I.

Introduction about Google

Google LLC is a leading global multinational technology company. Google is known for services
and products related to the Internet, search engines, cloud computing, software and hardware.
Google is headquartered in the United States, was founded in 1998 by Larry Page and Sergey
Brin. (Google, 2021). In August 2015, Google decided to reorganize the company as a
conglomerate called Alphabet Inc. The number of employees working at the company is
103,459 people, distributed all over the world (Thanh, 2020).
Each year, tens of thousands of people visit Google campuses around the world looking for
opportunities to become a member of the company. They are business and social
entrepreneurs, college and high school students, CEOs and celebrities. This probably explains
how Google is called "The Best Workplace in America". (Block, 2018)
1. How an organization's culture, politics and power influence individual and team
behaviour and performance in Google.
1.1. Influence of culture
● Organizational culture:
Organizational culture is the set of values, expectations and practices that guide and
inform the actions of all members of the organization. (Wong, 2020).
● Handy's OC typology has defined four different types of cultures, namely powers,
roles, task and person.
- Power culture: that is, power concentrates only on a few holding individuals, their
decisions affect the entire enterprise. Organizations with a powerful culture are often
small-scale. Employees in this organization are judged on what they achieved instead
of what they did or acted on.
- Role culture: Organization has role culture as the organization that controls over the
rules. Everyone in the organization knows clearly what their responsibilities and roles
are for the organization. This role culture is only present in highly structured
organizations with a long chain of commanders.
- Task culture: This type of culture is formed when organizing groups to deal with
specific tasks and projects. The power within groups is different and depends on who
is on the team and the state of the work that needs to be worked out. The performance
 of each member's work is valued based on the results. The group will be disbanded
after the work is completed.
- Person culture: showing in individuals who consider themselves unique and superior
to organizations. Organizations with a human culture are just a place to work, and
employees are just collections of individuals who happen to be working with the
same organization.(tutor2u, 2018)
Therefore, should Google Corporation have task culture, The process of evaluating the
effectiveness of the group and rewarding members at Google is very different for other
companies. At Google the performance of the team's work needs to be proven through the
actual results they achieve. After being appreciated by their boss, the committee will be the one
to decide their reward. (Le, 2019)
● Organization's culture influence individual and team behaviour and performance:
- Offices at Google are designed in an open trend. There are no barriers between
employees but instead a common environment for everyone. This enhances the
teamwork skills of the employees in the company and creates opportunities for
information exchange anytime, anywhere. In addition, Google has built small meeting
rooms with eye-catching architectural flaws that make it less boring to discuss
projects and teamwork (Ning, 2013).
- At Google, the performance of individuals or groups is determined based on results,
so Google employees must have practical knowledge that affects the work, solving
skills and division. situation analysis. (careerbuilder.vn)
- For leaders, they must become “emergency leaders” meaning they should know
when to take over and when to quit leadership and get back to normal work when
solving problems. solving problems (careerbuilder.vn)
- Google productivity is always top of the world. According to a recent study by
strategic consulting firm Bain & Company, leading technology groups, including
Google, often have 40% better labor productivity than average. (My, 2017)
1.2. Influence of politics
● Organizational politics are informal endeavors that people try to do through
management, sometimes it's behind the scenes to sell ideas and it affects the
 organization, it strengthens power and enhance or help achieve other targeted goals.
(Brandon & Seldman, 2004)
● The influence of politics in Google:
Employee policy prohibits "heated debates" about Google politics. Google has
updated the community guidelines for its employees, which emphasizes the fact that
Google employees come to the company for work, and does not interrupt the workday
for a heated debate. about politics or the latest news story. What's more, employees
are held accountable for what they say and Google will hold them accountable.
Specifically, the update says, "While sharing information and ideas with colleagues
helps build community, don't interrupt the workday for a heated political debate or
story. Our main responsibility is to get work done we used to be hired for, not
spending time working on debates on non-work topics. " This makes Google
employees feel constrained by their freedom of expression and forces them to focus
on what they are doing, not the world around them. (Greene, 2019)
1.3. Influence of power
Organization power is the ability to control or influence the behavior of someone to
complete a task. According to two sociologists Bertram Raven and John French
classified power into five categories: legal power, expert power, coercive power,
referral power, and reward power.
The types of powers that exist within the Google group are legitimate, coercive, and
reward power. Legitimate power is the power that a person in the organization holds.
The person has a certain responsibility, has the right to assign tasks to others in the
organization, then review the job and give feedback (Bhasin, 2019). On August 10,
2015, Sundar Pichai, was appointed as the General Manager of Google Inc. (Google,
2021)
Coercive power is the power of a person, which he or she can use to manipulate or
coerce employees. Coercive power is exerted and the employee can be punished for
not exercising it (Bhasin, 2019). In 2017, Google released a new code of conduct
revision for Google to create a friendly and fair working environment for all
employees. Specifically, every Google employee must always respect each other,
avoid discrimination, harassment, doxing, cursing or hoaxing colleagues. Employees
 who continue to repeat prohibited conduct are at a very high risk of being disciplined,
demoted or even fired (BusinessInsider, 2019).
Reward power is rewards that motivate or reward people. These can be salary
increases, bonuses, company-sponsored vacations or promotions (Bhasin, 2019).
Every summer, Google rewards all employees with good performance of the year
with a good holiday, such as going skiing in Vermont or an overnight picnic in
Poconos. (Pham, 2014)
2. Evaluate how content and process theories of motivation and motivational
techniques enable effective achievement of goals in Google.
2.1. Motivational theories
a. Motivation: is all internal or external desires that help an individual complete an
important task. Motivation is what makes people take action. In addition, motivation is
also understood as the wishes and needs of the individuals that have not yet been met that
they want to accomplish, which can be a goal that everyone wants to accomplish.(Tanner,
2020)
b. The distinguish between intrinsic and extrinsic motivation
Intrinsic motivation Extrinsic motivation
Definition Is actions to do something for Is actions of the individual to
no external purpose or reward. perform tasks for external
(Sprigghr, 2020) rewards or to avoid a certain
penalty. (Sprigghr, 2020).
Purpose Participants are interested or Participants are often not
because it is attractive, not to amused because it is attractive
achieve anything or deal with or satisfying, but rather to gain
any pressure.(Sprigghr, 2020). valuable rewards or avoid
unpleasant things. (Sprigghr,
2020).

