2014

Organization behaviour
(Google Company)

AHMED ADEL ABDO SAIF 110038413

MOHAMMED AHMED ALI 110036222

MD. SAIDUL ISLAM SARKER 110041315

WANG SIHAN 110035946

GUO QIUYANG 110035946

GROUP ASSIGNMENT - Organization behaviour (Google Company)

Master of Business Administration

Organization Behaviour

Title : Group-assignment

Due Date : 8/12/2014

Name :

Lecturer : DR.Zahir Osman

Student ID :

Semester : Sem .

Academic Honesty Policy Statement

I, hereby attest that contents of this attachment are my own work. Referenced works, articles, art,
programs, papers or parts thereof are acknowledged at the end of this paper. This includes data
excerpted from CD-ROMs, the Internet, other private networks, and other people’s disk of the computer
system.
Student’s Signature : _____________________________

for office use only

LECTURER’S COMMMENTS/GRADE:

DATE : ______________

TIME : ________________

RECEIVER’S NAME : _______

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GROUP ASSIGNMENT - Organization behaviour (Google Company)

 TABLE OF CONTENT

1.0 INTRODUCTION/BACKGROUND

2.0 STATEMENT OF PROBLEM/ ISSUE? CHALLENGE

3.0 GOALS AND OBJECTIVES OF THE PROJECT

4.0 FINDINGS AND ANALYSIS

5.0 RECOMMENDATIONS

6.0 SUMMARY/CONCLUSION

7.0 REFERENCES
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GROUP ASSIGNMENT - Organization behaviour (Google Company)

1.0 INTRODUCTION

Google Inc. is an American multinational technology company, it is committed to the field of Int
ernet search, cloud computing, advertising technology, it develop and provide a large number of
Internet-
based products and services , its main profits come from AdWords and other advertising services
. Google was founded by Google was founded by Larry Page and Sergey Bloom who are studyin
g PhD in Stanford University, so they also are called "Google Guys". September 4, 1998, Google
set up as a private company, design and manage an internet search engine ”Google Search"; Goo
gle website was established in the second half of 1999. Google's mission is to organize the world'
s information and make it universally accessible and useful. Google is the first to be recognized a
s the world's largest search engine which has numerous users worldwide.

Why employees like Google? There are many advantages of Google

ADVANTAGES OF GOOGLE

1. The headquarter of Google has restaurants, beauty salons, dentists, gas stations, and even
massage parlors in. Everything seems just like a self-sufficient independent kingdom. Free
food, a 24-hour gym, yoga classes, lectures, medical services, dietitians, dryers, massages,
personal trainers, swimming pool, spa (Spa), biodiesel-fueled bus, learning foreign languages
...... these rich and attractive benefits will make people hesitate to choose Google.
2. Google do a variety of efforts to enrich the cultural and recreational activities for employees.
In order to make more than 6000 employees to watch a movie premiere, Google package
down the movie theater all day. Popular blockbuster "Lord of the Rings" and "Transformers"
are all let Google employees to feast on. As an added benefit, each person can bring a guest.
3. Google employees are very concerned about the health of their children. In fact, Google
allows young mothers having 18 weeks paid vacation per year, specialized care for children.

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GROUP ASSIGNMENT - Organization behaviour (Google Company)

Of course, the father of the people at Google could also have vacations, but the time is
shorter, only seven weeks.
4. In addition to these benefits, Google employees can also enjoy a variety of subsidies, Google
provides $ 8,000 per employee per year to continue their education grants, the conditions are
in the various courses to get at least B; employees to purchase hybrid cars, Google will give $
5,000 subsidies; employees have children, you can get $ 500 subsidy; if employees adopt
children, Google will help employees pay for legal expenses and $ 5,000 for adoption.
5. Google astonishing speed and its excellent working environment are inseparable. Google’s
open, free, creative work environment is well known in the industry. Each newly recruited
employee will get $ 100 of "renovation expenses", employees can use this $ 100 to decorate
their office area. In order to ensure employees creativity in GOOGLE, all engineers have
20% free time, in which they can do anything they want. And it was the 20% of the time;
they create GOOGLE GMAIL mailbox, space theory of six degrees and many good products
and theories which well received by users.

POTENTIAL PROBLEMS OF GOOGLE

However, like many companies, it also has a lot of problems, what we want to discuss today is
his recruitment.

