...Organizational Climate Ashley Hoormann, Brandy Harris, Lisa Maligranda, Renee Lemus, Reena Byers MGT/312 August 10, 2015 Robert Muliero Organizational Climate The Fortune 100 is a compiled list of the top 100 companies to work for. According to "100 Best Companies To Work For" (2015), Google has been named number one for the sixth consecutive year. This paper discusses the research found by learning team B regarding amplifying effect, pro-social behavior, positive deviance, and conscious capitalism. Amplifying Effect Google has been recognized for its extraordinary organizational culture, which is designed to promote both loyalty and creativity (Thompson, 2015). Their informal slogan is "Don't Be Evil," and several of its policies and business decisions are founded on trying to live up to this motto (Topolsky, 2012, January 25). Although it may appear unconventional to practice such an approach in a company atmosphere where revenue is always the ultimate concern, employees state that they feel differently about being employed with Google as opposed to other businesses (Thompson, 2015). Google has still been able to maintain the small business feel that many employees love. Google uses a cross-functional organizational configuration mixed with a distinctive philosophy (Young Peoples Pavillion, 2013, November 10). Their cross-functional organizational structure is more of a group or team approach to administration and is structured horizontally (Young Peoples Pavillion...
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...Organizational Behavior of Google Organizational Behaviors of Google Best Place to Work, and its Organizational Environment BUS 322: Organizational Behavior Sean Davis Professor Edward Miller 4/25/2015 2 Organizational Behavior of Google Where you work is very important because you are there most of your time. When you choose a company to work for organizational behavior becomes a factor, whether you know it or not. Organizational behavior plays a big role in how well the company operates, how great the employees feel and how well the company can be competitive in the global market. If I could choose any place to work at it would be Google. Google is an innovative company that pride themselves on autonomy and diversity. Google is the leading search engine in the world, and also is a leading technological innovation company with many projects that are geared for a more advanced world of living. In 2014 Google was voted one of Forbes lists of best places to work for. It has been on the list for eight consecutive years and also has been on the list for two years as number one. Google was also number one on the Glassdoor list which is made from the reviews of employee's. Clearly I’m not the only one that thinks Google is a great place to work. Google Inc. prides itself in being different. Google has received a lot of attention for its unorthodox organizational culture, which is designed to encourage both creativity and also faithfulness. ...
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...Diversity Issues at Google Inc Author’s Name Institution Diversity Issues at Google Inc Background Information about Google Inc Google Inc., headquartered in Mountain View in California deals in search, operating systems, hardware, enterprise and advertising. The company has more than 47000 employees and offers them among the best total returns packages worldwide. Its advertisement platforms comprise AdSense, AdWords, DoubleClick Google Display, and exchange, while it runs the android operating system. Its enterprise package comprises Google Apps, subsuming Gmail, Calendar, and Google Drive, among others. Larry Page and Sergey Brin founded the company in 1998. The company expands through innovation of new products and acquisition of smaller tech companies and the subsequent acquisition of their proprietary technologies. The company derives most of its revenues from advertising and presently enjoys a dominant position in the global mobile operating platform and in search (Google Inc., 2015). Organizational Behavior Organizational behavior subsumes the individual and group behaviors of an organization and its members as well as the variables under organizational architecture, culture, structure, and processes. These functions distinguish an organization, portray its stance or character, and moderate its effectiveness. Another rationale for organizational behavior is that it plays a pivotal role in supporting the attainment of organizational goals and objectives...
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...Google’s Organizational Behavior Essay Introduction The theoretical and practical thinking about Organizational Behavior (OB) is based on the assumptions that since people are the main asset of an organization, their behavior is decisive for its success or failure. Hence, OB advocates maintain that human behavior must be studied and managed more than any other aspect of the organization. The study of OB is predominant in management science, shaping decisions largely beyond human resources management. This paper will focus on several key issues in OB and will examine how those aspects can be observed by using a real-life example: the Internet giant Google Inc. Organizational Culture and Behavior Organizational culture is a fundamental concept in OB. It describes the set of perceptions and beliefs, which are shared by all members of an organization. Based on those values, people will shape their workplace behavior and partially their job performance. OB research describes seven dimensions of organizational culture: 1. Attention to detail (in terms of e.g. accuracy and analysis) 2. Outcome orientation (focus on outcomes instead of means) 3. People orientation (concern for the effect of organizational decisions on members of the organization) 4. Team orientation (the tendency to divide work among teams rather than individuals) 5. Aggressiveness (the intensity of competition among workers) 6. Stability (focus on maintaining a cultural status quo) 7. Innovation and risk...
