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Google's Three Thirds Hr Tem

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Submitted By juric100
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Lisette Moreno- Rosado
Module 4 Case Study
Google’s “Three-Thirds” HR Team

1) Using Table 11-1, in order to turn Google’s HR group into a true team, : a. Leadership must become a shared activity b. Accountability must shift from strictly individual to both individual and collective c. The group must develop its own purpose or mission d. Problem solving must become a way of life, not a part-time activity. e. Effectiveness must be measured by the group’s collective outcome and product.
(Organizational Behavior, Kreitner/Kinicki, 2013, p301)

Google’s HR Team is divided into three Subgroups. According to JR Katzenback and DK Smith (The Wisdom of Teams: Creating the High Performance Organization), Large groups of people cannot develop the common purpose, goals, approach and mutual accountability of a real team. Real teams have small numbers of people with complementary skills who are committed to a common purpose, goals and approach for which they hold themselves accountable. In Google’s “three Thirds” HR Team, each group has a specific skill and function therefore, each group has a common purpose and performance goals.

2) I believe Google’s HR team members should have been instructed ahead of time in the team work competencies. In order for a work team to be effective, it requires a team friendly organization. The team’s purpose should be in concert with the organizations strategy (Organizational Behavior, Kreitner/Kinicki, 2013, p304). People should understand the purpose of the organization from the beginning and know that in order to be part of a team, they should be willing to contribute and have a cooperative attitude. Teamwork skills and competencies need to be role modeled and taught.

3) Trust is very important in this type of cross functional team because trust is “reciprocal” faith in others

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