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The Google Corporation

Dayanara Pena

South Texas College

ORGL 4341: Management Theory I

Dr. Dora Vargas-Bustos

3-4-2023
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The Google Corporation

“Google is one of the most recognizable technologies, but with the introduction of new

technologies, processes, and corporate trends (Google grows on people, 2013)”. Google must

adapt to remain competitive. To stay ahead of the competition, Google must make changes to the

way they manage their business. “By 2011, it was the world's most valuable brand. This success

was based on a stream of new and innovative products ‐ some acquired, but many developed in‐

house, (Google grows on people,2013).” This need for a management revolution is essential to

ensuring the continued health and success of Google. The impact of such a revolution could be

far-reaching, with the potential to shape the future of the company, its products, and its

employees. By taking a closer look at the need for a management revolution, this paper will

explore the potential impacts for Google Corporation and the multitude of ways that it could

shape the future of the company.

“Google is a global powerhouse and one of the most recognizable technology giants, but

with the introduction of new technologies, processes, and corporate trends, Google must adapt to

remain competitive. To stay ahead of the competition, Google must make changes to the way

they manage their business. This need for a management revolution is essential to ensuring the

continued health and success of Google. The impact of such a revolution could be far-reaching

(Principles of Management, 2012), with the potential to shape the future of the company, its

products, and its employees. By taking a closer look at the need for a management revolution,

this paper will explore the potential impacts for Google Corporation and the multitude of ways

that it could shape the future of the company.

A management revolution could have a host of benefits for Google. One of the most immediate

and tangible benefits is improved efficiency. By streamlining processes and eliminating

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redundant steps, Google can save time and money. Additionally, a management revolution could

lead to an improved workplace culture. By introducing new systems and structures, Google can

create a culture of innovation and collaboration, leading to a more productive and dynamic

working environment.

“Moreover, a management revolution can help Google remain competitive in the ever-

changing tech landscape. As new technologies and processes emerge (Principles of Management,

2012).” Google must stay ahead of the curve to stay competitive. By implementing a

management revolution, Google can ensure that it remains at the forefront of the industry.

Additionally, a management revolution can help Google attract and retain top talent. By

introducing new systems and processes, Google can demonstrate to potential employees that it is

a forward-thinking and cutting-edge organization.

Finally, a management revolution can provide a platform for Google to grow and expand.

By introducing new systems and processes, Google can scale its operations more efficiently and

effectively, leading to increased profits and market share.

Using the P-O-L-C framework, it is apparent that Google employs a variety of controls to

ensure the success of their operations. Planning is a key component of Google’s management

system, with several processes in place to ensure that the organization is well-prepared for future

developments. Google also has several organizational structures in place to ensure that all

employees understand their roles and responsibilities. “Communicating the vision and granting

employees the freedom to implement it is one part of Google's people-management system.

According to the leadership at Google, Google’s control system also relies heavily on leadership

and communication. The company maintains a clear chain of command and encourages open
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dialogue between employees. Additionally, Google has several policies and procedures in place

to ensure that all employees have the same standards of conduct.

In the future, Google should focus on introducing more sophisticated control systems.

This could include the implementation of automated systems that can track and analyze

employee performance. Additionally, Google should focus on introducing systems that can

identify potential risks and provide early warning signals. Finally, Google should focus on

introducing systems that can provide detailed feedback on employee performance and allow for

the implementation of corrective measures.

A management revolution is not without its challenges. One of the challenges is

understanding the impact on employees. A management revolution can lead to major changes in

the way employees interact with one another and the way they approach their work. It is

important to understand the potential impact of such changes on employee morale and

productivity. Additionally, it is essential to understand the potential impact of a management

revolution on the resources available to employees. “It is important to ensure that any changes

introduced are sustainable and do not impede the ability of employees to do their jobs (Principles

of Management, 2012).”

Another challenge of a management revolution is understanding the impact on business

practices. A management revolution can lead to radical changes in the way a business operates,

including changes to processes, systems, and structures. It is essential to understand the potential

impact of such changes on the business’s competitive advantage and its ability to remain

competitive in the market. Additionally, it is important to understand the potential impact of a

management revolution on the company’s long-term growth and profitability.

