A New Standard For Company Culture And Success

Google is best in both success and innovation in this world of famous online market and competitive world such as Microsoft. The success and innovation is possible only if a company has a good innovation strategy and organizational culture. Google’s basic assumption is to have satisfied employees, satisfied customers and have a good revenue, market share and profitability.

Increasing productivity and sparking motivation in employees, are challenges that managers, businesses, and organizations have struggled with for centuries. While there are many beliefs about which method(s) yield the best results, and what is considered to be the desired result, a ‘one-size-fits-all’ management technique still does not exist. The current movement in psychology, called Positive Psychology, focuses on what is “right” in an individual, and not on their faults. This basic concept is starting to extend its influences into the workplace, making it seem that Positive Psychology may become the key ingredient corporate culture, and all places of employment alike, have needed to promote success and satisfaction in their lines of work.

To understand the organizational culture of a company, one needs to start by looking at the history. Lakeshore Learning Materials was born from a divorced mother of three named Ethelyn Kaplan, who took a dream and a chance by moving her family to California in 1954 to open a toy store. When she started noticing that teachers were interested in her material, Ethelyn realized that she needed to expand her business into educational materials. 60 years later, Lakeshore Learning Materials has grown into a company with over 2000 employees, 60 retail stores throughout the United States and growing. Lakeshore Learning Materials is currently headed by Ethelyn’s grandsons, Bo and Josh Kaplan. Under the supervision of Bo and Josh, Lakeshore continues to be a leader in the Educational Materials, yet still able to keep the family culture that their grandmother started. Highest quality customer service and hard work are the core values that shape Lakeshore’s Organizational Strategy. These high expectations aren’t hard for employees at Lakeshore because the company is so loved by everyone that works there, that they give nothing less than the best.

Google was created by two young men, Larry Page and Sergey Brin. They combined skills to create the perfect search engine they both envisioned. The now efficient, popular search engine built its image through internet traffic and economically through AdWords. A company as large as Google needs to be efficient, Frederick Winslow Taylor and his idea of the “one best method” of work, otherwise known as Taylorism, was the perfect fit for the company. Carr painted the picture for his readers by writing,

Google is one of the most popular, and most used web search engines in the world. Google also has many services that helps you send mail, generate website pages, and create blogs. With all of these great tools come many great, user-friendly features specifically tied to Google. Google has vastly become one of the best search engines in the world, if not the best. Google averages about 12 billion searches per month, which is the most by any search engine in the world. Users can also search for photos, newsletters, and even geographic locations. The best part is, that all of these services are basically free. Google has also set to build more then just a search engine. Google is working on Google glass, self-driving cars, and even have a cell phone called the Android. Google also owns the rights to YouTube, where many users go to upload and watch countless videos. Another great thing the company is doing is spending money on alternative energy sources; last year Google spent 1 billion dollars trying to increase the use of wind and solar energy. Google is also fighting in D.C. to keep the Internet free for Americans. Lastly, Google has one of the best working environments in the world. Google has been the number 1 best company to work for 5 times in a row, including this year. They have been reported to the best human resources department in the world, taking their employee’s happiness over profit. There is no doubt in anyone’s mind that Google is not the best company to work

Fortune 's magazine repeatedly crowns Google as ranking in the top 5 of the "100 Best Companies to Work For". Since its beginning in 1998, what role does Google 's organizational culture and communications play in this coveted achievement? Their values are proudly displayed within their company website, particularly under their "Philosophy" link. How do such espoused values harmonize with their enacted values? What role might perception and conflict in group communication be credited with this companies incredible success?

Many companies reap the benefits of identifying, implementing, and managing culture change within their organizations. One of these companies is Aetna Health Care. Aetna is a company who suffered from poor performance as a result of negative organizational culture. The impact was costly to its reputation as well as its financial standing. However, a change in the organization 's culture proved to be an effective way to improve the company 's wellbeing. New leadership in this failing organization recognized the need for a change in culture and began implementing a new vision which resulted in cultural change with remarkable success. By recognizing the need and place for mission, vision, and

It seems to me that Netflix has a very unique culture. They consider themselves to be a “performance culture based on intellectual prowess.” Out of the four organizational culture listed in our reading the Netflix culture seems to be closely related to the Market culture (Kinicki & Williams, 2012). The market culture is a culture that is competitive and values profit over their employees. The market culture also has a strong external focus. Netflix employees are paid based on market conditions and not on their performance of their job duties. This could be very good or very bad for employees depending on if the market is doing well or not. To me the Netflix culture seems very cold. It does not feel like it values their employees other than for their intellectual gain. Of course as with all companies that are for profit they want to show a profit but I feel this is to the extreme. The Netflix Company does want their employees to drive their own career which does show some flexibility but little organizational structure. I can also see they have a well-defined culture that they are aware of and that can be a strength for any organization. Knowing what they want and need from an employee is great and will help in the

