How Organisations Structure and Culture Influences and Shapes Employee Behaviour and Engagement - Case Study Example

Organizations structure and culture Contents Contents 2 Introduction 3 Body 3 Culture 3 Organizational structure 9 Conclusion 10 References 12 Introduction Growth and success of an organization depends largely on its structure and culture. Structure of an organization is designed in such a way which provides various benefits and facilities to organizational members. Organizational culture defines the behavior of employees within the company. Every top companies or large organizations have strong organizational culture and structure which motivates and influences their employees to perform their works effectively and efficiently. Google is a famous company having its presence in many countries of the world. The company has huge number of employees belonging from different cultural backgrounds. But the organizational structure and culture of Google are designed in such a way which helps a lot to unite all the organizational members. This case study deals with the company Google, its structure and culture. The case study highlights that Google’s organizational structure and culture play a vital role in influencing employees’ behavior and their engagement with the company. The company has adopted various policies and strategies to make employee friendly work environment. For this reason Google is able to use its human resources effectively and produce high quality of products and services. With the help of such structure and culture Google is earning a huge amount of profit for a long period of time. The company considers its employees as its most important resource. The company has put huge effort to strengthen its relationship with its organizational members which helps the company to motivate them. Body Culture Organizational culture represents believes and values of a company which contribute a lot in the development of its internal environment. Behavior of organizational members and their engagement with the company is highly impacted by organizational culture. Google’s organizational culture helps the company to become successful. It has a huge contribution in attracting talented, efficient employees and retaining them. Organizational culture motivates employees to improve their performance level and commitment towards the company. Google has implemented chaos management system for improving employee engagement and also to retain its efficient employees. Employee motivation plays an important role in the growth of a company. Taylor model has explained this concept in a detailed way. According to this model motivation of employee depends largely on his salary, incentives and monetary rewards (Popper and Lipshitz, 2000). Performance of the employees is enhanced when they are offered more money. Therefore offering incentives to employees, benefits the company in the long term. It helps to make the employees more productive. Google has implemented this theory to increase the productivity of the company. The company has attractive salary structure. It also provides incentives to its employees. This helps the organization to satisfy its employees and motivate them to get engaged more with Google for earning more money. The company provides free meal and different other facilities to its organizational member which influence them to get attached with Google. The firm creates positive impact for shaping up employees behavior by establishing employee friendly work environment. Google encourages its staffs to take different challenges for earning high incentives (Kostova and Roth, 2002). With the help of this process the company is able to generate innovative ideas and business plans. Google’s organizational structure has influenced its organizational member in a very positive way for which the productivity of this company is increasing day by day. The organizational structure of Google is characterized with many teams. Henry Fayol had established a theory where various aspects of management are focused. These aspects are important for managing team works. The aspects are like organizing, planning, controlling, coordinating, commanding etc play significant roles in Google for engaging its employees into business process. Google’s organizational structure is designed in a very effective way. Top managers of this company always motivate and influence their subordinates for developing new ideas. The managers take an active part in managing the company and controlling its business activities. They also guide the employees for performing their job. The company has provided flexibility in its work system which helps the employees to enjoy many benefits. This influences the employees to become more dedicated towards Google. The company has implemented a strategy called Google Way which matches with the concept of Fayol theory. This strategy provides opportunities to Google’s employees to undertake new challenges which help them to prove their skills and capabilities. As a result the employees feel that they are valuable resource of this organization and this motivates them to get engaged with the company. As per this theory Google has divided its various works among its different teams which help the company to increase its productivity. When the employees feel that they are the important part of the company then they get more motivated for performing their job and get engaged with different business processes of the company. Other than money there are different other factors which influence and motivate the employees work performance and behavior. This concept can be explained well with the help of Mayo’s motivational theory. According to this theory various non monetary rewards play a significant role in influencing employees’ behavior and their engagement level with the company. When the work of a an organizational member is appreciated or given more attention, the employee then feels encouraged to give his best