...Jose R. Sanchez Financial Management Strayer University, March 19th, 2012 Prof. Coleman, Contemporary Business, 2012 In contemporary business within the technology industry, the digital technology age has grown into one of the most profitable industries, especially centered around Silicon Valley. Google, widely considered the leader in information technology, has recently enjoyed particularly tremendous success. The company's strong diversification policy, in correspondence with the increasing demand of Internet applications, has allowed it to venture into operating systems for Smartphones, office applications, email support, and a host of other products. By contrast, Microsoft, widely considered the leader in software solutions for businesses worldwide, has recently diversified into other products and services,most notably highlighted by its recent launch and success of own search engine, Bing. Both businesses have recognized our increasingly technological society and have thus profited enormously. In this writing we well evaluate the annual reports and financial statements of Google and Microsoft, as well as each company's business model, leading products and services, management/leadership style, and innovation track record. Based on this established criteria, we will evaluate which company has the ability to withstand a major recession and recommend which company to invest in to guarantee the highest equity return. Google and Microsoft’s overall financial health within...
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...Google Case Study Taylor Anderson, Trenton Moses, Jacob Pyeatte, and Nicole Simon Southeast Missouri State University Abstract Google is a large corporation that leads the business world in providing a high-quality work environment for its employees. This paper will discuss the benefits Google provides to its employees, how the company is able to provide said benefits, and the human resource policies and strategies implemented within the company. Furthermore, this piece will offer answers to several questions asked at the conclusion of the textbook article as well as provide facts and suggestions regarding Google’s corporate structure and policies by referencing primary sources and using personal feedback from the authors. Google Case Study In the textbook, Human Resource Management by Gary Dessler (2011), an article on the powerhouse corporation, Google, was written regarding the company’s benefits, human resource strategies and policies, and how the company is able to provide such a work environment. Research will show whether or not Google’s new job candidate screening process is effective, how Google affords to give out such elaborate benefits, how Google recruits its employees, and more. Google has implemented a new candidate screening process that correlates personal traits from current employee’s answers on a survey regarding employee performance (Dessler, 2011, pp. 712-715). Some believe that this strategy limits Google’s ability to find the right candidate, but...
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...article How Google Sold Its Engineers on Management describes Google’s unique approach to management. Google prides itself with having the best, most highly satisfied employees in the industry. A majority of its employees are engineers that prefer spending time creating and building, which makes it difficult for management to exist. Many of Google’s employees are also highly independent and do not like being micromanaged. Garvin (2013) described a 2002 experiment where Google made their organization flat, eliminating engineering managers, the company realized that managers do more than just manage projects. Managers contributed to the company, “by communicating strategy, helping employees prioritize projects, facilitating collaboration, supporting career development, and ensuring that processes and systems aligned with company goals” (Garvin, 2013, para. 2). Google then created a people operations department in charge of performance reviews and creating the Google company survey. The people analytics group was created one year later which set out to collect data and in an evidence-based manor to solve problems in the organization. Having been data-driven in every other department in their company, Google wanted their human resources department to use the same approach. To contribute to the data-driven change, Project Oxygen was born. Project Oxygen set out to prove that managers don’t matter, in order to find that mangers do matter. People analytics examined the Google ratings...
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...Strategic Management Assignment #1 Lynne Schmold 000533167 Case Study - Google Strategic Management Assignment #1 Lynne Schmold 000533167 Case Study - Google Table of Contents Contents Job Description 2 Organizational Chart 2 Plan Development 2 Reason for Plan 2 Competitive Analysis 2 Environmental Scan 2 External Environment 2 Internal Environment 2 Company Assets 3 Physical 3 Intellectual 3 Current Life Cycle 3 Ethics 3 References 3 Job Description The Marketing Manager’s job description includes being responsible for creating and implementing Google’s marketing strategies to successfully represent the company’s goals and main objective. The responsibilities and duties of the marketing manager includes but is not limited to: * Identifying potential markets * Oversee new product introductions * Develop pricing strategies * Supervising marketing department Organizational Chart Board of Advisors Board of Advisors Board of Directors Board of Directors Marketing department Marketing department Business Development Business Development Marketing and Resource Manager Marketing and Resource Manager Management and Administration Management and Administration Plan Development It is expected that the sales of Google are to grow by 10% in the next year. The plan that is going to be implemented is to promote the potential for more mobile options into the current products offered. Instead of offering certain types of phones, like LG, Samsung etc...
