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Organizing Paper; Google
MGT/330 Management Theory, Practice, and Application

Preface Google is one of largest search engine organizations in the world. What began as a small search engine within Stanford University grew into the multi-million dollar company Google. The company began as the brainchild of two Stanford Computer Science student, Larry Page and Sergey Brin. Originally, the search engine was named Backrub (Google, 2011). After graduating, the pair changed the company name to Google. In 1998 the first Google website went live. Aside from the relatively quick rise of the company, the organizational structure of the company is impressive. Google is number four on Fortune’s “100 Best Companies to Work For” in 2010 (CNN, 2010). Two areas in which Google’s leadership has succeeded are technology and human resources. The following is an in-depth look at how Google has organized the human resources aspect and how this organization has affected the company’s culture and employees. In addition, the company’s use of technology is analyzed and how this use has contributed to the success of the organization.
Organizing People There are four functions of management: Planning, organizing, leading, and controlling (Bateman and Snell, 2009). The way an organization organizes the people it employs and how the company’s human resource department deals with the employees is a huge portion of the organizing function of management. Without people there would likely not be a company so it is vital that an organization has a strong sense of how to deal with employees. Google has a unique philosophy when it comes to dealing with those it employs. The human resources department difference at Google is apparent even during the interviewing process. When a candidate enters the hiring manager’s office there is often a normal chair and a beanbag and the individual who

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