Please help me to find the theories/concepts in Organizational Behavior related to this article. Provide counterpoint about concepts and theories Yet it's not (only) the indoor swimming pools, beach volleyball courts or free onsite laundrySILICON VALLEYfacilities that has led the $300 billion tech giant to the 93% CEO approval rating on Glassdoor.3 Ways Google Creates a High-PerformanceCultureThese big, unique gestures can make it easy to miss the carefully thought out and analyzedmicrodetails that are the foundation of their high performance culture.It's not about the nap pods.A company doesn't need to be generating millions in revenue to "hack" the fundamental principlesthat set the Google team apart. Here are the top three lessons every business can learn, and beginy into implement immediately, from Google:NEXT ARTICLE1. Psychological safety is a necessityIn 2012 Google launched in-depth study to determine what set the teams that struggled to workGoogletogether and effectively meet their outcomes, apart from those that excelled. Google put together ateam of statisticians, organizational psychologists, sociologists and engineers to solve thisdilemma. This project, known as Project Aristotle, reviewed studies spanning over five decades, aswell as every possible characteristic of the teams within the organization. They looked for patternsin how the teams socialized outside of work, the personality traits (ie. Introverts or extroverts) ofthe team members, educational levels, hobbies and so much more.It soon became clear that these traits, the ones that most would think would logically impact ateam's ability to perform, where not key traits. As they dug deeper into understanding group norms(the unwritten rules by which a team governs itself) there was one characteristic that stood out –psychological safety.Image credit: Blomberg | Getty ImagesPsychological safety is defined as "an individual's perception of the consequences of taking anTiffany Toombsinterpersonal risk". In other words, it's how any member of the team perceives their ability to beENTREPRENEUR LEADERSHIP NETWORK WRITERinnovative, admit to a mistake or ask a question without the worry of being judged or lowering theirHigh Performance Trainer & Executive Coachstatus within the group.Through Project Aristotle, Googlers discovered that team effectiveness is less about who is on teamand more about how the team interacts with each other. They found that the teams who excel areAugust 11, 20206 min readones where the team members feel they are able to contribute equally to any meeting orOpinions expressed by Entrepreneur contributors are their own.conversation with a trust that their teammates respect them enough to not reject, embarrass orpunish them for doing so.One look inside the incredible Googleplex and it's pretty obvious why they receive an average of 2.5million resumes a year. From having nap pods to offering on-site massage and providing everyAnd with any team...employee with three square meals a day - Google has certainly gone above and beyond to care for 2. It starts with the leaderRelated: 12 Tips for Fostering TeamworkThe impact of having a strong manager wasn't a new finding for Google. In 2008 Google launched3. Data is empoweringProject Oxygen – an undertaking to determine the best qualities of the best managers. The GoogleIt should come as no surprise that a tech company, that creates complicated algorithms, makestheir decisions based on data. Google takes this to a new level. In fact, Google's human resourcesteam gathered over 10,000 observations on their managers to determine what traits employeesfound to be helpful, and which traits were unattractive.department is called the People Analytics Department because of their commitment to makingBefore Project Oxygen, the working theory within Google was that good managers or leadersdecisions that follows the data,needed to have a greater technical knowledge than those they were leading. Project Oxygen foundIn Project Oxygen, Google collected over 10,000 observations over 100 data points fromthat this was not the case. Based on the data, Google found that accessibility, strongperformance reviews and employee surveys. With Project Aristotle, the Google team analyzed overcommunication and empowering the members of the team were among the most valuable traits offifty year's worth of data on effective teams. They also compared their teams looking for patterns ingood managers.those that were effective compared to those that weren't. They looked at every aspect of theirIn the end Google created the "Eight Habits of Highly Effective Google Managers" which included:teams – from gender balance to the length of time the team had been together to how the teamswere motivated and rewarded.1. Be a good coach: Through regular one-on-one's, consistent feedback and balancing the negativefeedback with the positive.Google's attention to detail and willingness to look at the data from all angles to fully understand ithas allowed them to create an environment that is highly sought after to work in. While Google has2. Empower your team and don't micromanage: Be able for advice and give your employeesspent millions of dollars in analyzing every aspect of their employees' lives (inside and outside offreedom.the workplace), the lesson smaller companies can take from this is the importance of regular3. Express interest in the team members' (individual) success and personal well-being: Know whatperformance reviews and employee surveys.is important to your team members outside of the workplace and take time to welcome newRelated: 5 Ways to Build Team Culture in a Remote Worldmembers to the team.4. Don't be a sissy, be productive and results oriented: Focus on what the team wants to achieveand how they get it. Use leadership to remove obstacles and help the team prioritize.More From Entrepreneur5. Be a communicator and listen to your team: Create an environment of open dialogue, listen, andbe straightforward about team goals.6. Help employees with career development.7. Have a clear vision and strategy for the team: Help the team stay focused on goals and strategy,include the team in the creating the vision.8. Have key technical skills so you can help advise the team: when needed do the work with theteam, understand the challenges the team will face.