c. Content and process theories of motivation

● Content theories: think that people's motivation is based on getting what they need. This
theory is pervasive in leadership training worldwide. Content theories is divided into four
categories: Maslow, Alderfer, Herzberg and McClelland.(Worldofwork, 2017)
 - Google applies Maslow's Hierarchy needs. Maslow's Hierarchy Needs divide human
needs into 5 categories: physiological, safety, social, self-esteem and self-realization
needs. In particular, social needs are the needs that help Google create the greatest
motivation for employees.
+ First, Google always gives its employees the opportunity to leave the office for events
such as sports activities, pajamas parties. Therefore, the employees can communicate
with each other more and become more intimate. These things help Google employees to
become happier and happier instead of focusing on their work, leading to increased job
satisfaction and quality.
+ Second, Google also designs offices according to unique architectural flaws, for
example, designing meeting rooms with trees like a forest, or meeting rooms designed as
small rooms and possibly bring cats and dogs. This design of Google has turned boring
meeting rooms into resorts or homes for employees to spend more time. In addition, it
also helps employees relieve pressure and relax themselves. (Dunner, 2014)
● Process theories: focus on the psychological and behavioral processes of the following
individuals. This theory provides an understanding of the actions, interactions, and
contexts of which individuals drive behavior. Process theories includes Vroom, Porter
and Lawler, Adams and Locke. (Worldofwork, 2017)
- Google apply Equity theory of Adams and Locke. This theory asserts that fairness and
equity will help foster strong relationships with employees that lead to their satisfaction
and motivation (sielearning, 2016). As a result, Google's leadership and management
style also has its own distinctive features listed in the company's Oxygen project as
follows:
+ The best managers have to help better team members, help them realize potentials in
the team and use intelligence to boost or inhibit members' performance so that they grow
together.
+ Google management must always make certain comments that must be balanced
between negative and positive to both motivate employees and help them see their
shortcomings properly.
Managers are people who know how to invest in people, they provide career path options
to support team members and help them achieve their job goals.
 + The manager must know the balance between giving the freedom to handle the work
for employees and always ready to give specific job instructions immediately.
Leaders need to pay more attention to the achievement of a team, even when it is opposed
to their own goals. (Haymora, 2018)