Organizational Culture of Google
Professor: Dr. Stephanie Hoon
BUS 520 Leadership and Organizational Behavior
August 24, 2014
Sergey Brin and Larry Page who were PhD Students at Stanford University met in 1996 and they came up with the idea of starting a search engine that they named BackRub. However on 14th September 1997, the two students renamed this search engine to Google and in the year 1998 this organization was launched officially. The term Google was derived from the word googol which refers to digit one (1) followed by hundredth (100) zeros. Studies show that, Google receives millions of users on daily basis and it is estimated that this organization is worth billions of US dollars. In addition to this, Google has proven to be among the leading organizations with diverse cultures and has been named as the best performing organization that ingrates Culture and Diversity in Decision Making process. Some of the Awards that have been given to Google include: Hispanic Bar Association of Orange County, Organizational Excellence Award, and Diversity in IT Award, UK IT Industry Award, and National Association of the Deaf Accessibility Award among many other Awards. Google’s Culture
The bottom line of Google’s success across the globe stems from the culture that has been developed by the key stakeholders in the organization. It is indeed quite evident that, Google has grown considerably since 1998 when the company was officially launched and currently, its employees are more than 200, and come from all parts of the globe. I will examine Google’s culture of ethical standards and behavior as well as observable organizational policies in the Company. Although Googlers share common goals and visions for the company, Google hail from all walks of life and speak dozens of languages, reflecting the global audience that Google serve. And when not at work, Googlers pursue interests ranging from cycling to beekeeping, from frisbee to foxtrot. The culture of ethical standards and behavior in Google
Typically, employees of Google Company are smart people and coming from various parts of the globe, they speak different languages and their cultures vary. As a matter of fact, these employees are expected to serve all customers without any favor or discrimination, thus “Don’t be evil” is key to Google’s stakeholders, members of staff and all employees working for Google Company. This statement is very vital to Google Company and it is expected that, everyone working in the Company as well as other members of staff should respect one another and above all honor those laws and guiding principles that have been established in the organization especially when it comes to the entire process of decision making (Weber, 2008).
In addition to that, clients’ information is vital in the Company and the company expects every employee and other members of staff to ensure that customers’ information and data is given adequate protection from unauthorized access. The company expects that, all its employees maintain high levels of integrity at all time and any employee or staff member who is found to have jeopardized his work by exposing clients information and data to unauthorized access is held liable for all the damages caused will be forced to pay for the ultimate price of his negligence of duty (Schermerhorn, 2012). If there was ever a decline in the web searching service, Google will have to adapt to the new demand. This is why it important for them to strive to hire the smartest and the brightest within the field. Google has the employees to adapt to a decline in the web searching service, the employees that they currently have and will be able to hire will be able to adapt to any other business that Google wants to become during this decline.(Bulygo, 2013)
Furthermore, protection of Google’s assets is very important to all employees and staff members of this company. It is...
References: Flamholtz, E., & Randle, Y. (2011). Corporate Culture: The Ultimate Strategic Asset. Palo Alto: Stanford University Press.
Frost, P. J. (2009). Organizational culture. Beverly Hills u.a: Sage Publ
Schein, E. H. (2010). Organizational culture and leadership. San Francisco: Jossey-Bass
Schermerhorn, J. R. (2012). Organizational behavior (12th ed.). Danvers, MA: John Wiley & Sons, Inc. `
Weber, S. (2008). Organizational behavior - Google corporate culture in perspective. München: GRIN Verlag GmbH.
Bulygo, Z(2013, Feb 11) Insidw google ' culture of success and employee happiness.[Web Log Post]. Rettirved from http://blog.kissmetrics. com/google-culture-of-success/
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