Question

Please help me to find the theories/concepts in Organizational Behavior related to this article. Provide counterpoint about concepts and theories Yet it's not (only) the indoor swimming pools, beach volleyball courts or free onsite laundrySILICON VALLEYfacilities that has led the $300 billion tech giant to the 93% CEO approval rating on Glassdoor.3 Ways Google Creates a High-PerformanceCultureThese big, unique gestures can make it easy to miss the carefully thought out and analyzedmicrodetails that are the foundation of their high performance culture.It's not about the nap pods.A company doesn't need to be generating millions in revenue to &#34;hack&#34; the fundamental principlesthat set the Google team apart. Here are the top three lessons every business can learn, and beginy into implement immediately, from Google:NEXT ARTICLE1. Psychological safety is a necessityIn 2012 Google launched in-depth study to determine what set the teams that struggled to workGoogletogether and effectively meet their outcomes, apart from those that excelled. Google put together ateam of statisticians, organizational psychologists, sociologists and engineers to solve thisdilemma. This project, known as Project Aristotle, reviewed studies spanning over five decades, aswell as every possible characteristic of the teams within the organization. They looked for patternsin how the teams socialized outside of work, the personality traits (ie. Introverts or extroverts) ofthe team members, educational levels, hobbies and so much more.It soon became clear that these traits, the ones that most would think would logically impact ateam's ability to perform, where not key traits. As they dug deeper into understanding group norms(the unwritten rules by which a team governs itself) there was one characteristic that stood out –psychological safety.Image credit: Blomberg | Getty ImagesPsychological safety is defined as &#34;an individual's perception of the consequences of taking anTiffany Toombsinterpersonal risk&#34;. In other words, it's how any member of the team perceives their ability to beENTREPRENEUR LEADERSHIP NETWORK WRITERinnovative, admit to a mistake or ask a question without the worry of being judged or lowering theirHigh Performance Trainer & Executive Coachstatus within the group.Through Project Aristotle, Googlers discovered that team effectiveness is less about who is on teamand more about how the team interacts with each other. They found that the teams who excel areAugust 11, 20206 min readones where the team members feel they are able to contribute equally to any meeting orOpinions expressed by Entrepreneur contributors are their own.conversation with a trust that their teammates respect them enough to not reject, embarrass orpunish them for doing so.One look inside the incredible Googleplex and it's pretty obvious why they receive an average of 2.5million resumes a year. From having nap pods to offering on-site massage and providing everyAnd with any team...employee with three square meals a day - Google has certainly gone above and beyond to care for 2. It starts with the leaderRelated: 12 Tips for Fostering TeamworkThe impact of having a strong manager wasn't a new finding for Google. In 2008 Google launched3. Data is empoweringProject Oxygen – an undertaking to determine the best qualities of the best managers. The GoogleIt should come as no surprise that a tech company, that creates complicated algorithms, makestheir decisions based on data. Google takes this to a new level. In fact, Google's human resourcesteam gathered over 10,000 observations on their managers to determine what traits employeesfound to be helpful, and which traits were unattractive.department is called the People Analytics Department because of their commitment to makingBefore Project Oxygen, the working theory within Google was that good managers or leadersdecisions that follows the data,needed to have a greater technical knowledge than those they were leading. Project Oxygen foundIn Project Oxygen, Google collected over 10,000 observations over 100 data points fromthat this was not the case. Based on the data, Google found that accessibility, strongperformance reviews and employee surveys. With Project Aristotle, the Google team analyzed overcommunication and empowering the members of the team were among the most valuable traits offifty year's worth of data on effective teams. They also compared their teams looking for patterns ingood managers.those that were effective compared to those that weren't. They looked at every aspect of theirIn the end Google created the &#34;Eight Habits of Highly Effective Google Managers&#34; which included:teams – from gender balance to the length of time the team had been together to how the teamswere motivated and rewarded.1. Be a good coach: Through regular one-on-one's, consistent feedback and balancing the negativefeedback with the positive.Google's attention to detail and willingness to look at the data from all angles to fully understand ithas allowed them to create an environment that is highly sought after to work in. While Google has2. Empower your team and don't micromanage: Be able for advice and give your employeesspent millions of dollars in analyzing every aspect of their employees' lives (inside and outside offreedom.the workplace), the lesson smaller companies can take from this is the importance of regular3. Express interest in the team members' (individual) success and personal well-being: Know whatperformance reviews and employee surveys.is important to your team members outside of the workplace and take time to welcome newRelated: 5 Ways to Build Team Culture in a Remote Worldmembers to the team.4. Don't be a sissy, be productive and results oriented: Focus on what the team wants to achieveand how they get it. Use leadership to remove obstacles and help the team prioritize.More From Entrepreneur5. Be a communicator and listen to your team: Create an environment of open dialogue, listen, andbe straightforward about team goals.6. Help employees with career development.7. Have a clear vision and strategy for the team: Help the team stay focused on goals and strategy,include the team in the creating the vision.8. Have key technical skills so you can help advise the team: when needed do the work with theteam, understand the challenges the team will face.

Accepted Answer

This article helps us in understanding the organizational culture of the well-reputated company G.…