... It is important to be aware of your company's organizational structure because it reveals information regarding who has authority over whom; how and why a company divides the workload by specific people and by groups/teams. Understanding your organizational structure can also reveal important cross-functional relationships to coordinate work efforts for optimum results. It can show where breakdowns can occur in the hierarchy and assist in developing solutions for increased accountability. In this paper, we will discuss and describe the organizational structure of Google and compare their organizational structure to the organizational structure of two other fortune 500 companies, Boeing and Microsoft. We will evaluate how organizational functions (such as marketing, finance, human resources, and operations) influence and determine the organizational structure of your selected organization. Finally, we will explain how organizational design (such as geographic, functional, customer-based, product, service, hybrid, matrix, marketing channels, and departmentalization) determines why each organizational structure works for that company’s needs. Organizational Structure Organizations are designed and structured in such a way to best meet their needs and goals. How an organization is setup can directly impact how successful the organization is in achieving those goals. Without an appropriate organizational structure, a business will not succeed. Organizations large...
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...Organizational culture is the essence of any company. It is the way a company separates themselves from the market and especially, from their competition. According to an article in Business Insider, “Corporate culture is the personality of a company and it can’t be faked” (Schawbel, 2013, Cultural research section, para. 1). For the purpose of this paper, I will be investigating the corporate culture of Google Incorporated. Google was founded in 1998 by Larry Page and Sergey Brin who met at Stanford University in 1995 (Google Company website). What is Google’s organizational culture? Google’s organizational culture is represented in several ways which include their management structure, and their public transparency, their treatment of employees, etc. Below is an excerpt from an article in Business Insider: Employees are offered free cafeteria food and there’s a flat management structure. They have also made their company’s core values public. The company founders still do busy work, including keeping the cereal fresh in the cafeteria. Google is constantly getting feedback from employees and even has their own tool called Google-O-Meter to gauge the popularity of employee suggestions. In addition, they have “culture clubs”, which are groups of employees who come together to talk about culture issues within their country or office and how to improve things. Google is a special place to work because the way they design their office spaces and groups is that you feel like you’re...
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...percent of the company’s totals shares after its initial public offer held in 2004 (Schawbel, 2013). From the onset, the company’s mission statement was to gather and make information universally accessible to all people around the globe. Over the years, Google has become very popular for its insistence on identifying the best technological minds in the market as well as valuing its employees. Google culture The organizational culture at Google can represented in several ways including public transparency, management structure, and how it handles its employees. According to the Business Insider, Google offers free food to its employees, and uses a flat management structure. This type of management reduces middle level hierarchy in the company’s management, therefore ensuring that there is a direct contact between the top management and lower rank employees. This is evidenced by the fact that the founders still work in the company in various positions including serving other employees in the cafeteria. Although this type of organizational structure is considered exceptionally wide, it has brought Google many advantages. The company also keeps its core values open to the public for judgment based on the same. Since its inception, the company has adopted a policy of encouraging its employees to air their views using a tool known as Google-O-Meter. When there is an issue to be discussed in the company, all employees are given a chance to air their views. The...
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... It is important to be aware of your company's organizational structure because it reveals information regarding who has authority over whom; how and why a company divides the workload by specific people and by groups/teams. Understanding your organizational structure can also reveal important cross-functional relationships to coordinate work efforts for optimum results. It can show where breakdowns can occur in the hierarchy and assist in developing solutions for increased accountability. In this paper, we will discuss and describe the organizational structure of Google and compare their organizational structure to the organizational structure of two other fortune 500 companies, Boeing and Microsoft. We will evaluate how organizational functions (such as marketing, finance, human resources, and operations) influence and determine the organizational structure of your selected organization. Finally, we will explain how organizational design (such as geographic, functional, customer-based, product, service, hybrid, matrix, marketing channels, and departmentalization) determines why each organizational structure works for that company’s needs. Organizational Structure Organizations are designed and structured in such a way to best meet their needs and goals. How an organization is setup can directly impact how successful the organization is in achieving those goals. Without an appropriate organizational structure, a business will not succeed. Organizations large...