The book is written by Steven Levy a journalist that had a long standing relationship with the company and wanted to write a book about the company. He was granted access into the company where he interviewed the top executives to learn about the company from their perspective. The book is about the journey and progress of Google from a small Stanford dorm room to a search giant. The book discusses how Larry and Page met, their background, the struggles they had and the people involved in building the key products/services that makes Google number one. The book provides details about the company’s major services and how they were invented like Google News, Google toolbar, Gmail and Chrome. The book also address the culture of Google how they ran the business, the work environment, their unofficial slogan, their hiring philosophy and how they treat their employees. The book acknowledges how google thinks, how they work and shape the lives of people who use their products. The book also shows how Google grew and expanded into other industries by acquiring other companies such as YouTube and others.

Google is one of the largest and well-known companies in the technology industry. They have been known for their search engine for many years now. Also, Google has expanded their business into several other areas in technology from smart phones, tablets, android, and business software. Google’s search engine is known for reliably getting its users the information they want. One unique aspect that Google has is its business organizational structure is that it is flat and formed up into project teams, unlike most businesses.

In The Google Story, authors David A. Vise and Mark Malseed narrate the success story of Google’s creators Larry Page and Sergey Brin. This text goes to great lengths to give the complete story on how Google on because the largest search engine the world has seen since its conception in 1998. Vise and Malseed argued that with sheer intelligence, innovation, and unique business tactics Google has created an empire. And after such a short time they dominated the search market. They also claim that Microsoft the main competitor of Google cannot rival, google because google creates landmark quality products and Microsoft only suppresses competition with their abundance of resources. The text also explores how the Founders were influenced greatly by their environment and heavily supported by their families.

In 1998, Google Inc., “a company that did not actually exist,” (“Google Inc.” 2012 ) received their first investment of $100,000. This small startup company, originally named Backrub, was founded by two Stanford University PhD students, Larry Page and Sergey Brin, in 1996. What started out as an internet search engine utilized by the students at Stanford University, became the world’s largest search engine in 2000. In just 4 years these two students took a research project and turned it into a profitable business, which is now a part of everyday life for most people in the world. The startup story of Google is an impressive one, but more impressive than that is the environment in which the employees work. According to Jorgen Sundberg (2014) of Undercover Recruiter, “jobs at Google are the most sought-after careers in the Silicon Valley. 1 in 4 young professionals want to work at Google, but fewer than 1 in 250 applicants will ever work at the company.”(¶ 1) According to Pratik Kukreja (2011), it is evident, based on Goggle’s 4% attrition rate, compared to the national average of 29.3%, that employees at Google are satisfied with their job.(¶ 12) Google ensures that the needs of their employees are met, which increases their company productivity, by considering the major life events of their employees and creating a unique workplace culture.

In December of 2005, six years after its founding and twenty-one months after the company went public, search engine giant Google, Inc. had grown into not just probably the world’s biggest and most successful Internet companies, but also one of America’s biggest business success stories. Founded by two Stanford graduate students, Google was in many ways the quintessential American business success story. Sergey Brin and Larry Page (Google’s founders) infused their start-up with an innovative, entrepreneurial culture and established an organizational structure that supported innovation and risk taking. While Brin, Page and their fellow “Googlers” pursued the

Corporations in our new technology environment are in constant search to adapt old business practices with new corporate culture needs. We have seen the value brought into every organization when human capital is considered a cornerstone of corporate success along with administrative, technological and infrastructure developments. Human capital is the sum of every attribute that adds economic value to what an individual can produce. This includes a wide range of attributes, such as a person’s creativity, useful knowledge in specific areas, work skills in particular field, social skills, personality, and work ethic (Flair, 2013). The following paper will show just how human capital is valued and used to create a better culture within a company.

Google is the most successful information technology and web search company in the world. It was founded in 1998 by two Stanford Ph.D. students, Larry Page and Sergey Brin. The company name, Google, is a play on the word “googol” which is a mathematical term for the number 1 followed by 100 zeros. Larry Page and Sergey Brin chose this name to reflect the large amount of information on the web. The two created this search engine so that people can find anything on the web all in one place. The company’s mission is “to organize the world’s information and make it universally accessible and useful.” Now, the company is far more than a search engine website, it has grown to be a substantial collection of products and services that are