performance. Google also follows this concept for influencing the behavior of its employees and to increase their involvement with the company (Baker and Doran, 2007). The company gives various rewards and recognitions to its employees when they achieve something great or develop new ideas and products. Social recognition of the employees by implementing this system facilitates the company to strengthen its relationship with the employees. This help’s Google to influence the behavior of its organizational members. The organization also plays an important role in helping the employees in their work process and solves different issues. Organizational culture of Google facilitates its staffs to work in different teams. As a result they get the opportunity to socialize and to work together for achieving the same objectives (Ashkanasy, Wilderom, and Peterson, 2011). This organizational culture of Google encourages its staffs to stay motivated for performing their tasks. Organizational member will feel motivated when the company will fulfill different needs and requirements of its employees. Performance and engagement of the employees depends highly on the fulfillment of needs and requirements. Maslows Hierarchy of Needs explains different needs and requirements of individuals which influences their motivation and engagement level. As per this theory, needs of individuals are classified into five levels. Google’s organizational structure and culture contributes a lot to satisfy these needs of its employees (Armstrong, 2006). The company pays huge salary to its employees for fulfilling these basic requirements. This motivates them to improve their performance. Google provides various facilities and benefits to its organizational members. These facilities and benefits fulfill safety needs of its employees by protecting them and securing in their professional field. The company gives job security to them. Google puts huge effort to build strong relationship with its organizational members. This satisfies the social needs of its employees and influences them to work in team. The organizational structure and culture of Google help to motivate the employees by highlighting their achievements (Luthans, 2005). This helps the organizational members to build their reputation by showcasing their contribution in the success of Google. In this way Google satisfy the esteem needs of its employees. Self Actualization lies on the top level of Maslows Hierarchy model. Google also fulfill this needs of its employees. The company organizes different programs for enhancing the skills and capabilities of its staffs. Training and development programs of Google help in the personal development of its employees. These programs motivate them to improve their performance quality and work process (Jones and Brazzel, 2014). Google also shapes employees behavior by its training and development programs. Hygiene and motivational factors of a company influence engagement level of organizational members. Herzberg’s two factor theory has explained these motivational factors in detailed way. Hygiene factors are essential for the company to motivate and influence its members. This factor does not produce positive satisfaction for a long term but the absence of this factor creates strong negative impact on company. The theory states that various motivational factors like recognition, promotion, responsibilities etc create positive impact on employees. Motivational factors help to satisfy the employees for a long term. Google satisfies both motivational and hygiene factors for encouraging its employees to get engaged with the company (Huq, 2010). The company provides huge growth opportunities to its employees which influence them to get more involved with the company. Google has put huge effort in building strong relationship with its organizational member. Barnard theory focuses on the relationship of employees with the managers. For motivating and influencing the employees Google follows Barnard theory to some extent. As per this theory, authority of leaders are established when the subordinates or team members obey them or support them. Leaders influence the organizational member in such a way that they become interested to obey them (Crutchfield and Roughton, 2013). According to this theory communication process of employees with team members must be strong. It will help the leaders to influence them. Google’s culture and structure contributes a lot in maintaining good communication system with its organizational member. The employee friendly working environment of Google facilitates the organizational member to work in a team. Managers or leaders do not strictly control the team members (Champoux, 2010). As a result they are able to work freely and communicate easily with team leaders and team members. Google follow no particular way or process to for its growth and development. Organizational structure of Google influences the employees to work freely within the company. Contingency theory can explain this organizational system in an appropriate way. This theory explains that actions and function of employees depend largely on business situations (Sosnizkij, 2004). No definite or strict rules will facilitate the company to manage its business functions. Rules and regulations need to be changed as per organizational needs. Google has given its employees the freedom to work as per their interest. The company has not imposed any strict rules on its organizational members. As a result they are able to work freely which encourage them to enhance their performance level. The benefits and facilities provided by Google influences the employees to enhance their dedication towards work. Informal business environment of Google influences the employees to interact more with each other (Sims, 2007). Contingency theory states that building strong relationship of company with its staffs will help the organization to influence the behavior of organizational members. Google