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...Integrating Culture and Diversity in Decision Making: The CEO and Organizational Culture Profile Bus 520: Leadership and Organizational Behavior April 29, 2013 Organizational culture is the essence of any company. It is the way a company separates themselves from the market and especially, from their competition. According to an article in Business Insider, “Corporate culture is the personality of a company and it can’t be faked” (Schawbel, 2013, Cultural research section, para. 1). For the purpose of this paper, I will be investigating the corporate culture of Google Incorporated. Google was founded in 1998 by Larry Page and Sergey Brin who met at Stanford University in 1995 (Google Company website). What is Google’s organizational culture? Google’s organizational culture is represented in several ways which include their management structure, and their public transparency, their treatment of employees, etc. Below is an excerpt from an article in Business Insider: Employees are offered free cafeteria food and there’s a flat management structure. They have also made their company’s core values public. The company founders still do busy work, including keeping the cereal fresh in the cafeteria. Google is constantly getting feedback from employees and even has their own tool called Google-O-Meter to gauge the popularity of employee suggestions. In addition, they have “culture clubs”, which are groups of employees who come together...
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...Question 1: Select a company of your choice and describe the organizational structure. Explain why the structure meets its operational needs. As the company grows and move ahead in the future, propose what kind of changes is needed in the organizational structure. Organisational Structure refers to the way work and power is divided and the process whereby individuals within an organisation communicate and coordinate in order to direct workflow. It is also divided into four elements, span of control, departmentalization, formalization and centralization. As a company in the IT trade, Google has to adapt to a fast-paced and ever-changing environment. They have also been expanding into other markets such as making operating systems for cell phones and even making the hardware themselves. Thus, an organic structure is best suited for the needs of Google. The Economist (2010) supports this claim as the two founders, Larry Page and Sergey Brin, mentions Google as not a conventional firm, hinting that Google adopts an organic structure for itself as opposed the traditional mechanistic structure. Span of control refers to the amount of people directly reporting to the next level. Google works by having many cross-functional teams (Treasure Valley Business, 2013), to handle the various projects and endeavors in which the company undertakes. Levis (2009) talks about Google being a company strictly for Alphas and the founders' tried to hire only the best people possible. Thus, most...
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...Organizational Impact Paper Raul Vargas Jr. OI/361 The rapid technological changes and global forces are sending a very clear message to every business organization: Innovate or dye. Organizational structures can easily hinder or foster innovation. Potential pitfalls can derive as a result of deeper factors embedded in a firm’s organizational DNA. Without a doubt, innovation is the key driver of value creation if companies want to remain on the competitive edge. Although there is no perfect organizational structure for every innovation environment, different types of organizations work successfully under different circumstances. Three different types of organizational structures will be in discussion: the functional, divisional, and the matrix structure as well as the potential impact that innovation can bring on strategy, process, product or services within each organizational structure. The functional structure is built on a strong hierarchy in which each employee’s position and function are clearly defined with a specific role to perform. This structure is the most formal and bureaucratic because it follows a strict chain of command. Among the different types of organizational structures, a functional structure works very well in organizations that do not change their work functions and methods frequently. However, large organizations with this structure demands for a very powerful management for internal conflicts resolution, and issues...
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... Page Introduction 11 1.1a Compare and contrast different organisational structure 11 to 14 1.1b Fords organisational structure 1.1c Google’s organisational structure 12 1.1d Comparing organisational structures 1.1e Compare and contrast different organisational culture 13 1.1f Ford’s organisational culture 1.1g Google’s organisational culture 1.1h Comparing the organisational culture 14 1.2a Relationship between organisational structure and culture 14 1.2b Impact on the performance of a business 1.3 Factors that influence behaviour at work 15 2.1a Effectiveness of different leadership styles 15 to 16 2.1b Ford’s leadership style 2.1c Google’s leadership style 2.1d Comparing leadership styles 16 2.2 Organisational theory 16 2.3a Different approaches to management 17 to 18 2.3b Ford’s management approach 2.3c Implications of Ford’s management approach on Martin Air Con 2.3d Google’s management approach 2.3e Implications of Google’s management approach on Martin Air Con 18 3.1 Different leadership styles and effects on motivation ...
