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An assignment Prepared by Group No…..
Course: Managing People for High Performance Lecturer: Mr. Bennet Patternot
Master of Business Administration University of Kelaniya
1. Pradeep Ranasinghe 2. Meril Fernando 3. Pramudith. Kandambi 4. Palitha Liyanage 5. D.S.P. Sollangarachchi 6. Wasana Jayawickramarathna 7. Chamari Molligoda
- FGS/2008/002 - FGS/2008/004 - FGS/2008/018 - FGS/2008/030 - FGS/2008/031 - FGS/2008/045 - FGS/2008/051
1.0 AN OVERVIEW ABOUT THE COMAPNY
The term ‘Google’ reflects the company’s mission to organize the immense amount of information available on the web. It has derived from the word "Googol" which is a mathematical term for a 1 followed by 100 zeros. The term was coined by Milton Sirotta, and was popularized in the book, "Mathematics and the Imagination" by Kasner and James Newman. The founders of Google, Larry Page (Larry) and Sergey Brin (Sergey) graduated in computer science from Stanford University in 1995. They have started the project in 1996 as a part of their summer project work on a search engine. They named their search engine as 'BackRub' because of its ability to identify and analyze 'back links' that pointed to a given website. By 1997, BackRub had gained a vast popularity and Larry and Sergey focused on perfecting their technology throughout the first half of 1998. After collecting $1 million from their families, friends and associates, Larry and Sergey opened office of Google Inc. on September 7, 1998. The office was located in the garage of a friend's house in Menlo Park, California which is now widely recognized as the world's largest search engine which provides free service that usually returns relevant results in a fraction of a second. According to Millward Brown Optimor which released its highly regarded annual brand ranking BrandZ Top 100 back in April 2009, identifies Google as the first, whose brand was valued at a $100 billion, and rival Microsoft which comes in second with a $76.2 billion valuation. The report shows Google's brand value is up from $86 billion last year (an increase of 16% in value), while Microsoft's rose only 8% in value over the past year. The market share of the company is 81.48% while yahoo is having only a 10.22% in January 2009. (risetothetop.techwyse.com)
Search Google Yahoo! MSN AOL Live Ask Other Jan-09 81.48% 10.22% 2.95% 1.94% 1.67% 0.97% 0.12% Dec-08 81.26% 10.43% 2.96% 1.96% 1.59% 0.96% 0.13% Nov-08 81.11% 10.47% 3.00% 2.01% 1.56% 1.03% 0.13%
Google's utility and ease of use have made it one of the world's best known brands almost entirely through word of mouth from satisfied users. As a business, Google generates revenue by providing advertisers with the opportunity to deliver measurable, cost-effective online
advertising that is relevant to the information displayed on any given page. This makes the advertising useful to you as well as to the advertiser placing it. They believe they should know when someone has paid to put a message, so they always distinguish ads from the search results or other content on a page. A full 97 percent of its revenue comes from advertising on its various properties, including YouTube, plus partner sites through its AdSense product. Sure, Google has Android and Chrome OS and everything else, but it doesn’t make money from them rather attracting people to watch more ads. Google Products This following are in the top of the Google products that improved the most in 2008. 1. Google Chrome, the most advertised Google product, is a browser that went back to the basics and impressed people with speed and simplicity. 2. Google Search, which has a new advanced search page. 3. Google Maps continued to increase the coverage for Street View, which is now available in the US, France, Italy, Spain, Australia, New Zealand and Japan. 4. Gmail with most of the new features as Labs experiments and there are plenty of useful additions: from task management, sending SMS, to viewing Google Calendar agenda and customizing keyboard shortcuts. 5. Android, Google's operating system for mobile devices 6. YouTube started to test higher-quality versions for videos 7. Google Docs added a PDF reader, forms, templates, spreadsheet gadgets, an offline version and a more consistent interface. 8. Google Translate added support for 10 new languages and there's a new API that enabled the integration with many services: Twitter Search, Google Reader, YouTube etc.
9. Picasa Web Albums added a feature that makes it easy to organize your photos: people tagging. There's a new option to make the albums private, to send photos to an albums by email and the "explore" page highlights beautiful images. 10. Blogger has improved a lot this year by adding useful features like importing/exporting a blog, inline comments, blog rolls and scheduled posts.