Google has been focusing on innovation and reform, but this is not the only mission. Google
must also manage the daily operations; this is also not a simple task. Google will build a
technical infrastructure bigger and more complex than every other one exists in the history.
These systems must continue to develop and continuously meet the ever-increasing number of
requirements, so the staff that plan, execute and maintain these system must have strong
motivation. At Google, the daily operation is not simply thinking afterwards: it plays a vital role
in the success of the company. Meanwhile Google hopes during the development of new
product, they are able to make the same achievements. Google is currently trying to fine tuning
the way they recruit the staff. Besides reducing the suffering of the process, Google also hope

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GROUP ASSIGNMENT - Organization behaviour (Google Company)

they can do better in making everyone display their talent in the rapid expansion of business
scale.

Google has attributed its success to its ability to attract talented employees and create a corporate
culture that everyone can give full play of their talent. However, the company's co-founder
Sergey Brin has admitted to analysts in February 2005 that the high thresholds in recruitment are
hindering business expansion of the company.

In March 2009, Google hired General Electric Company's (General Electric Co.) former manager
Laszlo Bock as the company's head of human resources, Bock has also been worked at
consulting firm McKinsey & Co. Under the leadership of Bock, Google has conducted a large-
scale survey about the company employees in order to find out the various factors relating to the
company's success. He said:" If you only need to recruit 500 or 1,000 people per year, whatever
way you used is ok". But "Google needs to recruit a number much larger than that. So Google
had to ask itself what kind of change it should make in dealing with the candidates. A reform
measure that has been taken by Google is to reduce the number of interviews. Bock said, the
number of interviews of every employee who is received by Google has fall from 6.2 times to
5.1 times at the beginning of the year. Google is also considering that require the interviewer
submit their assessment report within a week of the end of the interview. And the company
currently does not provide a rigorous evaluation period.

Further fine-tuning of the recruitment process shows that Google's internal work processes are
shifting from startup type to a typical pattern of large enterprises. At the end of the third quarter
of 2009, the company which has only been formed for 8 years has 9,378 employees, while
analysts expect the company's 2009 revenue will exceed $ 10 billion. The third quarter, the
company absorbed an average of 16 new employees per day. At the beginning of Google
venture, another company founder Larry Page has giving interview to all the staff those are hired
by the company. A former Google executive recalled that during the interview, sometimes Brin
dressed very casually, from roller skates to cow costume in Halloween. Even now, one of them
will examine and verify the list of intended employment. Sometimes they will question about
some person's qualification and require the internal hiring committee to reconsider.

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GROUP ASSIGNMENT - Organization behaviour (Google Company)

According to someone who knows Google's situation very well, this company has always been
valued academic performance of candidates, they prefer to hire elite of graduates. Bock said, the
college grades of candidates is a factor that company has considered, most of its employees has
good performance during school time. But he also mentioned Google doesn't have a standard of
academic requirements, and some new recruit didn't go to college but still has a good
performance in work. Some candidates said the recruitment procedures are still too long. Many
of them have decided to go to other company while waiting for reply or waiting for next turn of
interview. Bock side Google still trying to find a balance between accelerate the recruitment
process and get to know each other better. He also said that in the past few months, the interval
between received a cover letter and making a final decision has been reduced significantly.
Google hopes that one day, at least in the recruitment of some positions they can make the final
decision in one day.

In an internal investigation of Google conducted in June 2009, the company employees were
asked to answer about 300 standardized questions, including the age when they first use a
computer, how many foreign languages they can speak and how many patents they holds and so
on. Google's personnel department will conduct an analysis according to the questionnaires of
30-40 factors whether they affect job performance, in order to identify aspects of Google in the
recruitment process should focus on. This approach is not without risk. Management professor
and director of hospital University of Pennsylvania Center for Human Resources • Peter Cappelli
(Peter Cappelli) said that the work is really hard to do; you are likely to draw the wrong
conclusions thereby reducing recruitment quality. Google is currently trying to reform its
recruitment, such as increase short questionnaire for candidates to ask questions and try different
forms of interview. The company is also considering shortening the recruitment process, hope
after only two interviews can make a decision whether to hire someone.