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...Giant Innovator Lawrence and Han Nway Oo Team Chimpanzee Yonsei University Apple: The Giant Innovator In only a few years, Apple has grown to become the leading brand for phones, laptops, and mp3s among other technological devices. Macbook, iPhone, iPad, and iPod, the inventions and properties of Apple, are dominating and influencing the mind of teenagers and even the elders alike with its advanced functions and applications that aren’t replicable by brands. Apple’s attainment in this century has led the people to wonder the reason behind its achievements. What kind of organizational and corporate structure does Apple pursue to possess the successes? How does Apple motivate its employees in the work environment? Some give credit to the innovator of Apple, Steve Jobs, whose unorthodox style of leadership is the foundation of the company’s management. Although Apple’s organizational structure, corporate culture may seem to be a new style of management, it is inherently a cultural approach. In addition, it is Steve Jobs who is at the top of the chain of command reinforcing cultural management through his leadership, pursuit of skilled employees, and his firm grounding of corporate culture. Apple is a US-based consumer electronics company known for its ability to come out with path-breaking products. The work culture, propelled by a passion for new products with no trepidation to challenges and obstacles, exemplifies its intense work ethics. The employees are seen as...
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...Keeping Google googley Session 8 – Corporate Culture and Values Group 8 Numrata Navada, 320 Pankaj Yadav, 321 Prasanth C, 325 Rishit Mehta, 333 Tazeen Khan, 352 Q1. What are the key elements of organizational culture that you notice in the case? ARTIFACTS - Rites of enhancement : Recognition Awards Google Founders Awards - Core Job palooza - Tolerance for failures - “taffe s efe ed to as Google s a d Googley - State of the art recreational facilities •Loose organizational structure and aversion to top down management •An innovation-oriented, change-prone culturet e ty-pe e t ti e fo pe so al p oje ts •Recognition and incentive system based upon innovative thinking •Self motivated employees – All job applicants s ee ed fo Googley ualities a d a ility to innovate . VALUES - Innovation & continuous improvement Small company feel : to foster entrepreneurship Consensus- oriented decision making Cohesion and coordination among departments •Leaders who demonstrate a high degree of trust and see their role as to empower, coach, and remove obstacles – mentors rather than managers •A non-bureaucratic organization •Consensus oriented- Policies can be overridden if 80% of decision makers are in consensus Q2. How is the Google ulture ei g ai tai ed? • Human resource management - The recruitment process is intensive and data driven. Candidates are selected on basis of merit as well as their ability to thrive in the dynamic Googley...
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...Google vs. Facebook Organisational behaviour12/6/2012Durrell carter| GOOGLE VS FACEBOOK ORGANISATIONAL STRUCTURES In this assignment we will explore how Facebook and Google have different organisational structures and how this affects their businesses and staff members. Facebook and Google are both very large companies and have organizational structures which are similar and also different in the ways they structure their businesses. For example David Braginsky who worked for both Facebook and Google over the past five years wrote that "Google is really big. There are multiple teams doing the same thing and don't know about each other. There are teams that strongly believe that other teams should not exist. There are giant sections of Google that have been described as "non-Google" because of culture drift and acquisitions. When you go to the holiday party, you will not know 95% of the people there”. These groups at Google are informal work groups with set tasks working on a set activity to complete for the business with that task being there only goal until they are issued a new one. Also Google really big task groups offer a lots of different skill sets to the organization with the work being spread out and people carrying out lots of different tasks for the organization, performing them at a high level making the division of labour possible. However with Facebook David Braginsky also says that "Facebook is much smaller, and while you won't know everyone (or even...
