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6 do you view google s distinctive governance structure corporate culture and organizational process

It has also garnered a reputation worldwide as being one of the coolest companies to work for. One of the reasons why so many people long to work for Google is because of its unique company culture.

The corporate tech giant is famous for treating its employees like gold and providing them with innumerable perks in a laid-back, fun work environment.

  1. Perhaps surprisingly, they do not really care about GPAs. In a nutshell, its awesome company culture attracts top talent and leads to happy employees.
  2. You could also hold monthly office competitions.
  3. Happy employees translate to higher productivity and less turnover. Embrace Transparency At Google, employees are encouraged to ask questions and speak their minds.
  4. This leaves Google in the fortunate position of being able to pick and choose only the brightest minds.

This leaves Google in the fortunate position of being able to pick and choose only the brightest minds. In a nutshell, its awesome company culture attracts top talent and leads to happy employees.

Happy employees translate to higher productivity and less turnover.

  • Design Thinking and Organizational Culture;
  • Breaking the chains of organizational structure.

Which ultimately leads to higher profit and greater overall success for Google. Moreover, Google leaders recognize that company culture is not about the mission statement or how much revenue was brought in in the past year. My guess is that Googlers have hired, and continue to hire, individuals who share those same values.

This can help set some parameters to measure both individual and company success. Team members are encouraged to bring up our core values in group discussion or chat, whenever relevant. One of our core values is always growing. Hire Based on Character, Not Skill-Set As of July 2015it was reported that Google receives around three million job applications per year, on average, and only hires around 7,000 of those applicants.

So what does this mega selective company look for in its candidates?

  1. In a nutshell, its awesome company culture attracts top talent and leads to happy employees. The case of Google is an example of aligning and effectively using corporate structure and corporate culture to achieve strategic objectives in developing competencies for business growth.
  2. Brand of the employer as DNA of corporate culture of service company.
  3. You could also hold monthly office competitions.
  4. You could also hold monthly office competitions. In essence, the structure and the culture interact to influence the capabilities and cultural characteristics of the organization.

In his book, Work Rules, Laszlo Bock explains that they search for people who are fun, intellectually humble, conscientious and comfortable dealing with the unknown. Of the many things that they look for, Google also looks for work ethic more than IQ level. Perhaps surprisingly, they do not really care about GPAs. Remember that skills can be taught. A forward-thinking, innovative mentality is essential to business growth and longevity.

Determine what works best for your business and what type of culture will make your employees happiest. Embrace Transparency At Google, employees are encouraged to ask questions and speak their minds. Provide and seek constructive feedback on a regular basis. Instead of guessing, ask questions if you are unsure about something.

What Every Company Can Learn from Google’s Company Culture

Make a big mistake? Instead of hiding the evidence or shifting the blame, own up to it. Transparency from the top to the bottom is key to any successful business. Being a great leader is, in large part, about honesty and humility. And the more honest a leader is, the more trust and loyalty employees will have in both the leader and the company. The trickle effect is also very powerful.

If leaders of a company are transparent, more likely than not, their subordinates will be, as well. You could also hold monthly office competitions. Get your team outside of the office every now and then and go on a hike—or maybe hold a scavenger hunt downtown.

The point is not what you do or where you do it—what matters is that team members get to know one another, and bond, outside of the office setting. The better that team members get along with one another, the happier and more productive they will be when they are at work. Create Shared Leadership Google is also known for its start-up mentality and flat organizational structure, which means that there are few or no levels of middle management.

In meetings, people in upper management roles should not be the only ones talking.

Google’s Organizational Structure & Organizational Culture (An Analysis)

Make sure that everyone has a chance to contribute. Be Open to Change The flat organizational structure that Google is renowned for encourages all employees to speak up and vocalize their points of view. This means that if a lower-level employee has an opinion about something, he or she can bypass middle management and go straight to the CEO. Of course not every company has to adopt the same organizational structure.

  • Instead of hiding the evidence or shifting the blame, own up to it;
  • Characteristics of organizational structure relating to hybrid competitive strategy;
  • Design Thinking and Organizational Culture;
  • And as an employee, this means not being afraid to make your voice heard;
  • So what does this mega selective company look for in its candidates?

What matters is remaining open to change, however that may be. Once a company becomes set in its ways, it is much harder to make amendments and evolve down the line. Allow your business to prosper by prioritizing the continual advancement of your company and employees.

  • When you treat people that way, you get better productivity;
  • Hire Based on Character, Not Skill-Set As of July 2015 , it was reported that Google receives around three million job applications per year, on average, and only hires around 7,000 of those applicants;
  • And the more honest a leader is, the more trust and loyalty employees will have in both the leader and the company.

As a leader, this means not only being open to new ideas, but also encouraging them. It means examining the processes and procedures that are currently in place and wondering how they can be improved upon. And as an employee, this means not being afraid to make your voice heard. When you treat people that way, you get better productivity.

About the author of this post Mary Blackiston.