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Googol

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GOOGOL
The name “Google” was inspired by the mathematical term googol, which is the number 1 followed by 100 zeros. Sergey and Larry met at Stanford University while getting their Computer Engineering Masters. The anecdote behind it is that actually it was a spelling error; however, they decided to keep it. Google has an interesting and unique philosophy, culture, and mission statement that reinforce its 160 billion-empire.
Google applies an Adhocracy culture, also called the create culture, which suggests a dynamic and creative place to work. Employees and leaders are encouraged to be risk takers and pioneers. For this type of culture, it is important to be a leader. Google’s founders built Google around the idea that work should be challenging, and the challenge should be fun. They believe that creative things are more likely to happen with the right company culture. The work atmosphere is casual. Employees do not wear suits; they have access to a cafeteria, healthy lunches and dinners for free, laptops everywhere, bicycles, scooters for traveling between offices, massage chairs and even doctors just to mention a few of their commodities.
Google tries its best to keep its espoused values align with its enacted values which are mainly to provide world wide data resources. Communication plays an important role into this in such a way that Google is growing and growing as we speak. Google is everywhere and is even used as a verb. You could hear people say “I am going to Google your doctor or any other information”. Moreover, there is Google Map, Android applications which are open-source apps, G-mail, Google Earth, and like if that was not enough they bought YouTube. Employees are aware of their goals and that there is always room for improvement. They are expected to be the best they can be. Google’s communication is defined and straight to the point. Larry and Sergey agreed it was to their best convenience to treat their employees like queens and kings, but they also expect the work to be done. As a result, the employees’ awareness is well described and exposed.
If it happens that there is a misalignment between espoused and enacted values, this misalignment would affect the awareness of employees within this organization, in this case Google. Employees would know what is expected from them, but actually those goals would not be achieved due to lack of communication or willingness to achieve them. Once again, management would need to communicate and address the concerns within the company and look for the most convenient solution.
Google’s philosophy is very complex. One is not able to describe it in one sentence. First of all, they focus on the users. Google focuses on providing the best users’ experience possible. Also, Google strongly believes fast is better than slow. Google knows time is precious; that’s why, they try to give you an answer to your question right away. Google’s goal is to have people leave its homepage as quickly as possible.
Moreover, Google believes one could be anywhere to get an answer. People want access to information whenever they need it. Google is offering new solutions for mobile services that help people get answers on their cellphones. Google does not allow ads to be displayed unless they are relevant where they are appeared. Google does not accept pop–up advertising, which means one has uninterrupted search with no irritating messages on one’s screen.
Last, but not least, conflict in group communication is necessary for a company as Google to be successful. Google considers conflict to be good and productive in the sense that it stimulates employees to expand their knowledge and skills. Google’s success lies in creativity and open-mindedness. Smart companies need conflict, so they can exchange opinions and find new ways to create things. Google offers an open door policy for all of its employees.
Conclusion
As you can see, Google is a business with the right organizational culture and values. Google works its best to accomplish all its goals by making feel its employees very valuable. Constructive conflict is necessary for the company’s growth as well as its philosophy. There is more to see when we talk about the empire of the most known research engine, Google that is.

References
Swartz, A. (2006). The Goof Life: How Google keeps employees treating them like kids. Retrieved from http://www.aaronsw.com
Farfan, B. Google Profile-Mission Statement, History, Foun Google tries its best to keep its espoused values align with its enacted values w ders, Name, Culture & Quotes. Retrieved from http://www.about.com
Google. The Google culture. Retrieved from http://www.google.com

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