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...respective organizational structures and cultures need to be identified. According to (BERZINS 2013) Microsoft is a company that is mainly in to software production that was founded in 1974 by Bill Gates and Paul Allen. They sold their first computer language program to MITS Computer who was their first customer. They started with only 3 original employees. It’s a leader in computer software development while it also sells electronic game systems and other computer devices like keyboards, speakers, potable media players etc. It is a global corporation that has sale outlets world wide. Its headquarters is established in Redmond, Washington, USA. (Gregg 2015) The service organization Google Inc. is an American search Engine Company which was founded in 1998 by Sergey Brin and Larry Page who were students of Stanford University. They created creative methods to find and organize large datasets which was called PageRank. This paved the idea toward creating Google Inc. which was initially launched on September 15, 1997. They formally formed this corporation in a friend’s garage in Menlo Park, California. The name Google comes from a mathematical term called “Googol” which indicates number one followed by a hundred zeros. It was originally just an online search firm but today it offers more than 50 internet services. The Majority of internet searchers world wide are handle by them. It is ranked among the top five best places to work. Google’s organizational structure is more horizontal...
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...Chapter 07 - Designing Organizational Structure Chapter 07 Designing Organizational Structure CHAPTER CONTENTS Learning Objectives Key Definitions/Terms Chapter Overview Lecture Outline Management in Action Building Management Skills Small Group Breakout Exercise Be the Manager Case in the News 1 Chapter 07 - Designing Organizational Structure LEARNING OBJECTIVES LO 7-1. Identify the factors that influence managers’ choice of an organizational structure. LO 7-2. Explain how managers group tasks into jobs that are motivating and satisfying for employees. LO 7-3. Describe the types of organizational structures managers can design, and explain why they choose one structure over another. LO 7-4. Explain why managers must coordinate jobs, functions, and divisions using the hierarchy of authority and integrating mechanisms. KEY DEFINITIONS/TERMS authority: The power to hold people accountable for their actions and to make decisions concerning the use of organizational resources. boundaryless organization: an organization whose members are linked by computers, faxes, computer-aided design systems, and video teleconferencing and who rarely, if ever, see one another face-to-face. business-to-business (B2B) network: a group of organizations that join together and use IT to link themselves to potential global suppliers to increase efficiency and effectiveness. cross-functional team: A group of managers brought together from different...
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...Comparing and contrasting the differences in organisational structures and behaviours. 2. Explaining the impact on performance of the business regarding organisation structure and culture 3. Factors that are influencing the individual behaviour at work 4. The impact of different types of leadership in organisations 5. Explaining how organisational theory underpins the practice of management. 6. Evaluating the different approach to management used by different organisations. 7. Discussing the impact that different leadership style might have in organisations in periods of change. 8. Comparing the application of different motivational theories within the workplace. 9. Evaluating the usefulness of a motivation theory for managers. 10. Explaining the nature of groups and behaviour within organisations. 11. Discussing the factors that might promote or inhibit the development of effective teamwork in organisations. 12. Evaluating the impact of technology on team functioning within the organisation. Facebook and Google Organisational Structure One of the most important levels of the organization, are their organizational structure and culture. Although there isn’t enough information given in the organizational chart to determine Facebook’s specific type of structure, we can reasonably assume that it would take on a centralized structure with elements of matrix structure, where the majority of decision making is performed...
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...performing organizations, managers must design an organizational architecture that maximizes the efficient use of resources. This chapter opens by examining the four critical factors that help managers to determine the most appropriate organizational structure their organization. Next, it discusses three components of organizational design: job design, grouping jobs into functions and divisions, and the coordination of functions and divisions. The chapter closes with a discussion of integrating mechanisms and the growing popularity of global strategic alliances and business-to-business network structures. LEARNING OBJECTIVES 1. Identify the factors that influence managers’ choice of an organizational structure. (LO1) 2. Explain how managers group tasks into jobs that are motivating and satisfying for employees. (LO2) 3. Describe the types of organizational structures managers can design, and explain why they choose one structure over another. (LO3) 4. Explain why managers must coordinate and integrate between jobs, functions, and divisions as an organization grows.(LO4) LECTURE OUTLINE MANAGEMENT SNAPSHOT: MICROSOFT CENTRALIZES TO MEET GOOGLE’S CHALLENGE Microsoft has been working hard to compete with Yahoo and especially Google, which are developing innovative Web-based software products to attract broadband users. Because Microsoft’s managers realize their decision making is slowed by its decentralized structure, they have decided to reorganize. Seven...
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