Subject: HPT/ MHP7233
Assignment: HPT Presentation Report Group: 1
Ali Aminrezai (1092300098)
Base on these philosophies google designed its organizational policy and through those policies they practiced some initiatives and managed to drives motivation in their employee. Larry and Sergey started an idea of building such search engine as university project. The thing that made google even more attractive was about some of their motto that they chose as their philosophy. Involvement refers to employee responsibility. And thanks to their effective search engine they popularity start to grow rapidly and followed by some introduction through public press google become the word of mouthes. Larry page and Sergey Brin developed a new approach to searching the web." They set the mission to “Organize the world’s information and make it universally accessible and useful. As Denison (1990) refers to effective organizations as having corporate cultures which consist of four factors: involvement. An angle investors Andy Bechtolsheim – one of the founder of sun Microsystems gave them 100.
. so they start to raise funds and stablished a company called google Inc. The project was initially called BackRub in 1995. Google start from the dorm room in Stanford University but quickly spreads to the information seekers around the globe. By 1999 the school project turned into a company.000$ and they gathered through various other ways 1000000$ . a term that is used to encompass many aspects of organization. Culture is an abstract and general concept.Introduction Searching definition has not been that meaningful and extensive until google came into play in 1995. being involved to decision making and as result committed to their work. like “ You can make money without being evil” or "You can be serious without a suit" and "work should be challenging and the challenge should be fun. Culture It has been proven that the organizational culture plays a major role in company performance. When every individual goal aliened organizational culture that supposed to be a successful culture. Now it is recognized as the world most efficient and largest search engine. The simplicity and efficiency is the major feature in google services and applications. The two students found it difficult to find any buyer or investors for their project. As a business google generates revenue by providing advertisers with the opportunity to deliver measurable. consistency. adaptability and mission. cost-effective online advertising that is relevant to the information displayed on any given page. They bought a terabyte of disks in bargain prices and build their own computing warehouse in Larry’s dorm room which become google’s first data center. so they build a very liberal and comfortable working Environment. Culture exists within all organization. afterward google by hitting one billion pages index become known as a biggest search engine in the world.
carrots. innovation. The ‘snack rooms’. 2005). couches. fridges stocked full of free drinks. financial success. company image through customer perspective and finally internally from employee perspective. When one ventures further into Googleplex. in the reception there is a grand piano. Proceeding Referring to the organizational success it can be analyzed through different aspects. It is shown that google has an integrated culture. There for there can be seen a link between motivation and culture. Googleplex is distinguished from other corporate headquarters in that it is extremely wacky. video games machines even an outside beach volley ball court. fresh fruit. offer an array of snacks like. And mission is about the shared definition of organizational purpose. Google does not provide a traditional working environment. financial advisors and massage therapists to help employees be stress free at work (Ten reasons to work for Google. As Russ Cohn (Director of B2B at google) reports. washing machines. The employees’ dietary needs are also met with through ‘snack rooms’ and the reputable cafeteria. Regarding Human Performance technology we mostly refer to the internal processes improvement. table tennis tables. 1992).Consistency is implied that values and expectation are aligned within organizations. gummy bears. lava lamps and meeting rooms named after rock stars are just some of the unusual examples of furniture. structures and systems when it is needed. As people enter the Googleplex they are overcome by sense of extravagance and fun (De Cagna.
Successful and creative employee environment Google provide a truly unique and attractive working environment for its employees. The manifestation of google’s culture is analyzing through looking at the various aspect of google. 2005). doctors. yoghurt. The food at the cafeteria is so excellent that it is rumoured that workers from Google’s biggest rival (Yahoo!) sneak into the Googleplex to eat at the restaurant (TechCrunch. google even go beyond providing for the basic physical needs of their employees by having on site dentists. a large fridge full of drinks and spinning that displays realtime searches happening around the glob. pool tables. google employees seem to have a motivation for working at Google which is unrivalled at other firms. large robber bouncy balls. and google truly understand this fact that strongly integrated cultures will often result in motivated employees. fun and rewards. While the googles culture is very integrated at the time the diversity in members’ cultures is also respected in google. massage rooms. Adaptability infers that the organization is able to adapt its behavior. So base on this cultural climate they have been able to set individuality through the eyes of employees and public which set the organization apart from its environment (Gagliardi. mission. 2005). which is comprises of four elements. As mentioned by Kotter and Heskett (1992) The strong cultures can have powerful consequences. M&Ms and coffee. GooglePlex is a term that they put on that area. bean bags.
. football tables. There is strong degree of sociability and solidarity in google’s culture in which employees get the job done efficiently and effectively that every one tends to help each other passionately toward success. Within the Googleplex there is a gym. which are completely free.
Cultural fit Google is very sensitive about keeping its culture alive. In this respect Google has an ‘integrated’ organisational culture (Martin. social and esteem needs. whereby 20% of employees’ time is spent on whatever project they desire (Byte.
