Google Is a Silicon Valley Corporation - Assignment Example

Business: Organizational Environment Google Google is a Silicon Valley corporation that attempts to do very well by doing good. It is actually one of the earliest internet businesses to follow in this path. Barely one and half decades after Google was founded, nearly all 97% of its employees feel fine about how it gives back to the society, as well as the management being ethical and honest. Google is deeply involved in projects that move forward communications technology all over the world, another major point of delight for its employees. Google’s employees claim that their company reflects about what is right for the entire world. The company, via Google Reach, sends a number of Googlers (Google employees) to a developing region to assist local firms and small enterprises deal with development challenges. For instance in 2013, forty seven Googlers were able to travel to Delhi in India and Ghana in Africa. Googlers as they are known, claim they pride in telling others where they work. Google has around 26,000 employees in the United States and 40,000 globally. Googlers not only take incredible pride in what they do, but 99% claim they enjoy unique and special benefits offered by their employer (Halbert & Inguli, 2014). This paper discusses how Google has been able to utilize organizational behavior to build itself as the most favored company in the world. The founders of an organization usually have a key impact as far as the organization’s initial culture is concerned (Stephen, 2005).Google founders Larry Page and Sergey Brin had a vision of what their company should be. In actuality, Google is just like one big university. Larry and Sergey began their company in the dormitory of Stanford University, which makes the personalized and disordered offices in Google look just like the student dormitory extension. This campus like culture provides so much freedom as well as natural environment, which favour the employees making it a place for creativity meanwhile attracting young employees. This is something that Americans tolerate and even adore. However in countries like china, this kind of behavior may be seen as arrogance, misbehavior, crankiness, overconfident, etc. It may also be shunned by all types of mainstream forces in this Asian giant. Engineering Vice President at Google, Kai-Fu Lee says that what he really feels about Google’s culture is that of an assembly of youthful men clad in shorts, great enthusiasts for technology innovation, in strong pursuit of transparent, equal, and honest relationship between employees, whose to them customer satisfaction is more important than money making. Thus at Google, work is all about living: happy and free culture inspires workers to never-ending creativity. Culture is normally transmitted to employees in a number of ways, the most powerful being material symbols, stories, language and ritual (Stephen, 2005).A small story about Schmidt, the CEO of Google, goes that when he first joined Google, whereas no employee in Google has an autonomous office, employees thought it wise to provide the old man with a relatively quiet office, so the workers planned a small personal office for his use. Schmidt soon realized the difference and under his own insistence, decided to move with the crowd and eventually shared his little office with a resident engineer. To date not a single employee has a personal office in Google, which is a factor that demonstrates equity in Google. Material symbols can be located everywhere at Google headquarters. Personal offices are very few even for the senior most executives. It is fundamentally composed of meeting rooms, cubicles as well as common areas (Halbert & Inguli, 2014). This kind of casual corporate headquarters portrays to the workers that Google highly values equality, openness, flexibility and creativity. Google is so popular and has so much advanced itself in the field of searching that the word Google has become a phrase used in daily life to look for something over the internet-“google it “.This is a language that is included in the culture of Google. Google has also successfully created an ethical organizational culture stressing “don’t be evil.”Amongst a rising number of corporations that have adopted workplace spiritually, Google can be said to have a strong sense of purpose which can be said to be meaningful. Whereas profits are crucial, in Google, they are not the basic values. Maximising profits may make investors happy, but rarely does it stir the imagination or emotions of employees (Stephen, 2005). People usually want to be motivated by a purpose that they consider to be worthwhile and important. Google is for example strongly dedicated to providing its customers with the fastest and precise information searching service. Spiritual organizations such as Google consider the value and worth of people. They are not just providing careers, they endeavor to build a culture in which workers can constantly learn as well as grow. Google has transformed work itself with “20%”, normally for professional jobs, this implies that the worker can have a one day per week so as to research on personally chosen projects that the organization supports and funds such that the workers are continuously learning, doing interesting work, continuously