Googling Google's Organizational Culture & Communications

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.

Learning to communicate efficiently and manage conflict successfully is challenging. Gaining cooperation between people is complex and mentally demanding. Communication ways and conflict styles are deeply woven into our personalities. Conflict is the expressed struggle of interdependent parties who perceive incompatible goals, interference from the other party in achieving those goals, and the perception of scarce resources. Perceptions are just as important as reality in regards to conflict. As stated in the text, “we encounter conflict as we compete for acceptance, love, recognition, position, power, success, and many other goals. Judgments of the quality of

Brockmann, Erich. (1996, May). Removing the paradox of conflict from group decisions. Academy of Management Executive. v10n2, p. 61-62.

Google Inc. was founded in 1998 by two Stanford University graduate students collaborating to create a new search engine. Today, Google employs over 19,000 people, has become the most widely used search engine in the world and now offers e-mail, mapping, video sharing and social networking services, just to name a few. The company’s success is notable, but not just for its financial growth, in 2007 Google was listed as the number one company to work for by Fortune 5 magazine (http://money.cnn.com/magazines/fortune/bestcompanies/2007/full_list/). Google has been noted for its unique corporate organizational culture, to which many attribute the company’s success.

How individuals react within conflict situations is usually based upon their perceptions and successfully resolving conflicts entails a positive manipulation of perception based variables.

Conflict resolution is an integral aspect of human interaction, but many people fail to navigate through it successfully. This course covered the many components that can lead to successful resolution. Two segments specifically differentiated themselves from the rest; the discussion focused on interests, not positions, and the section on the use of objective criteria. My behaviors have been positively altered by the aforementioned concepts and I have experienced higher success as a result.

Since, founded in 1998, Google is now leading in one of the best company to work for in 2015. Scholar and Economists alike often question what make Google becoming one of the best Companies to work for five years in a row. A successful organization strives to foster a culture that reinforces a healthy mix of work and nonwork activities (Denisi & Griffin, 2016). Did Google be able to achieve the equilibrium between work and play, and how did they do that so effectively.

This paper will examine Google’s success, including its consistent inclusion on the “Top Five Companies to Work For” list, Forbe’s, “Top Ethical Companies to Work For,” and employee performance and attitudes. Along with Google’s successes, the paper will also look at what has contributed to its success, perhaps internal factors that could be controlled as well as external factors, which there may have been no control. When we talk about internal influences or factors that Google could control, we will look at the role the founders’ backgrounds, their leadership style, primarily servant and transformational, although there could be more, and the organization’s structure and Board of Directors’ has had on their formation, daily operation,

Driscoll, Field, and Pendry wrote, “The process of developing good practices in diversity management, as with any relatively new endeavor, involves repetition and fine-tuning of both theory and practice” (2007). Selden and Selden wrote there must be a paradigm shift to “fairness and equality” (pg. 381) within the organizations culture to become more accepting of minority groups from all employees (2001). The organization’s leaders were oblivious of the outcomes and suffered the ramifications for leadership’s lack of sensitivity and the employee’s unethical behavior. Murphy wrote an organization must take the responsibility for ethics and establish a strong corporate image of social and managerial responsibility (2010). The lack of insensitivity to the cultural differences for the group does not establish a social sensitivity for the public or the customer. Although diversity is a common discussion with many work palaces there is covert discrimination (Hartman & DesJardins, 2011). CVC’s diversity issues are not covert and instead are either from

As years pass by and generation after generation of Americans age, each generation can look back to their time in this world and identify examples of true greatness, greatness that has left an indelible mark on their memory of days past. Whether that mark is made by a person, like Thomas Edison, an event like the Cuban Missile Crisis, or a moment in time like the celebration of a millennia’s end as another begins, each mark becomes an icon representing that generation’s impact on the world at large. In rare instances, however, will a generation look back on their time and identify a company as not just an iconic example of corporate success, but an example of a company that exemplifies that greatness of a generation. Although history has yet to be written, Google has ushered in a new way life for its employees, a new standard for corporate culture, and an organizational design that eliminates the term, “work” from its lexicon as it stands ready to become an icon for this generation (Airey, 2013).

Google, Inc. is a global technology company that concentrates on the improvisation of the connection between users and information. The mission of Google, Inc. is to organize the world’s information and make it universally useful and accessible. (Google, 2015) The three primary constituents of Google, Inc. are the users, advertisers, content providers, and the Google Network members. (United States Securities and Exchange Commission, 2008, pp 38) Google, Inc. is a leader within the industry that primarily focuses on the production of advertising, operating systems, platforms, enterprise, and hardware. The company has an extensive acquisition registry of application software and informative technological service companies that have been acquired over the last five years. . (Elliot, 2015) These companies have added to the vast database of information and users ensuring Google, Inc leads in the industry as the largest search engine. Globally, Google, Inc. also provides versatility in its products and services in over fifty countries and in more than 100 languages. A central focus of Google’s delivery to the industry is leading in investor returns by making innovation the focal point for all operations. Innovation partnered with advertising is what makes individuals gravitate towards Google. Google is the leading search engine worldwide and has more than three billion searches per day. (Efrati, 2012)

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

In order to work more productively, creatively, and efficiently, it is very common for people to work in teams. Conflict occurs at this time because our goals are incompatible, our ways to interpret facts are different, and disagree with each other’s behavioral expectations, etc. Some believe that conflict is harmful and must be avoided, while others think that it is absolutely necessary for a team to have conflict to perform effectively. Hence, in the rest of paper, I will describe the important sources of conflict, analyze how these conflicts influence our team performance, and finally give some suggestions to manage these conflicts if I were a team leader.

Google is one of the most known company in the World. Is one of the most successful companies now days and its ‘tentacles’ are spread in the most important technological areas (Internet, Social Media platforms, Broadcasting, Operating systems, Software, live streaming, Maps, etc.). Google has a rich history and it’s the proof that if a company is leaded properly it success will be progressive and stable. It was founded in 1998 by two Ph.D. Students. They aimed to create a universal internet searching engine. The reviews from media and specialists in the field put Google in a very good position from a marketing point of view. The following years, they extended and launched many services, most of them in the internet field (online streaming, online broadcasting, e-mail, AdSense, etc.).

Google’s corporate values play an integral role in how it is viewed by those inside and outside the company. They reflect its persona and inform decision making. The fact that Google operates in a dynamic environment makes these values all the more important as guideposts as changes happen around and within the company. The three corporate values highlighted by Edelman and Eisenmann (2011) are “don’t be evil, technology matters, and we make our own rules.”