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...Google Case Study Taylor Anderson, Trenton Moses, Jacob Pyeatte, and Nicole Simon Southeast Missouri State University Abstract Google is a large corporation that leads the business world in providing a high-quality work environment for its employees. This paper will discuss the benefits Google provides to its employees, how the company is able to provide said benefits, and the human resource policies and strategies implemented within the company. Furthermore, this piece will offer answers to several questions asked at the conclusion of the textbook article as well as provide facts and suggestions regarding Google’s corporate structure and policies by referencing primary sources and using personal feedback from the authors. Google Case Study In the textbook, Human Resource Management by Gary Dessler (2011), an article on the powerhouse corporation, Google, was written regarding the company’s benefits, human resource strategies and policies, and how the company is able to provide such a work environment. Research will show whether or not Google’s new job candidate screening process is effective, how Google affords to give out such elaborate benefits, how Google recruits its employees, and more. Google has implemented a new candidate screening process that correlates personal traits from current employee’s answers on a survey regarding employee performance (Dessler, 2011, pp. 712-715). Some believe that this strategy limits Google’s ability to find the right candidate...
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...Organizing Paper; Google MGT/330 Management Theory, Practice, and Application Preface Google is one of largest search engine organizations in the world. What began as a small search engine within Stanford University grew into the multi-million dollar company Google. The company began as the brainchild of two Stanford Computer Science student, Larry Page and Sergey Brin. Originally, the search engine was named Backrub (Google, 2011). After graduating, the pair changed the company name to Google. In 1998 the first Google website went live. Aside from the relatively quick rise of the company, the organizational structure of the company is impressive. Google is number four on Fortune’s “100 Best Companies to Work For” in 2010 (CNN, 2010). Two areas in which Google’s leadership has succeeded are technology and human resources. The following is an in-depth look at how Google has organized the human resources aspect and how this organization has affected the company’s culture and employees. In addition, the company’s use of technology is analyzed and how this use has contributed to the success of the organization. Organizing People There are four functions of management: Planning, organizing, leading, and controlling (Bateman and Snell, 2009). The way an organization organizes the people it employs and how the company’s human resource department deals with the employees is a huge portion of the organizing function of management. Without people there would likely not be a company...
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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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...Google’s Control Mechanisms Today, Google is the company that reinvented management methods, the way people work, how to organizations and how to manage people. Control mechanisms are used for many purposes in business management. The control mechanism’s job is to control any process to help directing activities of employees toward the achievement of organizational goals. Google took advantage of old way of control mechanisms, and change it to an efficient way that results increase in productivity, and encourage innovation. Google takes advantage of control mechanisms such bureaucratic control system, approaches bureaucratic control, budgetary control, and finally financial control Four Types of control Mechanisms “Bureaucratic control (or formal) control systems are designed to measure progress toward set performance goals and, if necessary, to apply corrective measures to ensure that performance achieves managers’ objectives” (Bateman & Snell, 2009, p. 658). Every organization has goals from making big profit to good customer service that satisfy customers. Google’s setting performance standard is to hire people that are smart and determined, the company favor ability over experience, this policy helped the company to increase its market capital from $153.4billion as October 2009 to $163 billion November 2010. Feedforward Control is one of the three Approaches to Bureaucratic Control. “Feedforward control takes place before...
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...of the types of characteristics leaders or management should possess. Employees and staff often have their own views about their managers or supervisors leadership style. Many leaders have their own style of leadership. They have their own special way of motivating a group to achieve a goal. There are many types of leadership. What type of leadership brings success? What factors motivate 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...
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...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 still working at a startup but within a major company. (Schawbel, 2013, Google section, para. 1) According to DuBrin (2011), “A flat organizational structure acts less bureaucratically for two reasons. First, fewer available mangers review...