In the past, there was no uniform format for Google's interviewer to write reviews, they just
needed to give interviewee a total score. And now, the interviewer were asked for four specific
aspects (Google did not reveal which aspects) to give interviewees reviews and according to the
interviewee's knowledge, skills and abilities to score. In addition, Google has devised a short
questionnaire for candidates to know the experience of the past, personalities and the preferences
of working methods. Issues raised in the questionnaire included: Have you ever engaged in paid

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GROUP ASSIGNMENT - Organization behaviour (Google Company)

unskilled jobs (walk the dog, waiter, tutoring, etc.)? What do you think about your
determination? Are you willing to lead others to perform work or like their job done alone?

GOALS AND OBJECTIVES

Although Google has a great ability to attract talent, it system of recruitment is still not perfect.
As a technology company, how to get the best people on is essential for the development of
Google. As the world best talent touted company which is elected by the "Fortune" magazine,
Google received more than a million job applications each year. This presents a challenge for
staff recruitment.

1. 1. Google’s recruitment determines whether they can attract the right people they need. If we
regard company as an input-output system, then the talent is this system’s converter. Without
talent, companies will not be able to convert raw resources for effective product output. The
recruitment of talent is the starting point of input, the quality of recruitment directly
determines the quality of talent, in this sense, the recruitment of enterprises plays an
important role in the future growth and development.

2. Staff recruitment affects the flow of staffs, it is affected by many factors, and recruitment
activity is a very important factor. The recruitment process of information transmission will
affect the candidates. If given untrue information in the process of recruitment, employees
into the business will have a great sense of loss, which reduces their job satisfaction, leading
to higher staff turnover. The opposite. If passed more real objective, it will help reduce staff
turnover.

3. Staff recruitment affects the cost of human resource management. Recruitment costs
constitute an important part of human resource management costs. Including the cost of a

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GROUP ASSIGNMENT - Organization behaviour (Google Company)

major recruitment advertising, promotional materials costs, wages and other recruiters, add
up all the costs are generally higher. Therefore, recruitment can effectively reduce playing its
costs, thus reducing the cost of human resources management.

4. Recruitment is an effective way to publicity the company, especially external recruitment; it

is a process to promote their business to the outside. In order to achieve the purpose of hiring,
companies release their basic information to the outside, the information, the direction of
development, policy, corporate culture and product features, etc. These help companies to
better show their style, a better understanding of the social enterprise, create a better external
environment, which is conducive to the development of enterprises. Research shows that the
quality of the company's recruitment process significantly affect the level of this candidate's
views on the enterprise; the quality of recruitment shows the company's management level
and efficiency.

According to the benefits of recruitment we have listed, recruitment is critical for an enterprise.
Google as a major global business, improve the recruitment system is favorable for its
development this can make it better and better.

FINDINGS AND ANALYSIS

First, the proposes of this assignment a model and operationalization to analyze the organization
behavior and the strong relation with employees to work as team on process performance and the
strength of the company. Second, the analysis shows that the organization behavior and the
support of employees in it has a decisive impact on process performance more than (80.9
percent). Precisely, there is a significant impact on process time, cost, and most notably on
quality. The results indicate that the impact is strongest in services and varies subject to a loyalty
of the employees for the company so that my analysis focuses on the challenges and the goals of
Google Company and it focusing also on the all date and the problems and objectives of Google
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GROUP ASSIGNMENT - Organization behaviour (Google Company)

Company that where when i analysis i read some research and i analysis as they do so as
Merriam (2001) said contends that in qualitative studies, researchers are the primary instruments
for collecting and analyzing data. Therefore as humans, it is obvious to observe that, mistakes
could be made, opportunities could be missed and personal biases could also interfere while
conducting social research. In spite this observation, it is believed that this study has a solid
platform to work on because when i do the interviews actually even it reached 22 participants of
researchers as it offering in some online pages and the data to a greater extent corresponds and
complement each other. As argued by Saunders et al., (2009), data collected can only be useful if
it has been analyzed and interpreted. Before the analysis, codification, classification and the
tallying of facts was done. That is, the results of the study were presented according to the
various research questions this assignment focused on. The objectives serve as salient headings
in the process. In which case, results about the respondents’ opinion on the organization behavior
in different company how has to be and Selection strategies of organization behavior in Google
company were presented followed by results of sensitivity to corporate social responsibility to
the local communities around where it is. When this was done, it became easy to analyze the
company’s employment and CSR approaches in relation to existing policies, the perception of
stakeholders (users/employees) and the perspectives of international communities
(users/employees/ all the people who use the page of the company ) towards the company. The
analysis was done within the theoretical and conceptual framework elaborated in the literature
review with the aim of seeking answers to the research questions.so the most of research of the
achievement of goals for Google company it can be more than 70 percent but in the same time
the employees of Google company they get some problem with long time working but more than
90 present around the world try to work in Google company because what the company give to
her employees what facilities and motivation and good salaries so I can say Google is the
successful company and it's in the top ranking for the best company and strong organizational
behaviors and best company to work in.

