Integrating Culture and Diversity in Decision Making:
The CEO and Organizational Culture Profile

Sallie Holmes-Gray

Dr. Danielle Camacho

Leadership & Organization Behavior

July 28, 2013

Introduction
In my research I will description of Google. It will give the description of the culture and factors of the organization. The aspiration of the organization and what need to be done when and if changes is needed in case of a decline in demands is needed.

Integrating Culture and Diversity in Decision Making: The CEO and Organizational
Culture Profile

Google was founded by Larry Page and Sergy Brin in 1998. This company offer products beyond it search. The most striking thing about Google is its internal consistency. This organization is overbuilt to be stronger than it has to be. Its extravagance talent and skills are allowing it crucial flexibility the ability to experiment, to try many things at once. It is a gauging phrases appearance on a WEB page. The meaning of culture is the learned and shared way of thinking and acting among a group of people or society. The culture of this company is to maintain the openness often associated with startups. The hiring of people for the organization are the ones who are smart, very determined and have the ability to out weight experience. Google couture revolves around their mission to make it accessible and useful throughout the world. They live and breathe a culture of openness. Google culture is to encourage an atmosphere that fosters personal and professionalism that is part of its company. Based on unprecedented access to the highly secretive “Googleplex” acclaimed the NY Times columnist. (Stross, 2008). Culture: the totality of socially transmitted behavior patterns arts, beliefs, institutions, and all other products of human work and thought. (Saaty, 1995). Google showed it cultural by the way their openness does the hiring of new employees. The mission that Google represent is one of their biggest cultures. It has the ability to get people to work that knows how to do things. As ambition a Google’s goal are the 68 percent of al l Web searches and growth, profit that are the envy of the business world. (Levy, 2011). Part of Google culture is the ideal that they can and will make a big difference. Google has come a long ways. One big factor for Google is the company’s willingness to fail. The company’s Engineer Departments are free to experiment new services and they are free to go public with any and all of their features. The factor in which this organization to embody is job enrichment because it’s a way of building more motivator factors into job contact. It involves planning and evaluating duties normally done by supervisors. (Schermerhorn, Oshorn, Udl-Bien, Hunt, 2012). Another factor is that most motivating to people is the pursuit of a dream. The leader of Google has to be one that is truly leaded by example. Leadership, however, is defined as the art of getting others to want to do and what must be done. (Lewis, 1995). Every leadership style is owned by the way behavior and methods that they use to work. Therefore, the leadership style that Google need is a person who show’s two types and they are (1) Transformational Leadership which provide motivation to the group. Another one is someone that uses the participation leadership traits, which is a leader who is responsible for taking and seeing that the final decision is demand that the organization group he or she is leading for it gives ideals in order to help influence a decision. In any given situation, you must be interact with a person or a group to be able to specify what work is to be done and it must get the team together excited about doing the work.

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Conclusions The changes in culture for Google would need to be the need to focus on people instead of their products in order to remain in relevant. Google would need to re-learn how to stay a flow of the market-understanding and to keep their customer’s need intact. The understanding leverage of knowledge delivery and connection is the key. The learning of change from one moment to another is engaging with their customers about the results of adapting and innovating of change. The framework for continuous connectivity is the main factor of change in a declining in demand.

References
Lewis, James. (2008). Mastering Project Management. 2nd ed., McGraw Hill, New York, NY
Levy, Stevon (2011). In The Plex. Simon & Schuster, Inc., New York, NY
Saaty, Thomas R. (1995). Decision Making for Leaders. RWS Publication, Pittsburgh, PA
Schermerhorn, Jr., John R., Osborn, Richard N., Uhl-Bien, Mary, & Hunt, James G. (2012). Organization Behavior, 12 Ed., John Wiley & Sons, Inc., Hoboken, NJ
Stross, Ransdall, (2011). Plant Google, Chronicle of Higher Education, Vol. 57 issue 18, pB11- PB11-B13, 3p, Article

Appendix
Title Page, numbered page 1
Introduction, numbered page 2
Text, numbered page 3
Conclusion
Reference
Appendix