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...the following information for Google Inc. (5*2 marks = 10 marks): 1.1. Number of outstanding shares for Google Inc. (current stock data): 286, 938, 352 1.2. List of stock exchanges that Google Inc.is listed at: * NASDAQ National Market * Boerse Berlin * Boerse Duesseldorf * Boerse Frankfurt * Boerse Hamburg * Boerse Hannover * Boerse Munchen * Boerse Stuttgart * Bolsa Mexicana de Valores * Bucharest Stock Exchange * Swiss Exchange (SWX) * XETRA Stock Exchange 1.3. The list of top 3 shareholders of Google Inc.: * Mr Lawence Page * Mr Sergey Brin * FMR LLC 1.4. Net income for Google Inc. as at 31/12/2014 (US$): 14, 444, 000 1.5. Total assets for Google Inc. as at 31/12/2014 (US$): 131, 133, 000 Use the information provided in the case and answer the following questions: 2. Identify two key factors behind Google’s early success and provide explanation as to why you believe these factors are Google’s strategic advantages. (2*4 marks =8 marks; word limit: 300 words max) 1. Google decided to implement a modified version of Overture’s cost-per-click model. Google looked at the cost-per-click bids by the relation of an ad’s actual click through rate. This ensured that relevant ad’s got top of the list positions, and ad’s that didn’t receive much exposure incurred less of a bid and was shown less. Google improved revenue. With the use of research based on Google’s competitor, Google was able to find ways to make an...
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...Google is the leading search engine used by millions of internet users all over the world. The organization started with a search engine in 1996. The organization’s mission is to “Organize the world’s information and make it universally accessible and useful”. Since the company started, the world has evolved tremendously. Over the past twenty years, society has become reliant on the accessibility of information on the internet. The demographic of internet users has advanced since the beginning of the new millennium. When most people think of finding information online, Google.com is usually the preferred search engine. Although the organization has an excellent success story, there have been legal matters that affect the way business is conducted at Google. When the founders initially started Google, the owners were attempting to identify the importance of individual web pages. After fifteen years, the organization has grown and is available all over the world. In the year 2000, Google introduced the first 10 language versions of the search engine. The company identified the need to expand the capabilities of the search engine. Google was able to bring the fast paced search service to customers globally. After the initial ten languages, the organization quickly added new languages to the site. This introduction of the languages also carried over into the different companies under the Google umbrella. According to the 2010 U.S. Census Bureau statistics, over 70...
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...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 1998 by its founders Larry Page and Sergey Brin who created an epoch-making search engine for people and even changed the world...
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...Company Analysis | GOOG | An Analysis of Google Inc | Chelsea Moore 5/4/2015 | Company Analysis Company: Google Google is a well known search engine created by Larry Page and Sergey Brin in 1998. The idea of Google was once described by Page as "the perfect search engine that understands exactly what you mean and gives you back exactly what you want". Since then, Google has developed tremendously into more than just a search engine. The company offers Google Chrome, a freeware web browser, Gmail, Google Books, Play, News, Video, Image search, Maps, and dozens more. Google also works with businesses and offers several products to attract customers and build domains. Google's mission statement is to "organize the world's information and make it universally accessible and useable". Google reports four segments: The Google Website, Adsense Google Network websites, total advertising, and other revenue. The website and Adsense Google Network competes with Yahoo, AOL, Microsoft, Bing, and several other companies. In the advertising segment, Google competes with the previous mentioned along with Monster Worldwide, Expedia, Scripps Interactive, Ebay, and others. In the other revenues segment, Google competes with Oracle, Intel, Hewlett-Packard, and others. In fiscal year 2014, Google has not lived up to expectations. Growth was not disappointing, but Google missed estimates during the first three quarters. In Q4, profitability improved because of the holiday seasons...
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...what classical principles of organization theory does Google controvert? what principles are employed? Google’s Innovation Machine In the pantheon of internet-based companies, Google stands out as both particularly successful and particularly innovative. Not since Microsoft has a company had so much success so quickly. Google excels at IT and business architecture, experimentation, improvisation, analytical decision making, participative product development, and other relatively unusual forms of innovation. It balances an admittedly chaotic ideation process with a set of rigorous, data-driven methods for evaluating ideas. The company culture attracts the brightest technical talent, and despite its rapid employee growth Google still gets 100 applicants for every open position. It has developed or acquired a wide variety of new offerings to augment the core search product. Its growth, profitability, and shareholder equity are at unparalleled levels. This highly desirable situation may not last forever, but Google has clearly done something right. Indeed, Google has been the creator or a leading exponent of new approaches to business and management innovation. Much of what the company does is rooted in its legendary IT infrastructure, but technology and strategy at Google are inseparable and mutually permeable—making it hard to say whether technology is the DNA of its strategy or the other way around. Whichever it is, Google seems to embody the decades-old, rarely fulfilled vision...
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