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GROUP ASSIGNMENT - Organization behaviour (Google Company)

RECOMMENDATIONS

Google is supposed to be one of the best places in the world to work. We've compiled a list of
some of the top negatives about working at Google culled from recent Glass door reviews. even
to give nice recommendation in this research and after that i will give recommendation for
another points Contain in Google organizational behavior

Still, Google has prided itself on its supposed ability to keep its startup values as it grows ever
larger. Google's rewards don't give incentives for doing that work.

Qualities Google seeks in a candidate:

• Diversity

• Problem-solving skills

• Curiosity and a thirst for knowledge

• The ability to think creatively and outside of the box

• Googleyness - "Googley" Googlers are passionate about their work and attack problems
with flair and creativity. They are also enthusiastic about rolling up their sleeves and making the
world a better place. so that what Google want but Google has Other popular gripes too much
bureaucracy, poor management, poor mentoring, and a hiring process that took months . One
message stands out though in most of the posts - employees thought they were entering the
promised land when they joined Google, and most of them were disappointed . One person sums
it all up nicely: Those of us who failed to thrive at Google are faced with some pretty serious
questions about ourselves .Just seeing that other people ran into the same issues is a huge relief .
Google is supposed to be some kind of Nirvana, so if you can't be happy there how will you ever
be happy? It's supposed to be the ultimate font of technical resources, so if you can't be
productive there how will you ever be productive? The full thread is below. Google actually
celebrates its hiring process, as if its ruthless inefficiency and interminable duration were a sure

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GROUP ASSIGNMENT - Organization behaviour (Google Company)

proof of thoroughness, a badge of honor. I was, so exciting like any one , offered a considerable
pay cut to go to work at Google.

So one of my recommendation Better recruitment and selection strategies result in improved

organizational outcomes. With reference to this context, this research paper this what i'm writing
now entitled Recruitment and Selection has been prepared to put a light on Recruitment and
Selection process. One of the most reliable source of hiring the new employees for google .
Company always takes in consideration the cost-benefit ratio.

1. Introduction 1.1Recruitment and selection Successful human resource should identify

human resource needs in the organization. Once the needs are identified, the process of
recruitment or acquisition function starts. Recruitment is the discovering of potential candidates
for actual or anticipated organizational vacancies. Or, from another perspective, it is a linking
activity bringing together those with jobs to fill and those seeking job. The ideal recruitment
effort will attract a large number of qualified applicants who will take the job if it is offered. It
should also provide information so that unqualified applicants can self-select themselves out of
job candidacy; this is, a good recruiting program should attract the qualified and not attract the
unqualified. This dual objective will minimize the cost of processing unqualified candidates.

2. recruiting techniques and for all the types of job applicants. .

3. 1.2 Selection: Selection is the process of picking individuals who have relevant
qualifications to fill jobs in an organization. Selection is much more than just choosing the best
candidate. It is an attempt to strike a happy balance between what the applicant can and wants to
do and what the organization requires.

4. Importance of Selection Selecting the right employees is important for three main
reasons: performance, costs and legal obligations.

5. Performance: At first, our own performance depends in part of our own subordinates.
Employees with right skills will do a better job for any company and for the owner. Employees
without these requisite skills or who are abrasive would not perform effectively and the company
performance will suffer to a great extent. So there is a time to screen out undesirables and to
choose the better and perfect candidate that can effectively contribute to company success.

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GROUP ASSIGNMENT - Organization behaviour (Google Company)

6. Cost: Second, it is important because it is costly to recruit and hire employees so cost-
benefit ratio have to be considered while hiring of employees in order to avoid any unnecessary
wastage of money and the valuable resources .The total cost of hiring a manager could easily be
10 times as high as once one add search fees, interviewing time, reference checking, and travel
and moving expenses. Legal Obligations: Thirdly it is important because of the two legal
implications of incompetent hiring. Firstly equal employment law requires nondiscriminatory
selection procedures for selected groups. Secondly, courts will find the employer liable when
employees with criminal records or other problems use access to customers’ homes to commit
crimes. Lawyers call hiring workers with such backgrounds, without proper safeguards,
negligent hiring. So the negligent hiring highlights the need to think through what the job human
requirements are. So in order to avoid the concept of negligent hiring, it is necessary to make a
systematic effort in order to gain relevant information about the applicant and verify all the
documentation.