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...Organizational Behavior Google Human Capital is a Companies Most Precious Resource Google now has the first position as the most desirable place to work for graduates. In less than a handful of years, Google has developed to be a family of talent people around the world as a “recruiting machine”. The most valuable resource of a company is its people. This is indeed the case when it comes to search engine industry. While Baidu, the Chinese search engine company, is facing a number of strikes this year, Google kept being the most valuable brand name in the world due to their successful recruiting strategy. This report aims at analyzing the elements of success of Google so as to help Baidu solve its problem combing organizational behavior theory with Google’s case. Job Satisfaction Job satisfaction has been defined as a pleasurable emotional state resulting from an attitude and reaction towards one’s job as an important index measured by organizations. Satisfied employees tend to be more productive, creative and committed to their employers, and recent studies have shown a direct correlation between staff and consumer satisfaction. There is a variety of external and internal influences on job satisfaction including culture, management style, employee involvement and employees’ own expectation to their jobs. As we know that Google provide the prefect working condition and flexible benefits for their employees to increase their job satisfaction. We will...
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...Google: Organizational Culture Chavonne James Strayer University BUS 520- Leadership and Organizational Behavior May 6, 2013 Dr. Evangeline Jefferson Google Everyone knows the word Google. It is a verb, a noun, and the world's largest search engine. Google has become so popular the verb "google" has been added to the Merriam Webster Collegiate Dictionary and the Oxford English Dictionary, denoted as "to use the Google search engine to obtain information on the Internet." Google is the largest, most commonly used internet search engine in the world. The company opened its doors in 1998 in California with the founders and one employee at the helm. Since then management has also taken Google overseas to countries such as Tokyo and Ireland (Google, 2007). In 1999 Google moved to its current location in Mountain View, California. The company continued to grow adding top employees and being named one of Time magazine's Top Ten Best Cybertech firms (Google Milestones, 2007). This rapid growth is continuing as more options are added and Google continues to develop partnerships domestically and overseas. Although Google’s was created to be the world’s largest search engine, it has expanded in offering many different products to include advertising, productivity tools such as Gmail and Google Docs, Google News and Google Maps. Google is a young company, only being in business for 14 years. Google’s organizational culture...
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...Introduction Google used to look for people with straight-A report cards and double 800s on their SATs to determine if they would be a good fit for their organization but have since moved to more drastic measures to ensure a good match between the employee and Google’s high octane organizational culture. Google has employed personality testing to help them make decisions about hiring by making applicants fill out an elaborate online survey that explores their attitudes, behavior, personality and biographical details going back to high school in an attempt to ensure a good PE fit with the organization. Compare and Contrast Looking at the textbook I selected for this course, Organizational Behavior 10th edition by Kreitner and Kinicki, personality testing is defined as a tool for making decisions about hiring, training, and promotion. The text further points out that personality testing has some issues and constraints. The ideal way to do a personality test is to have a professional psychologist administer the test and interpret the results which are intended to remain confidential. Other issues the textbook noted that are of concern with the personality testing are faking, cheating and illegal discrimination. In reviewing the article titled “Google Answer to Filling Jobs Is an Algorithm”, published in the New York Times on January 3, 2007, there are some comparisons to the text, but there are also some contrasts as well. Google’s use of personality testing is in line...