follows the theory of post-fordism for maintaining effective organizational structure. As per the theory of post-fordism the company follows various economic ways for producing its products. For this reason the company improves its business process by implementing and adopting different changes. Google is continuously improving its business process and implementing advanced technologies. By this way Google has adopted itself with the changing business environment. The company follows decentralize and flat organizational structure which motivates its organizational members to improve their performance level. Google does not exert strong control on its employees (Schein, 2010). So its employees feel free to take decisions regarding their work as per their requirements. Organizational structure Google is one of the top companies to work. The company is continuously improving its management techniques and policies for maintain effective organizational structure. The company follows cross functional organizational structure which contributes a lot in the growth and development of its employees (Schabracq, 2009). This structure helps the employees to perform their work more effectively. The organizational structure of Google encourages team work. Employees having different skills and capabilities come together and work under same team. With this process Google is able to develop strong bonding among its organizational members. Moreover the informal working environment of this company influences its employees to know and understand each other in a better way. This also helps the organization to communicate easily with its staffs. As a result Google can easily influence the behavior of its employees. The structure of this business is organic. Therefore the hierarchies of this organization are simple and its organizational members have a clear concept about this (Zott and Amit, 2008). The company does not have strict rules and regulations for its employees. This creates a huge impact on employee’s behavior. The organizational structure of Google provides various benefits and facilities to its employees. This facilitates the employees to develop new ideas and enhance the work process. Google does not put strong pressure on its employees. Decentralized structure of Google helps the company to put responsibilities on organizational members. This influences them to become more engaged with the company and its different business processes. Employees are considered as most important resource in this company. The organizational structure of Google enables its employees to take important decisions for enhancing its business operations. The organizational structure of Google encourages team work. For implementing team work the company is following Belbin’s team role theory. Google is effective to do overall development of its employees by benefiting them in nine different ways. This theory helps to know weakness and strengths of organizational members who are working in different teams. By implementing this theory the company is able to enhance its relationship with its employees and improve the performance of the teams. Belbin’s theory benefits the employees by increasing their understanding and effectiveness. This theory highlights the contribution of the organization and behavior of the employees for developing effective team work. According to this theory Google follow nine steps for structuring its teams. In this company the team leader acts as a shaper. He challenges the team members for improving their work. He looks after all the development possibilities of teams. The team members are the implementers. They contribute a lot for achieving team’s success. The managers and the team leaders look after the completion of teams goals. Strong communication system of Google helps its organizational members to make effective communication. Employees performing different functions work together in a team. Every team member tries to develop new things. Organizational structure and culture contributes a lot in plant and develop innovative processes. Team leaders and managers evaluate the activities of team members. They supports them a lot to become specialist in their job. Therefore by implementing Belbins team role theory Google is able to influence the behavior and work performance of its employees. Conclusion Employees of a company are highly influenced by its structure and culture. Various human resource strategies and policies play significant role in influencing employees’ behavior and their involvement with the company. The structure and culture of a company are designed in such a way which facilitates it to support its strategies and policies. In this case study the organizational structure and culture of Google is highlighted. Google is one of the top companies in the world. The company is not only famous for its products and services but also famous for its working environment and talented employees. The organization has established employee friendly working environment with the help of different motivational theories and processes. Google provides huge number of benefits and facilities to its employees. These facilities encourage them to get engaged with the company and to enhance their performance level. References Armstrong, M. 2006. A Handbook of Human Resource Management Practice. New York: Kogan Page Publishers. Ashkanasy, N. M, Wilderom, C.P.M. and Peterson, M. F. 2011. The Handbook of Organizational Culture and Climate. London: SAGE. Baker, J. R. and Doran, M. S. 2007. Human Resource Management: A Problem-solving Approach Linked to ISLLC Standards. London: R&L Education. Champoux, J., 2010. Organizational Behavior: Integrating Individuals, Groups, and Organizations. New York: Routledge. Crutchfield, N and Roughton, J., 2013. Safety Culture: An Innovative Leadership Approach. Waltham: Butterworth-Heinemann. Huq, R., 2010. Employee Empowerment: The Rhetoric and the Reality. 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