7. Essentials and Prerequisites for Selection: (1) Picking individuals possessing relevant
qualifications. (2) Matching job requirements with the profile of the candidates. (3) Using
multiple tools and techniques to find the most suitable candidate suitable. (4) Of achieving
success on the job

8. The Process of Selection: (1) Reception (2) Screening Interview (3) Application Blank
(4) Selection Tests (5) Selection Interview (6) Medical Examination (7) Reference Checks (8)
Hiring Decisions

9. Selection is usually a series of hurdles or steps. Each one must be successfully cleared
before the applicant proceeds to the next.

10. Recruitment and selection is a defined process organizations use to find and hire
employees. For a small business, this process can be a critical part of the success of the
organization's future growth and retention of employees. This process should include several key
factors to ensure a small business not only complies with internal policies but also with local,
state and federal regulations. whereas i will write some details to be my recommendation very
nice and to get more deep and more description so that,

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GROUP ASSIGNMENT - Organization behaviour (Google Company)

Job Description

Before starting a recruitment and selection process, job descriptions should be defined for
each role in the organization. Each job description should include the skills and education
required to perform each role successfully, as well as a detailed list of responsibilities. Job
descriptions allow employees to understand their roles and responsibilities, and also provide
a tool for hiring personnel to use when choosing the most qualified candidates based on the
requirements of the job.

Policies and Procedures

Policies and procedures should be defined and adhered to for the recruiting and selection
process, and should ensure that everyone in the organization adheres to local, state and
federal regulations. Policies should provide a list of guiding principles for hiring personnel to
follow, and procedures should provide the required steps for recruitment and selection. If a
small business has a human resource department, company policies and procedures should
address this department's oversight of the hiring process.

Training

Once procedures are clearly defined, hiring managers and supervisors should be trained
regarding the requirements of the process. Training should include not only what steps are
required to recruit and select employees, but how to interview candidates appropriately and
effectively. Include applicable laws and regulations, as well as the organization's goals
during training.

Involvement

Small businesses should include a senior member of the organization during the recruitment
and selection process. If an organization does not have a human resources department,
someone who is responsible for making high-level decisions for the organization should be
involved. This can be accomplished by including a senior member in the interview process.
This provides direct oversight to the process and ensures the process is being completed to

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GROUP ASSIGNMENT - Organization behaviour (Google Company)

meet the expectations of the organization. Most candidates who interview will also
appreciate the involvement of senior members of the organization because they feel their
contributions will be recognized.

Step 1

Advertise job openings for recruiters and HR staff members on professional association
career sites to attract highly qualified applicants. Refine your process for selecting HR
department staff -- they have a direct impact on the effectiveness of your recruitment and
selection processes. Determine whether your organization can offer extremely competitive
wages to attract the best recruiters in the industry, particularly if you could benefit from
hiring recruiters with specialized knowledge, such as IT or healthcare industry recruiters.

Step 2

Review every step of your recruitment and selection process. Determine how much staff time
is devoted to accessing applicant information, whether recruiters are conducting preliminary
telephone interviews to save time and expense in narrowing the field of qualified applicants
and the overall cost-per-hire metrics that provide information on how much you are spending
every time you add a new position or replace an employee.

Step 3

Calculate your company's outsourced functions, such as background investigations, drug

testing, job skills examinations and personality assessments. Poll recruiters about the
effectiveness of services from each provider, and decide whether to retain the outsourcing
companies or shop around for providers who can improve the effectiveness of your
recruitment and selection process.

Step 4

Construct an applicant survey for walk-in applicants or a survey that follows your online
application process. Gather information from end users of your application tracking system

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GROUP ASSIGNMENT - Organization behaviour (Google Company)

to determine the ease with which they apply for jobs. Modify your recruitment and selection
processes based on input from applicants and candidates.

Step 5

Pay membership fees for your recruiters to join professional associations and industry groups
that improve their skills and knowledge. Professional associations provide educational
opportunities for career recruiters, as well as certification that attest to a recruiter's
knowledge base.

