...STRUCTURE The structure of something may be defined as the ways the parts of it relate to each other. It can be forwarded for an organization as the blueprint for formal expectations and exchanges among internal players (executives, managers, employees) and external constituencies such as customers and clients. Structure plays an important role in making an organization able to get competitive advantage in the market (Day 1999). The structural frame is one of the oldest frame in organizational history. It focuses on the architecture of the organizations – designing rules and policies, division into units and subunits to give shape to decisions and activities (Bolman and Deal 2003). For a smooth functioning of an organization, it needs to allocate the work to individuals and groups and co-ordinate roles and units. The organization can employ two primary ways to co-ordinate individual and group efforts. I) Vertically – through the formal chain of command. II) Laterally – through meetings, committees, co-ordinating roles on . network structure. In the case of Google Corporation, it emphasizes more on lateral structure giving more power and autonomy to its employees. The organization provides more recreational amenities to its employees which helps them to remain energetic, enthusiastic and active. Apart from that, all Google engineers are encouraged to spend 20% of their work time on projects that intrests them and as a result of this, the...
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...Analysis write-up at: http://thebusinessferret.com/?p=1081 GOOGLE INC. (GOOG) #1 REAL REVENUE GROWTH NOMINAL REVENUE GROWTH 35.00% #2 SUSTAINABLE REVENUE GROWTH PRICE ADJUSTED REVENUE GROWTH 29.7% 28.3% NOMINAL REV GROWTH 35.00% PRICE ADJ REV #3 PRICING POLICY SUSTAINABLE GROWTH GP MARGIN CHANGE GP MU INDEX EFFECT GP MARK-UP INDEX 3.00% 3.40 30.00% 3.30 25.00% 3.20 20.00% 20.00% 3.10 15.00% 15.00% 30.00% 2.50% 2.56% 23.8% 25.00% 12.9% 13.4% 12.3% 2.37% 2.00% 1.82% 1.63% 1.50% 3.00 9.2% 10.00% 2.90 5.00% 5.00% 2.80 0.00% 0.00% 1.19% 0.85% 1.00% 2.70 10.00% 6.7% 2008 2009 2010 2008 2011 #4 OPERATING EXPENSE CONTROL NOI$ GP$ NOI% GP% 2009 70.00% $25,000,000 60.00% NET OPER INC $20,000,000 40.00% $15,000,000 $10,000,000 20.00% 2007 2008 2009 2010 2011 $4,000,000 $2,000,000 ($2,000,000) $0 ($312,000) ($2,000,000) 2008 2009 2010 2008 2011 #8 RETURN on ASSETS (ROA) REQUIRED WORKING CAPITAL CASH RETURN on ASSETS 100.00% ADJUSTED ROA 90.00% $40,000,000 ADJUSTED CFBF DEBT FREE $4,000,000 #7 EXCESS CASH ACTUAL CASH $50,000,000 CFBF DEBT FREE $6,000,000 $6,875,000 $6,000,000 $0 $0 2011 $8,000,000 $8,000,000 $2,000,000 0.00% 0.00% 2010 $10,000,000 $8,890,000 $5,000,000 ...
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...Organizational Structure The organizational structure of a business depicts its hierarchy, strategy, and efficiency. Every business has a personalized form of organizational structure; whether it is, conventional, functional, divisional, matrix or network. Understanding a business's division of labor and areas of specialization (such as marketing, finance, human resources, and operations) reveal how the business is structured and influenced. And the organization's design (such as geographic, functional, customer-based, product, services, etc…) helps determine the structure which best suits a company for optimum effectiveness. Every organization has a structure. A conventional organization consists of tiers, like in a pyramid, this also showing its structure and hierarchy. The top is a president or CEO, moving downstream by finance, research and development, marketing, and personnel, then working its way down the corporate ladder to the different types of division or labor, which breaks the workers into different specializations (Bateman & Snell, 2011, p. 277). Google Internet company has a vertical structure for its organization consisting of executive officers, then senior leadership, followed by the board of directors. Google Internet Company has three main authorities, which according to Bateman & Snell, "have the legitimate right to make decisions and to tell other peo0ple what to do" (2011. P. 278). Google's executive officers consist of Larry Paige and Sergey Brin, who...
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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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...Learning Outcomes and Assessment Feedback |Name of the Assessor | | | | | | |Learning Outcomes |Assessment Criteria (AC) |Assessor Feedback | |LO 1 |TASK | | |Understand the importance of |Evaluate current creative and innovative | | |creative and innovative management |management processes in an organization | | |in organizations | | | | |Explain how to lead others to positively | | | |embrace innovation and change | | |LO 2 | | ...
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...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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...contacted Angelo, who works at Google Headquarters in Dublin in the Sales and Marketing Division. His main responsibility is to assist the AdWords and YouTube Ad clients, and to increase sales of these services. 1. Introduction L. Page and S. Brin founded Google Inc. in 1998 after discovering an algorithm to rank web pages. The company’s mission is to ‘organize the world’s information and make it universally accessible and useful’. As the original founders’ letter stated, ‘Google is not a conventional company. We do not intend to become one’. The hunger for innovation and ‘unconventionality’ has made Google expand in markets that are very far from the core business, such as the self-driving-car project of Google X. Its engagement in more than 180 different acquisitions has caused some concerns among investors. Today, Google is one of the biggest listed companies with revenues of around 66 billion dollars per year, operating almost worldwide and employing 59,976 people. Investors’ pressure, the desire of a more agile structure, and the need for higher transparency towards stakeholders are only some of the reasons that drove the revolutionary reorganization of the company’s structure on October 2, 2015. This change in structural design entails the creation of a new holding company named Alphabet Inc. with L. Page and S. Brin respectively as CEO and President, under which the previously heterogeneous conglomerate of businesses are placed [Figure 1]. Google is one of its subunits...