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...in Decision Making: The CEO and Organizational Culture Profile Tracee D. Smith BUS520-Leadership and Organizational Behavior Dr. Thomas Schfefer May 4, 2014 Organizational culture is the shared set of beliefs and values within an organization this is the way that a company separates itself from their competitors company culture not be made up or faked. . (Schawbel, 2013) In this paper I am going to investigate the corporate culture if Google Incorporated. Google was founded in 1998 by Larry Page and Sergey Brin who met while attending Stanford University in 1995. What is Google’s organizational culture? Google’s culture is represented in several ways which include their managerial structure, the way that the treatment of employees. The culture that Google has developed is one of openness and being a company of progression, which making the employees the center of this progression. . (Schawbel, 2013) The organizational culture at Google can be described to be Google’s main focus is to continue to make progress through employee comfort and satisfaction. Google is a company when the founders still do the work that the lower level employees do. With the company having a flat organizational structure which gives the lower level employee’s the opportunity to make decisions about the direction of the company. (Google Company Website) Google has embodied this culture because they wanted to have their focus be on their employee’s. Google knew that they wanted to be different...
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...Google’s Organizational Behavior and Communication Lisa Delgado COM/530 Communications for Accountants April 16, 2012 Ismael Hau-Rosa Google’s Organizational Behavior and Communication Google, Inc., a worldwide renowned search engine company that offers an array of project applications, including Internet search, cloud computing, and advertising, uses its espoused values to align with its enacted values. Google understands that the communication within its organization is strongly determined by their organizational culture. In developing a very distinctive and influential culture, such as Google’s, it allows their employees to be innovative and creative and they embody the company’s values and share the same aspiration for an unlimited amount of information. Since Google began in 1996 and became incorporated in 1998, Google’s mission is “to organize the world’s information and make it universally accessible and useful.” Google’s espoused values have been an intricate principle for the company because it has created a high standard of how top management envisions how the company should run. Google clearly presents its values with allowing casual dress code and encouraging employees to communicate upwardly with upper...
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...Leadership Style Segun Akinyemi Strayer University BUS 520: Leadership and Organizational Behaviors Professor: Laura Poluka Spring, 2014 Abstract The success of any organization depends on the leadership of the organization, it is important to stress how important the effectiveness of a leader is to the organization he is leading. This paper will examine the effectiveness of the Google CEO as a case study, the leadership style and the CEO organizational value. The ethical behavior of a leader can affect the effectiveness of other workers in the organization as the leader in any organization are often seen as an object of emulation by the employee of the company. Ethical behavior of Google CEO shall be review in this paper as well as the significant value that made the leader a successful CEO. Background of Google CEO (Larry Page) Larry Page and Sergey Brin founded Google in 1998, since inception, the company has recorded a growth of over 40,000 employees worldwide, Larry Page co-founded Google while pursuing his Ph.D. at Stanford University and became the first CEO until 2001growing the company to over 200 employees during the period. From 2001 to 2011, larry became the president of product for the company. He holds a bachelor degree in Engineering from University of Michigan and his masters in computer science from Stanford University. Larry was honored with Marconi’s prize in 2004, He is also a member of National Advisory Committee (NAC) of the University...
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...Organizational Behavior Organizational behavior is the study of human behavior in organizations (Schermerhorn, Hunt, & Osborn, Chapter 1, 2008). Organizational behavior helps us to have a better perspective of an individual’s or group’s actions in a particular situation. It also helps in improving the relationships between individuals in the organization, which in turn helps in creating a friendly atmosphere among the members of the organization. Organizational Culture Organizational Culture refers to a pattern of behaviors shared and passed on among the members of an organization. It comprises of the various assumptions, values, beliefs, rituals, language, etc. that people in an organization share. According to Edgar H. Schein, A pattern of shared basic assumptions that the group learned as it solved its problems of external adaptation and internal integration that has worked well enough to be considered valid and, therefore, to be taught to new members as the correct way to perceive, think, and feel in relation to those problems. ("Knowledge Solutions", 2009) Organizational culture distinguishes every organization from others. It creates a sense of identity and uniqueness within every organization. Every employee in the organization contributes to the culture. The way the employees handle situations, the willingness of the employees to work as a team, etc. explain what organizational culture is about. The quality of the staff, how they deal with their clients and with...