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Google’s decision-making style can be classified as a combination of both top-down and

collaborative. On the one hand, the company relies heavily on top-down decision-making, with

decisions being made at the executive level and then passed down to the rest of the organization.

On the other hand, Google also encourages collaboration, with employees being encouraged to

voice their opinions and contribute to the decision-making process. This combination of top-

down and collaborative decision-making allows Google to make the most informed decisions in

the shortest amount of time.

“When implementing a management revolution, it is essential to have a clear strategy in

place. (Google grows on people, 2013)” One of the most important strategies is to identify and

address potential risks. This can include assessing the potential impact of the revolution on

employee morale and productivity, as well as the potential impact on the organization’s

resources and competitive advantage. Additionally, it is important to ensure that the revolution is

sustainable, with processes and systems in place to ensure that it remains effective over time.

It is also important to ensure that the management revolution is implemented gradually. It

is not advisable to introduce radical changes all at once, as this can lead to confusion and

disruption. Instead, it is best to introduce changes in phases, allowing employees to adjust to the

new systems and processes. Additionally, it is important to ensure that there is adequate training

and support in place to help employees understand and utilize the new systems and processes.

Finally, it is important to ensure that the management revolution is communicated

effectively. It is essential to ensure that all employees are aware of the changes and understand

the potential impacts. Additionally, it is important to ensure that there is ongoing dialogue

between employees and management to ensure that any issues or concerns are addressed in a

timely manner.
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The potential long-term impacts of a management revolution on Google Corporation are

far-reaching. One of the most immediate impacts is improved efficiency. By streamlining

processes and eliminating redundant steps, Google can save time and money. Additionally, a

management revolution could lead to an improved workplace culture, with the potential to

increase employee morale and productivity.

“Moreover, a management revolution can help Google remain competitive in the ever-

changing tech landscape.” According to Leadership at Google from 2013, introducing new

systems and processes, Google can ensure that it remains at the forefront of the industry.

“Additionally, a management revolution can help Google attract and retain top talent, as well as

provide a platform for the company to grow and expand. (Amazon and Google)”

Finally, a management revolution can have a major impact on the way Google does

business. By introducing new systems and processes, Google can improve its decision-making,

increase its agility, and create a more efficient and effective organization.

In conclusion, a management revolution is essential to ensuring the continued success of

Google Corporation. By introducing new systems and processes, Google can improve efficiency,

stay competitive in the ever-changing tech landscape, and provide a platform for growth and

expansion. Additionally, a management revolution can have a major impact on the way Google

does business, with the potential to improve decision-making, increase agility, and create a more

efficient and effective organization. Ultimately, a management revolution is essential for Google

to remain competitive in the long-term.

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References/Additional Peer Review Articles

Why We Need A Management Revolution | Business Revolution: Episode 2 | ENDEVR

Documentary. (n.d.). Www.youtube.com. Retrieved March 3, 2023, from

https://www.youtube.com/watch?v=dWUkVdwm5LQ&ab_channel=ENDEVR

Management | Lumen Learning. (2017). Lumenlearning.com.

https://lumenlearning.com/courses/principles-of-management/

Google grows on people article: Bottom‐up leadership and minimalist management inspire

innovation. (2013). Strategic Direction, 29(9), 16–18. https://doi.org/10.1108/SD-08-2013-

0052

MANIMALA, M. J.; WASDANI, K. P. Distributed Leadership at Google: Lessons from the

Billion-Dollar Brand. Ivey Business Journal, [s. l.], v. 77, n. 3, p. 12–14, 2013. Disponível

em: https://discovery.ebsco.com/linkprocessor/plink?id=78c890b8-1932-3439-9818-

0c2e0e0e777a.

Amazon and Google. Academic OneFile, https://link-gale-

com.ezproxy.southtexascollege.edu/apps/pub/9HNV/AONE?

u=txshracd2547&sid=bookmark-AONE.