicon Valley – an advanced high tech entrepreneurial habitat 16 6.4 The Power of Clustering 16 6.5 Features of an advanced high tech entrepreneurial habitat 16 6.6 The high-tech habitat:...
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...Session 1. What makes Google Googley? The case highlights how the strategy and business model of Google have been supported by various aspects of organizational behavior, such as structure, talent, culture, and leadership. In this way, it fits very well with the guiding framework of OB that we have adopted for the course. The major aspects of the case concern the company’s unique combination of organizational elements and how this configuration has given the firm a strong and vibrant culture that is now threatened by growth. The doubling of the company’s size has put the entrepreneurial spirit and ethos of the firm in danger, and the narrative of the case, Kim Scott, joined in 2004 and has seen how the company has changed. The vision and energy of the founders is obviously apparent in the case and the ability to recruit, develop, motivate, and retain first class talent from its early days through to its major corporate status is a strong theme. The attraction to the firm is about the mission and ambition of the corporate values and purpose, as well as the personal freedom within the company, highlighted by the practice of allowing employees one day per week to pursue their own projects. Google, according to the founders, `is not a conventional company; we do not intend to become one’. Google’s key levers for managing culture are: Recruitment • Highly intelligent, not necessarily experienced college graduates from major schools and `smart friends’ • Experience...
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...innovation No innovation = die (Kodak) Innovation: * Teamwork (Multiple perspectives) * No communication No product * Concept development Prod./Serv. Development Commercialization (process) * Innovation process in the book on page 347 Design-driven innovation * Propose the customer, without recognizing a problem. * Social process Innovation funnel (product screening) * Think 5 years ahead Product life cycle Disruptive innovation – Business model * New product with a different set of performance attributes * Underperforming on the attributes that mainstreams customers value * High improvement potential on these attributes Newspaper Website Model Christensen – The Innovator’s dilemma Problem for traditional brands. Customers think the service of the budget service is good enough. Problem for traditional brands. Customers think the service of the budget service is good enough. Solution: Brands like Air France-KLM makes a budget brand (EasyJet). Sustaining innovation * Bigger airplanes * Add service to a product (3) – Sept. 9th 2015 – Bas Koene Organizations and HRM – Chapter 8 How people create organized context * Man-made creating * We define organizations into existence * Study ideas about organizing and their effectiveness What are organizations? * Social entities * That are goal directed * Are designed as deliberately structured and coordinated activity systems ...
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...Managing Human Resources What Do I Need to Know? Introduction After reading this chapter, you should be able to: Imagine trying to run a business where you have to replace every employee two or three times a year. If that sounds chaotic, you can sympathize with the challenge facing Rob Cecere when he took the job of regional manager for a group of eight Domino’s Pizza stores in New Jersey. In Cecere’s region, store managers were quitting after a few months on the job. The lack of consistent leadership at the store level contributed to employee turnover rates of up to 300 percent a year (one position being filled three times in a year). In other words, new managers constantly had to find, hire, and train new workers—and rely on inexperienced people to keep customers happy. Not surprisingly, the stores in Cecere’s new territory were failing to meet sales goals. Cecere made it his top goal to build a stable team of store managers who in turn could retain employees at their stores. He held a meeting with the managers and talked about improving sales, explaining, “It’s got to start with people”: hiring good people and keeping them on board. He continues to coach his managers, helping them build sales and motivate their workers through training and patience. In doing so, he has the backing of Domino’s headquarters. When the company’s current chief executive, David Brandon, took charge, he was shocked by the high employee turnover (then 158 percent...
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...Shiny Nair writes in Google file on Jun 26, 2009 that every company should understand that people are their best commodity. Without qualified people who are good at what they do, any company would be in serious trouble. In the long run, the retention of existing employees saves companies money. As Beverly Kaye and Sharon Jordan Evan stated “the cost of replacing lost talent is 70 to 200 percent of that employee’s annual salary. There are advertising and recruiting expenses, orientation and training of the new employee, decreased productivity until the new employee is up to speed, and loss of customers who were loyal to the departing employee. Finding, recruiting, and training the best employees represents a major investment. Once a company has captured talented people...
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