Its leaders have particularly taken care of certain things like people are assigned to the tasks they are interested in and that they can learn continuously.
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. It creates an environment of trust that makes employees happy and keeps them satisfied. Google is also known for being employee oriented.
The company is now much larger than it was when the organizational culture first developed, forcing some changes to the original model. Moreover, Google leaders recognize that company culture is not about the mission statement or how much revenue was brought in in the past year.
Breaking the chains of organizational structure. In this way, it does not just engage its employees better but ensures that the best ideas find their way quick to the table. Brand of the employer as DNA of corporate culture of service company.
It also aims to provide its employees with continuous learning and growth. One of our core values is always growing.
It has also garnered a reputation worldwide as being one of the coolest companies to work for. You could also hold monthly office competitions. Of course not every company has to adopt the same organizational structure.
For instance, the company groups employees for developing Pixel devices. Google has also seen success based on its strong culture.
This leaves Google in the fortunate position of being able to pick and choose only the brightest minds. Apart from inclusion ad diversity, Google has enacted a number of policies that aim to create an employee friendly work environment.
In addition, Google now offers stock plans and higher wages that have brought its compensation package into the same range as other companies in the same industry.
It has used several channels to encourage interaction and collaboration between the people. Remember that skills can be taught.
Organizations that have established a strong culture have seen success in the market and built a strong reputation for themselves. In essence, the structure and the culture interact to influence the capabilities and cultural characteristics of the organization. When you treat people that way, you get better productivity.
Creative thinking underlies innovation and Google does everything to inspire its employees to think creatively. Not just perks and benefits, Google cares its best that none of its employees feels left out or undervalued.
Determine what works best for your business and what type of culture will make your employees happiest. At these meetings, employees can pitch new ideas and projects directly to the top executives.
Being a great leader is, in large part, about honesty and humility. Apart from hiring the best and managing them well, it also plays and active role in the formulation of employee friendly policies. About the author of this post Mary Blackiston. 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.
However, the best thing about Google is that it has used the best mix of perks and benefits to create job satisfaction for its employees. The better that team members get along with one another, the happier and more productive they will be when they are at work.Google is one of the few companies that successfully combine technological innovation with a strong organizational culture.
CASE STUDY. Google (NASDAQ: GOOG) is one of the best-known and most admired companies around the world, so much so that “googling” is the term many use to refer to searching information on the Web.
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.
Google has created many significant products through this emphasis on innovation, including the Google search engine, Google Maps and the Google Chrome Web browser. The company is now much larger than it was when the organizational culture first developed, forcing some changes to the original model.
The company’s dominant position is attributable to the synergistic benefits of its organizational structure and organizational culture. Google’s organizational structure supports the company’s organizational culture to maximize innovation.
The founder of the company Sergey Brin and Larry Page have missionary keenness with regard to organize the worlds information and make is assessable to the world this permeates the organizational culture enthusing others in the Google mission, this mission is the center strength of the company (Edwards, ).
When learning about Google’s culture, one of the people you need to know of is Laszlo Bock. He is the head of People Operations, known by many companies as ‘Human Resources’.
People operations are where science and human resources intersect. And it’s what keeps Google a top performing company.Download