Cultural linkage to the Environment and beyond
In google there is high level of motivation. the activities create a social unity between employees. Unity between employees and Google is further enhanced through the empowerment of its employees and encouraging innovation. Encouraging innovation and having a flat organisational structure are demonstrations of Google’s organisational culture which recognizes achievement (Truskie. 2005). safety. 1999) and is adaptable (Denison. Google encourages its employees to work hard and play hard.But the actual motivation in google is beyond working environment and monetary rewards. The employee in google has got an elevated mission to the level of ethics. Google’s mission objective is to organize the world’s information and make it accessible and universal (Google. the firm thrives in a virtuous circle like effect. nursery care for children and 25 days holidays a year. This gives the employee sense of freedom and at the same time because employees at Google believe in the organisation. something which is essential to the effectiveness of the organisation. employees are encouraged to innovate. they remain committed to organizational mission so this free time will be consumed toward the innovation for the sake of organization. 1992). by treating employees well. sports facilities at work.com). Through the provision of free holidays. People within the organisation believe whole heartedly in Google because the values of the employees are aligned to that of Google.Colvin (2006) comments. so according to Cohn (2005) – google has been very careful when recruiting as attracting the right staff has been crucial for the continuation of Google’s culture. At the same time as providing very attractive fringe benefits for them. Regarding the structure google’s structure is very flat and huge amount of responsibility and autonomy will be granted to the employees. they believe that they are making a difference to the world. Empowering engineers to make decisions and act upon their decisions had led to Google developing a core competency in innovation and the ability to do things quickly (Edwards. 1990). Google have created an organisational culture which goes beyond the basic physiological. At Google. The result of this belief in the organisation is extremely high levels of motivation. Also there are strong monetary incentives in google – a quarter of google’s employees are milliner through the googles stock market floatation. and free ski holidays and other social excursions have created a social bond between employees. Employees have a profound belief in the organisation’s mission and are excited about the company and the opportunities that they have at Google (Nelson and Quirk. Activities such as free movie nights for employees and families. 2005). In this way google encourage its employee to think as to say ‘outside of the box’. If Maslow’s (1954) hierarchy of needs is considered. 2005). Google’s founders (Lary and Sergey) are very intelligent people and with the shiny background
. there is a 20% rule.
and we want them to know it’ . 2005). 6. ‘Appreciation is the best motivation’ . The impact could be millions of people finding it useful.Working at Google is working on something that matters (which is fulfilling). ‘Uniting the world.
Conclusion As last word. If we look through these 10 reason the google’s culture and objectives will be clarified. 5. 7. ‘We love our employees. Sergey Brin said in the Google recruitment video ‘We built the place in a way that we like.Google employees are very talented. ‘Boldly go where no one has gone before’ . 1. Through careful recruitment. 2.Google provide financial rewards and great fringe benefits.Google provide a fun and inspiring workplace. so they are still closely and very obsessively playing a very important role in recruiting process to keep recruit individuals who are a good fit with google’s culture (Nelson and Quirk.
. so working at Google means helping people. making the world a better place. ‘Good company everywhere you look’ .Google encourage innovation into new fields. ‘Life is beautiful’ . ‘Work and play are not mutually exclusive’ . so there are endless opportunities to innovate.Working in a good environment can be fun. working at Google means working with talented and interesting people. 3. 4. ‘Lend a helping hand’ . google has an argument of – 10 reason of why people want to work at google. Google has ensured that the right sort of person enters the organisation and maintains the same culture.Google help people find what they want. one user at a time’ . Google’s recruitment policies are strikingly different to most companies.Google is the technology leader in organising the world’s information. where work experience counts for less than educational background. 9.Google is a global company. so we have a great environment for software engineers’ (2005). ‘Innovation is our bloodline’ .the leads to google. 8.
html Xooglers*. January 11. Martin. (1990). (2006). Aldine de Gruyter.
Gagliardi. D. 2005.
Colvin.google. John Wiley & Sons: New York.
. December 4. The Free Press.10. Organizational Behaviour: Foundations.blogspot. Corporate culture and performance. J. Reality and Challenges (Fifth Edition). and pay an ethical approach towards working in google and become committed to organisation’s culture and as to say fulfill to the founders values. P. 2006. ‘There is such a thing as a free lunch after all’ . The 100 Best Companies to Work For 2006. J. and Quick.com]
As we see though in these 10 motto the monetary incentives is the last part in and even they’ve just mention it as a free food although there is much more out there than just a free food. (1992). Edwards. Kotter. Denison. (2005). G. Oxford University Press.Google looks after its employees by providing free healthy food throughout the day. and Heskett. (1992). J. this clearly shows that although they provide incomparable monetary incentives in respect with other firms but they expect that their employees think beyond just that incentives’. then they can join and be welcomed by Googlers into Google happy family. D. Cultures in organizations. http://xooglers. (1992). (2006). Fortune Magazine. D. Symbols and Artifacts: Views of the Corporate Landscape. South-Western. Corporate Culture and Organizational Effectiveness.com/2005/12/say-hey-its-ray. [Adapted from www. Nelson. Say hey it’s Ray. J.