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...management style of Google Inc. We will also evaluate two key changes in the selected company's management style from the company's inception to the current day. Indicate whether or not you believe the company is properly managed. As well as explain senior management's role in preparing the organization for its most recent change. Provide evidence of whether the transition was seamless or problematic from a management perspective. Also we will evaluate management's decision on its use of vendors and spokespersons. Indicate the organizational impact of these decisions. And we will look at managers within the selected company; suggest one innovative idea that could have a positive impact on both the employees and customers of the company. Indicate the approach you will take in implementing the new idea. Lastly, predict the selected company's ability to adapt to the changing needs of customers and the market environment. Indicate one key change in the management structure that may be beneficial to ensuring such an adaptation to change. Evaluate two key changes in the selected company's management style from the company's inception to the current day. Indicate whether or not you believe the company is properly managed today. Provide support for your position. The announcement of Eric Schmidt moving aside as Google CEO to let cofounder Larry Page takeover is a "teaching moment" for CEOs of all kinds of companies. For a crucial decade in its growth, Google was led not by a...
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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 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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...benefits, both at the individual and organizational levels. To the transaction characteristics suggested by transaction costs economics, we add four additional ones likely to foster transaction benefits: intensity of knowledge, segmentation of knowledge, dispersion of knowledge, and scarcity of knowledge. The need to maximize transaction benefits while minimizing transaction costs results in the mixing of governance structures, where two (or more) “pure” governance structures are combined. We create a model of the relationships between transaction characteristics, mix of governance structures, transaction costs and benefits, and information systems; from an instantiated version of this general model, we elaborate four propositions. Moreover, with two “real world” examples (Google and JBoss), we illustrate the existence of the proposed transaction characteristics and mixed governance structures. We conclude by discussing how information systems generate opportunities for creating transaction benefits. Keywords: Transaction Cost Economics, Benefits, Governance structures. 1124 1 THE SINGLE MINDEDNESS OF TRANSACTION COST ECONOMICS Transaction cost economics (TCE) is a highly influential theory. The initiating work (Coase 1937) has more than 5,000...
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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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...each phase there’ll be a crisis that will cause the growth to stop. Thus, this crisis needs to be solved for the company to continue growing. Applying this model to the Google Corporation, we notice that during Phase1 (creativity), the culture that Larry Page and Sergey Brin start as the founders largely influences the leadership within the company. This culture is designed to encourage cooperation and rapid idea development. As the company enters phase 1, the founders feel the need of a strong manager who has the necessary knowledge and skill to introduce new business techniques. Page and Brin hire former Novell CEO, Eric Schmidt, as Google’s CEO and the company starts hiring more managers with experience, reducing the number of direct reports per manager. Then Phase 2 (Direction), the company starts to grow again with new capable managers in place. At the end of this phase a crisis develops from demands for greater autonomy on the part of lower-level managers. Google found that the solution would be through delegation. In phase three, Google managed not to lose control over everyday operations by having all the managers get in one room and talk through a consensus decision-making process. Hence, the Phase 3 (Revolution) is under way when top management seeks to regain control over the total company. Google was able to overcome this problem by putting additional effort into reporting up and communicating in all directions through the use of special coordination techniques and...
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...Organizational Structure Google is the fourth-most admired company in the United States. Google was also listed as the top company to work for in both 2007 and 2008. The main reason for this employee admiration is Google’s cross-functional organizational structure, which the company maintains though stellar leadership and innovative management techniques. Read more: Google's Organizational Structure | eHow.com http://www.ehow.com/about_6692920_google_s-organizational-structure.html#ixzz21s1Ugo00 Instead of setting goals for them, Google’s management helps their employees meet the objectives that the employees set for themselves. The company sees its managers as leaders who facilitate inspiration and empower employees. Google’s management function controls employee responsibility in similar way to the United States government, through a series of checks and balances. All employees set out and evaluate goals on a quarterly basis. Although Google’s management makes suggestions, employees use metrics that they choose themselves to measure their progress toward their goals. Supervisors act as managers to ensure that the employees meet their own goals, but employees see them as leaders because the employees themselves set the benchmarks.Read more: Google's Organizational Structure | eHow.com http://www.ehow.com/about_6692920_google_s-organizational-structure.html#ixzz21sjzc1Hq Yahoo’s and Google’s organizational structure Http://www.websitemagazine.com Yahoo vs. Google Yahoo first...
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...http://www.researchandmarkets.com/reports/655280/ Analysis of Google Inc Description: Google Inc. maintains an index of Websites and other online content, and makes this information freely available to anyone with an Internet connection. The company’s automated search technology helps people obtain nearly instant access to relevant information from its online index. Google generates revenue primarily by delivering online advertising. Businesses use its AdWords program to promote their products and services with targeted advertising. In addition, the thousands of third-party Websites that comprise the Google Network use its AdSense program to deliver relevant ads that generate revenue and enhance the user experience. In September 2007, Google completed the acquisition of Postini, Inc., a provider of information security and compliance solutions. In March 2008, the company completed the acquisition of DoubleClick, which offers online advertisement serving and management technology to advertisers, Web publishers and advertisement agencies. Analysis of Google Inc. A complete and comprehensive analysis of Google Inc, includes an overview of the industry the company operates in, a PEST Framework Analysis of the industry, and then moves on to analyzing the company itself. Company analysis includes a history of Google Inc, a business segment analysis of the segments Google Inc operates through, a look at the organization structure of the company, a geographical operating segments analysis...
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