challenged to deliver more and having that feeling of adding value to the organization. Such kind of culture not only drives innovation but also creativity throughout the corporation (John, 2005).Innovation is anticipated of each person in every function at Google. Thus the 20% time allocated to each employee, alongside constant disruptive innovation, has been key in driving Google’s success in service and product innovation. Thus those are also other aspect of humanistic work practices, since workers in Google have got work schedules that are flexible, job security, guarantees of personal worker rights and employee empowerment. For instance, rarely do Google managers tell engineers what they should do and how to do it. Larry says that they have a system in place; engineers can always change their minds to focus on other projects. Of course there are those who do not wish employees under no control, Larry claims that one has two choices, one is to control people and the other is to try and create a system that suits the people. Another aspect of Google’s spirituality is toleration of expressions from employees. Google permits employees to be themselves-such that they are able to express their feelings and moods without guilt or fear of being reprimanded. There is an old tradition in Google that there is a meeting every Friday of the week. The two founders and the CEO usually have lunch with the rest of the employees in a huge dining hall capable of accommodating around 1000 individuals. While here, employees raise their issues and or views and normally the two founders always respond to their needs. For instance if an employee wants to play say a game like volleyball, a few days later, the lawn lying between the corporation’s offices are converted into a volleyball court and if somebody wants to have a swimming pool, it’s usually done. Even though the pool may be small, this doesn’t put a limit on the creativity at Google; they usually place a water injector on one edge of the pool, such that employees will enjoy swimming in the stream. Due to this type of culture, Google has adopted an exceptional step of altering the manner in which employees work so as to attract and maintain the very best talent (John, 2005). Employee job satisfaction can be contributed by mentally challenging roles, equitable rewards, working conditions that are supportive as well as supportive colleagues. Google has got a top 100 creativity program usually held by executive managers. In this creativity program, engineers can engage in any idea that they like. Not only do employees at Google take incredible pride in what they do and 99% of Googlers claim that they enjoy the unique and special perks. In its endeavors to attract and maintain top talent, the corporation has got famed employee-friendly benefits such as dry cleaners, onsite cafes, nap pods and bowling alleys all designed to promote collaboration and assist employees working continuously. The latest findings show that job satisfaction in employees is mostly genetically determined. Thus the only point where managers will have any considerable influence will be via their control of the employee selection process (Stephen, 2005).The New York Times revealed that Google is an organization that pays good attention to its human resources in the US history since 1980.Starting with recruitment, Google utilizes creative Q & A method of recruiting or organizing job fairs at LA beach. The recruited candidates are at times recommended by their professors from various universities or introduced to the company by Google’s acquaintances. This unique recruitment method helps an organization find the employees they require in agreement with the company’s culture, which is a tool that has helped increase job satisfaction at Google (John, 2005). Dr John (2005) discovered that a lot of people who have never visited Google think that the basic attraction and retention tool at Google is the exceptional returns resulting from employee stock options. Money of course is a motivator for employees and the sharing of profit at Google increases motivation in the job. Stock options are not the only basic attractor of Google’s top talent, the work itself is. Professional workers differ from average workers and are even harder to motivate since they do not respond to similar stimuli like the nonprofessionals. Professionals such as the engineers at Google have got a long-term and strong commitment to their area of expertise. Thus the usual rewards such as promotions and money rarely are they effective in motivating professionals to exercise high degrees of effort. Kai-Fu Lee, Google’s vice president says that the main reason why he abruptly turned to Google was because of the organization’s culture which is more in sync with his own values. There is not a single iota of doubt that Google has done a pretty well job as far as job satisfaction and employees’ motivation is concerned which has propelled Google to becoming the most preferred place to work in the world. Google’s culture is simply unbeatable (John, 2005). References Halbert ,T.,& Inguli, E. (2014). Law and Ethics in the Business Environment. New York;NY: CENGAGE Learning. John, S. (2005). A Case Study of Google Recruiting:ERE.net , np. Stephen, R. (2005). Organizational Behavior,11th Edition. New York;NY: Amazon.com. Read More