2.0 GOOGLE MISSION AND THE PHILOSOPHIES
2.1 Mission Google's mission is to organize the world's information and make it universally accessible and useful. (Source: Corporate web site – Google) Google’s Founders Larry Page and Sergey Brin developed a new approach to online search to quickly spread information around the globe. Google is now recognized as the world’s largest search engine which is easy to use and at free of charge which provides search results within fraction of seconds. 2.2 Google’s Philosophy Any good corporate entity is driven by a strong corporate culture which strengthens the corporate image and the value of the products and services being delivered. Like wise Google also followed by ten philosophies at service delivery. To that end, Google has persistently pursued innovation and pushed the limits of existing technology to provide a fast, accurate and easy-to-use search service that can be accessed from anywhere. To fully understand Google, it's helpful to understand all the ways in which the company has helped to redefine how individuals, businesses and technologists view the Internet. Ten Philosophies at Google 1. Focus on the user and all else will follow. 2. It's best to do one thing really, really well.
3. Fast is better than slow. 4. Democracy on the web works. 5. You don't need to be at your desk to need an answer. 6. You can make money without doing evil. 7. There's always more information out there. 8. The need for information crosses all borders. 9. You can be serious without a suit. 10. Great just isn't good enough.
3.0 GOOGLE CULTURE AT A GLANCE
“Though we've grown a lot since Larry and Sergey started Google in 1998, we still maintain a small company feel. At lunchtime, almost everyone eats in the office café, sitting at whatever table has an opening and enjoying conversations with Googlers from all different departments. Topics range from the trivial to the technical” "If you've been at Cisco for 20 years, they don't want you." But the management defended the recruitment process saying that they valued intelligence and brainpower more than experience... Google was ranked by Fortune magazine as the best place in the U.S. to work. They maintain and enhance and develop their culture and how to keep the core values they had in the very beginning. They have a flat organization, a lack of hierarchy and a collaborative environment in retaining the company's unique culture and to keep the Googlers happy. Google culture can be characterized as a culture as a one that is team-oriented, very collaborative and encouraging people to think nontraditionally. They ensure that they are hiring people who possess the kind of traits that they are looking for in a Google-y employee. Google-y is defined
as somebody who is fairly flexible, adaptable and not focusing on titles and hierarchy, and just gets stuff done. At Google, people are welcome to do things via conference call at home and they are paid for connecting from home. They have a good paternity-leave policy where the dads can take off a couple of weeks when their spouse has had a child and we pay for peoples' meals when they have new babies for the first few weeks. Even they let people to bring their dogs to work, they reimburse people up to $5,000 if they buy a hybrid or electric car - a litany of perks and benefits and things that would encourage people to stay or even join Apart from the technological edge it had over its competitors, Google's success was also attributed to its ability to attract the best talent and retain these employees. And this was made possible by Google's organizational culture. During the dotcom boom in the late 1990s, Google was the only company that did not experience any employee turnover, while all other major tech companies experienced employee turnover rates of around 20-25%.
4.0 HOW OB APPLIES AT GOOGLE INC.
4.1 Knowledge Sharing Culture Google is a one-stop place for knowledge sharing where different people can share their knowledge with other known and unknown millions of crowd. Despite the pressing need for reliable and timely knowledge sharing, most professional services organizations do not have a high quality mechanism to do so. In fact, 56% of practice professionals' time is spent either searching for information or gathering information while 25% is spent on the actual analysis. Considering that fact, Google has created knowledge management systems which provide information on different subjects to different levels of people inside and outside the firm. Knowledge sharing culture can be divided into three parts. People
People specially the professionals are the main assets at Goggle to share knowledge. In order to maximize the bottom line, professional knowledge is an intangible asset to a firm like Goggle. The professionals are allocated to different projects in a cost effective manner.
Dedicated Knowledge management teams - In order to sustain the KM effort, Goggle has tried to maintain a dedicated KM staff. This staff typically consists of IT personnel to maintain the systems, as well as business analysts and librarians to organize and update all of the documents.
High technology is used at Goggle to provide knowledge internally as well as externally. People can online access information at Goggle at any time. Same information can be accessed by many people simultaneously. File servers are also available to support this task.
Low cost technology has been used at Goggle to get higher profits. The Main objective of Google is to increase ROI while providing better services.
4.2 Motivation of People at Google As per Larry Page, the founder of Google following steps has taken to improve the motivation of staff. • Talented people are attracted to Google because it empowers them to change the world. Google has large computational resources and distribution that enables individuals to make a difference. • • They don't have as many managers as other firms do. People can work at Google independently.
Many leaders of big organizations don't believe that change is possible. But as per founder their staff any time ready for change.
