Google’s organizational culture, communication, nature of authority and motivation, and virtual elements positively influence the behavior of its employees. Organization culture refers to the values and actions that encompass or reflects the underlying behavior of the people infirm.
We’ll even meet a 3-hour deadline. Organizational behavior refers to the study of employee behavior and conducts within a firm. Firms operate as open systems with different parties competing for interest. An understanding of the impacts of management decisions on the conduct of humans in organizations is a crucial aspect of the study.
Organizational charts only tell part of the story, so the Google research team focused on groups with truly interdependent working relationships, as determined by the teams themselves. The teams studied in Project Aristotle ranged from three to fifty individuals (with a median of nine members).
In this aspect, Google has managed to enhance its product development needs by establishing creative freedom to promote innovation and positive behavior among the employees. Besides, the company’s culture promotes trust and honesty in the organization.
The first step in answering this question of “what makes an effective team?” is to ask “what is a team?” More than an existential thought exercise, actually figuring out the memberships, relationships, and responsibilities of individuals all working together is tough but critical to cracking team effectiveness.
Once they understood what constituted a team at Google, the researchers had to determine how to quantitatively measure effectiveness. They looked at lines of code written, bugs fixed, customer satisfaction, and more.
Using input from executives across the globe, the research team identified 180 teams to study (115 project teams in engineering and 65 pods in sales) which included a mix of high- and low-performing teams.
With all of this data, the team ran statistical models to understand which of the many inputs collected actually impacted team effectiveness. Using over 35 different statistical models on hundreds of variables, they sought to identify factors that:
Organizational behavioural scientist Amy Edmondson of Harvard first introduced the construct of “team psychological safety” and defined it as “a shared belief held by members of a team that the team is safe for interpersonal risk taking.” Taking a risk around your team members may sound simple.
Google’s ranks and sphere of authority are influence by the cross-functional and team-based organization. The management has a different approach to the management of employees and defining the line of authority. Operations at the company are completed in cross-functional groups. Under this system, the employees become an integral part of decision-making by encouraging their participation. The nature of authority designed at Google creates an analogy that all employees have an essential role to play in the company’s success. Recognizing the contribution of employees promote motivation and satisfaction of the employees at the company. Therefore, it creates an avenue for open dialogue with line-employees on aspects of human resource that needs improvement.
The strategic plans designed by an organization influences the behavior and attitude of employees. This essay used Google Corporation to understand the implications of various factors on workers. Google has a culture of openness and innovation, which facilitates open communication and motivation among the employees. The company has emerged as the most attractive employer because it offers hefty perks to the employees. Most strategies adopted by the company are geared toward fostering social skills, encouraging dialogues, and nurturing an environment of trust and honesty. Google has created a culture that promotes change and recognizes the contribution of employees in meeting the corporation’s objectives. Therefore, the discussion demonstrates that Google, the structural decision made by Google, positively influences the behavior of its employees.
Information technology has enabled the organization to conduct its business on virtual platforms. Google has significantly invested in collaborative technologies, which allow employees to work from a remote location. A significant proportion of employees at the company operates in the organization’s telecommuting channels. Google has continued to support employees working from home to ensure that the organization provides its goods and service to customers in the most convenient and timely fashion. However, most operational needs are accomplished by workers stationed in various offices around the world. Telecommuting is not an accessible mode of working but represent a growing domain in the company’s operational mix.
Google encourages the use of both written, verbal communication in the course of its activities. Communication is an essential process that facilitates the coordination of activities and reporting in an organization. It plays a critical role in relaying critical information necessary for decision-making and adapting to changes. The management of the organization uses written modes of communication to reach its employees. Google uses emails, memos, letters, and other forms of written means to engage employees. Besides, verbal communication represents a vital aspect of the communication mix. The company has a culture that encourages transparency and open communication among employees of pertinent issues related to work. The company’s flat organization structure promotes dialogue between employees through informal and verbal means (Ahmad, Ismail, Rani & Wahab, 2017). Each of the modes of communication plays an integral role in coordinating various activities in the organization.
Organization culture refers to the values and actions that encompass or reflects the underlying behavior of the people infirm. There are different types of cultures based on accumulated knowledge, relations, and attitudes of the people. Firstly, pluralism refers to a setting where smaller groups and individuals characterize the culture. In such an organization, there is no single prevailing culture, but general relations depend on coexistence among different smaller cultures. Then, dualism refers to a culture setting consisting of two dominant cultures. The third category is called the salad bowl, which means mixing of different subcultures by not merging. Google’s culture reflects aspects of pluralism since the company promotes diversity and respect personal beliefs.