Step 6

Obtain feedback from hiring managers on the recruitment and selection process. Ask them if
they benefit from recruiter recommendations, or if they would prefer to conduct the
interviews from preliminary stage to the stage at which they make their hiring decision.
Arrange for hiring managers and recruiters to exchange ideas and collaborate on how to
improve selection process effectiveness. Routinely assess recruiting practices and provide
metrics for HR staff and company leadership to review -- annually, at least.

Step 7

Create a process manual for recruitment and selection functions. Write every step in the
process from preliminary interviews to extending an employment offer. A procedural manual
is especially helpful when your HR department has to bring in new employees or replace
recruiters who leave the organization without training their successors. Written processes
also are helpful when you have HR staff filling in for recruiters on extended leaves of
absence.

1. At present, Google is the most dominant search engine across the globe having a market
share of about 65%. Maintaining this competitive advantage in the dynamic search
engine requires Google to develop innovative competitive strategies against its rival
firms.

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GROUP ASSIGNMENT - Organization behaviour (Google Company)

2. The first recommended strategy for Google to maintain its competitive advantage in the
search engine industry is to strive always to be a technological leader through constant
innovation.
3. Must Google can manage to position itself as a technological leader rather than a
technological follower, Google must be capacitated to stay ahead of its competitors in
terms of innovation.
4. Technological leadership can be achieved through emphasis on strategic innovation and
developing its technology infrastructure, which are some of Google's core competencies.
5. Since its establishment, Google has relied on innovation as its tool for competitive
advantage to establish a formidable wall against its rival firms and it should to beep that.
6. The second strategic recommendation for Google to continue maintaining its competitive
advantage is through product diversification.
7. Must keep diversifying its product portfolio in the search engine industry will been
strumental in ensuring that Google reaches a wider audience.
8. Google must to increase offers numerous search engine tools for various applications and
must to develop Google Maps, Google Earth, and Google toolbar among others. so
9. With a diversified product portfolio, Google must to continue will continue to expand its
customer base. A case in point is that Google is the only search engine company offering
search applications for specific data types such as images, books, maps and docs.
10. The finally strategic recommendation for Google to maintain its competitive advantage is
through developing a HR strategy that focuses in attracting the top talent in IT. It is
apparent that Google relies on innovation, which is facilitated by the friendly staffing
policies that manage to attract top talent into Google's workforce.
11. Google has a myriad of core competencies such as good company culture that attracts a
pool of top talent needed for innovation, public relations, and brand equity. so that must
to keep this.

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GROUP ASSIGNMENT - Organization behaviour (Google Company)

SUMMARY/CONCLUSION

Finally, we conclude that Google is considered as the most important, top leading, also the top
Surfs online brands and serves all a categories, it has the best organizational behavior for serving
online customers and offering what the people want whereas

Our dedication to improving search helps us apply what we've learned to new products, like
Gmail and Google Maps.

We keep speed in mind with each new product we release, whether it's a mobile application or
Google Chrome, a browser designed to be fast enough for the modern web. Google search works
because it relies on the millions of individuals posting links on websites to help determine which
other sites offer content of value. We're pioneering new technologies and offering new solutions
for mobile services that help people all over the globe to do any number of tasks on their phone,
from checking email and calendar events to watching videos, not to mention the several different
ways to access Google search on a phone or on any online searching. Advertising on Google is
always clearly identified as a "Sponsored Link," so it does not compromise the integrity of our
search results. We offer Google's search interface in more than 130 languages, offer people the
ability to restrict results to content written in their own language, and aim to provide the rest of
our applications and products in as many languages and accessible formats as possible. Google
uses industry-standard Hypertext Transfer Protocol Secure encryption technology to protect
customers' login information. Encryption is not enabled by default to protect other information
transmitted by users of Google Mail, Docs or Calendar. As a result, Google customers who
compose email, documents, spreadsheets, presentations and calendar plans from a public
connection face a very real risk of data theft industries to protect consumers' sensitive
information .Google even uses HTTPS encryption, enabled by default, to protect customers
using Google Voice, Health, AdSense and Ad words. Rather than forcing users of Gmail, Docs
and Calendar to "Opt-in" to adequate security, Google had made security and privacy the default.
That's where Google is the biggest organization in this Field and she has this strength in her
organizational behavior these Techniques because it makes the satisfaction for all the customers
around the world by her good organizational behaviors and the Services and the loyalty of her
employees for their company

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GROUP ASSIGNMENT - Organization behaviour (Google Company)

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