• • • •
Google always trust their staff Google has recruited many talented people and they are rewarded well. It is an advantage being selecting young people and then easy to motivate them. They are focused on providing an environment where talented, hard working people are rewarded for their contributions to Google and for making the world a better place
Because of employee talent, Google is doing exciting work in nearly every area of computer science.
Google puts users first when it comes to online service; Google Inc. puts employees first when it comes to daily life in Googleplex headquarters.
The thing that matters is experience. They have lots of executives from failed companies; they learned a lot from these things. They say, 'We can't do that -- we tried that and it didn't work.' So failure is useful.
Indoor game facilities available at Head office and vary high standard cafeteria also available.
• • • • •
Many projects are team works and this will motivate them. Every Friday a separate meeting is held to communicate the last week performance. Creativity and knowledge sharing becomes a motivation to employees. Nearly everyone at Google carries a generic job title, such as "product manager." All engineers are allotted 20 percent of their time to work on their own ideas.
4.3 Team work at Google Google had an informal work culture at Googleplex (its headquarters). Both Larry and Sergey
wanted to make Google a fun place to work. Reflecting their beliefs, the Googleplex was decorated with Lava Lamps and painted in the bright colors of the Google Logo. Even they has grown a lot since the start still they maintain a small company feel. At lunchtime, almost everyone eats in the office café, sitting at whatever table has an opening and enjoying conversations with Googlers from all different departments. The Googleplex had snack rooms offering Googlers cereals, gummi bears, cashew nuts and other snacks along with fruit juices, soda and cappuccino. In addition they Have provided lots of leisure activities like pool tables, Video games, rest rooms which provide massage chairs. All what they have done is to have a better working environment, improve team culture and work as one family. Team work is all about cooperation, collaboration between and within teams, job rations and focus on company as a team. They promote team work, reward teams for their achievements, develop and support the teams. Also they trust and respect the teams and individuals, value in partnering and working together. Due to the nature of the Business they have Team-based Work Group which is working for different projects. There are 4-6 ‘Zooglers’ per office and each employee have at least two large screens. Their commitment to innovation depends on everyone being comfortable sharing ideas and opinions. That means that each employee is a hands-on contributor, and everyone wears several hats. Because everyone realizes they are an equally important part of Google’s success, no one hesitates to ask Larry or Sergey a pointed question in their weekly TGIF meetings, or spike volleyball over the net at a corporate officer. Even when they are recruiting new employees hiring policy is aggressively non-discriminatory and emphasizes on team culture. Google was ranked by Fortune magazine as the best place in the U.S. to work, and it has reached another zenith by becoming the most popular Web site. It's even become a verb in the dictionary. These types of achievement never are materialized if there is not team work and team culture. 4.4 Creativity and Innovation In product management, our job is to harness the creative forces of Google engineers and meld that creativity into something that the end users can use and appreciate.
Product Manager - Google
Make them feel goggle own family and free. Googolplex itself isn’t a typical work environment. ‘You can even take your dog to work with you. I wonder if I could take all six of my dogs”. Google understands that in order to create, you need a creative environment. People need to be able to get away from their computers and think for a while. They need to pick up a basketball and play for a few minutes in order to solve a particularly difficult problem. Or, they need to talk a walk, swim laps, or paint. Watch Google’s home page. It’s constantly being changed because of a holiday or special event. It will often bring a smile to your face. With all of Google’s sophistication, their home page is a study in simplicity, which should be an example to us all. Google has always been about search. They’ve never cluttered their home page with portal information, news stories, entertainment, etc. Google understands that in order to create, you need a creative environment. People need to be able to get away from their computers and think for a while. They need to pick up a basketball and play for a few minutes in order to solve a particularly difficult problem. Or, they need to talk a walk, swim laps, or paint. Google understands and believe,
Ideas Come From Everywhere Give Ideas Credit, Not Credit for Ideas Work with Smart People License to Pursue Dreams Learning From Mistakes Data is Apolitical
Creativity Loves Constraint Bank Users, Not Money Don't Kill Projects; Morph Them Surviving the Bubble
Google has a famous strategy for innovation: Give each engineer one day every week to work on blue-sky, big potential ideas of their own choosing, and only require them to work on their “official” assigned project four days each week. Treat “Why wouldn’t the engineer leave and start up his own company with that great idea? How does Google make sure they benefit from this investment in their staff?”* *Jessica E. Vascellaro, WSJ, June 18, 2009, p. B1, B5: “Google searches for ways to keep big ideas at home”.
Reference www.wikipedia.com http://www.google.com/corporate/features.html http://keithsawyer.wordpress.com/
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