Google's Organizational Culture

1881 Words Apr 16th, 2010 8 Pages
European University - MBA

Management Skills – Group A

Case Study 1: “Google”
23 October 2009

Marion Gruber
Reinis Onuzans
Steven Teves
Jessica Wernett

Table of Contents

1 Introduction…………………………………………………….………………………3

2 Google’s future growth……………………………………………………………….4

2.1 Organizational Culture: Facilitating Aspects…………….……………….4
2.2 Organizational Culture: Constraining Aspects……..……………….……6

3 Recommendations……………………………………………………………………8

4 References………………………………………………...…………………………..9

5 Table of Figures…………………………………………….……………….………10

1 Introduction

Reading the case study “Google’s HR Dilemma” by Mridu Verma, we have gained some knowledge about Google’s success story.

Within 11 years the company has
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The Love/Belonging needs could be enabled through their activity facilities and generous dining area so employees from different departments can exchange their ideas and talk about their work or private life.

Maslow has identified that the need of self-esteem and confidence are very important for a person after obtaining the first three needs of its Hierarchy. One of the elements that builds up esteem is the recruitment process that Google executes. Due to this very unique process which includes several tough steps of selection procedures, people who have made it through felt a self fulfilling emotion of achievement. Finally, and probably one of the most important steps in the hierarchy is self-actualization. Google’s corporate culture enables its employees to be creative and independent, therefore allowing more flexibility which increases self-actualization.

In short, Google Inc. definitely meets the standards that Maslow set out for the hierarchy of human needs. The way Google’s organizational culture has operated for the last years seemed to have worked just fine, and some might argue that having the attitude of a ‘start-up’ business within a giant corporation could be the reason for all the success. Should the organizational culture keep its structure and identity as it is?

2.2 Organizational Culture: Constraining Aspects

Despite the organizational culture’s positive aspects, analysts fear that this way of
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