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...Organizational Commitment and Communication COM/530 Organizational Commitment and Communication Organizational commitment is necessary for a productive workforce and effective communication. Communication of individuals creates and sustains an organization but the organization expects members to communicate in a certain way, structuring their behavior with expectations and habits (Cyphert, 2007). The communication within an organization can define atmosphere and determine the work culture. Google has an open work culture that encourages individual expression of ideas, creates an atmosphere of acceptance, and treats workers with respect. Even though Google’s open work culture encourages individual contributions there are other leadership styles that would alter the work culture and change group communication. Leadership at Google and the effect of a different leadership style Googles leadership style fosters empowerment of employees allowing employees to come up with innovative ideas and implement them. Google had a 70-20-10 norm for time allocation by employees; 70 percent of the time is for core business of search and advertising; 20 percent to off-budget projects relating to core business; and 10 percent in pursuing ideas of employee’s individual interests and competencies (Manimala & Wasdani, 2013). This leadership style is effective for encouraging open communication within the working group. Googles leadership communicates by offering generous rewards and...
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...Google: Employee Satisfaction MGMT311 Google In 1998 two gentlemen by the names of Sergey Brin and Larry Page founded a company called Google Inc. Eric Schmidt, who is the former CEO at Novell Inc., went to Google in 2001 and is now the CEO there (Piper, 2004, p. 26). The three men still run the daily operations at Google and they have been able to attract and motivate some of the most talented employees in the world because of their ability to leverage the power of organizational behavior (Piper, 2004, p. 26). Even though Google is an Internet powerhouse, I think their real power is from being able to apply theories and practices of organizational behavior. Some of the ways in which Google has become a motivating workplace is through their employee incentive programs and benefits. Some of the programs/benefits they have are things such as five free days of childcare per year, access to a sauna, dry cleaner, and gyms. They also pay out $8,000 in tuition payments and offer a gourmet cafeteria where their employees eat for free. Not to mention the nap room, video game area, and an on-campus oil change service center (Cohn, 2005, p. 66). One of the best things I think Google does is has their employees work in open-floor designs so as not to separate employees from coworkers. This allows for better communication and interaction. Google also places new employees with more seasoned, experienced developers to ensure each employee understand the inner workings of the company...
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...Running head: Organizational Behavior and Communication Paper Organizational Behavior and Communication Paper Jeffrey Kernag University of Phoenix COM/530 Communications for Accountants July 23, 2013 Organizational Behavior and Communication Paper In this paper I will discuss Google’s values, both espoused and enacted. I will also discuss the role communication plays in perception and organizational culture as well as identifying the role of conflict in group communication and how Google could use conflict to improve communication within and among groups. Google’s espoused values are made up of the “Ten things we know to be true” (Google, n.d.) and their mission statement. The ten things they know to be true are: 1. “Focus on the user and all else will follow. 2. It’s best to do one thing really, really well. 3. Fast is better than slow. 4. Democracy on the web works. 5. You don’t need to be at your desk to need an answer. 6. You can make money without doing evil. 7. There’s always more information out there. 8. The need for information crosses all borders. 9. You can be serious without a suit. 10. Great just isn’t good enough.” (Google, n.d.) They use these ten statements as an outline on how to conduct their day to day business for their customers. The other part of their espoused values is their mission statement. The mission statement is defined as “a written declaration of an organization's core purpose and focus that...
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...The Role of Leadership in Shaping Organizational Culture Paetha Michele Thompson Walden University The Role of Leadership in Shaping Organizational Culture Organizational culture is viewed as the “glue” that holds companies together or the foundation the company is built on. According to Schneider, Ehrhart, and Macey (2013) they stated, organizational culture may be defined as “the shared basic assumptions, values, and beliefs that characterize a setting and are taught to newcomers as the proper way to think and feel, communicated by the myths and stories people tell about how the organization came to be the way it is as it solved problems associated with external adaptation and internal integration” (p. 362). To further define, BusinessDictionary.com (2015) defined organizational culture as, “the values and behaviors that contribute to the unique social and psychological environment of an organization”. Leaders must have the ability to establish a culture in which the company is respected in society, and it is through the use of leadership the culture of the organization is passed to employees and the customers it serves. Diversity is another important factor of culture as having a diverse group allows for a variety of ideas to ensure innovation. Kapoor (2011) found it difficult to provide a clear definition of diversity, however she made clear the importance of remembering the cultural context of the organization and the society within which the organization exists to...
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