Google organization analysis

Innovation is a factor that enables the company to maintain its competitiveness against other technology businesses, such as AppleFacebookIBMAmazon. Through its corporate culture, Google LLC ensures that its workforce is competent in addressing business needs linked to the external forces generated by these competitors. The corporation actively develops its cultural strengths through institutional measures, like training, and through informal approaches, such as personalized leadership and management support.

Google organization analysis

Many books have been published highlighting the legacy of its leaders, commonly in form of biographies. However, replicating a leadership centric success is unreliable since few characteristics in a given situation could yield exceptional results. The following graph shows the size no. The graph also shows that as an organization, Google has been able to maintain its core fundamentals during its enormous growth in past 10 yrs.

Technology Attributes The trends in information technology are continuously making it cheaper and more accessible. Affordable hardware creates more online users, allowing even more developers to contribute to the software that runs on these devices.

Based on above technology trends, Google seem to have identified the following technological attributes: Technical insight — It is the implicit value creation of a product or value addition of a feature.

A product based on technical insight would go beyond competition, not just because it is cheaper or better to use, but solves the problem that users would have faced next. The path from prototype to large user base should be natural and part of the design process, thus ensuring Google organization analysis product doesn't fail on its large scale deployment.

Horizontal or Hierarchical Organization It is quite evident that founders were aware of the fact that as the size of the company grows, the entrepreneurial culture fades, flow of ideas is constrained by bureaucratic processes. The book carefully avoids answering this question and is quite justified in doing so; the reason is that organizational design is not as straightforward as in theory.

The structure becomes naturally hierarchical once a product requires increased number of employees. Span of Control It refers to number of direct reports per manager.

A broader span-of-control helps in improving the overall efficiency by reducing the overhead costs of middle management.

However, it also requires transferring more authority to employees and designing independent job descriptions. Smart Creatives A smart creative is knowledgeable in multiple domains: In short, the employee is assisted to grow in the organization using the Situational Leadership model.

Culture It is the unwritten norms, rules and values shared between all employees. Usually the culture is an afterthought, when the company is already financially successful and has perhaps gone through its growth in size, and culture is concocted by Human Resources.

What most companies do not realize is that while the founders facilitate the initial product success, the culture helps in scaling the organization and its products.

Google’s Strengths (Internal Strategic Factors)

Google's culture can be attributed as follows: The employees would pre-submit their questions, which would be voted by other employees, and then the most voted concern would be addressed by management.

Values conscious and affective desires of organization Limit Bureaucratic framework, since it kills ideas. The environment should enable meritocracy, by giving voice to conflicting opinions.

An important aspect is to build a self-sustained campus similar to university style, close proximity of co-workers is encouraged by providing world-class food on-site. It naturally encourages the employees to mix-up and share ideas. Google also encourages culture of collaboration with less control through process and bureaucracy.

Empowerment amount of ownership felt by employees Responsibility: Since hiding, bad new will only defer the consequences of dealing with an imminent failure.

A general cultural slogan: Divas are exceptional employees with difficult egos but they bring high value to the team. Knaves on the other hand are self-serving employees who are rather pessimistic.Search the world's information, including webpages, images, videos and more.

Google has many special features to help you find exactly what you're looking for. Google‟s philosophy encourages its employees to think hard, work hard, and play hard. Indeed, Google proves to have a unique work culture that helps to attract and retain the workers that will fit in well with its philosophy.3/5(2).

Bahasa Indonesia. ORGANIZATIONAL CULTURE IN GOOGLE INC. INTRODUCTION. Organizational culture has a strong impact on organization and management, which emerges from its .

Organizational and strategic analysis of GOOGLE 1. Organizational Analysis By, DIVYALAKSHME.A KIRUTHIKA.N 2.

Google organization analysis

Introduction Google is a Delaware corporation with its headquarters located at Mountain View, California. It was found in by Larry Page and Sergey Brin. It is the best Internet search engine technology provider.

ORGANIZATIONAL CULTURE IN GOOGLE INC. or change the way things are done in Google to please Wall Street. ANALYSIS by Etizoni organization, then Google including normative organization. Noting that the analysis is done on Google’s Indian subsidiary, there is no appropriate theory than that of the cultural dimension theory, judging that the theory was structured to observe the interactions between the national culture and the organizational culture.

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