Organizational Behavior at Google Inc

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OrganizationalBehavior at Google Inc

OrganizationalBehavior at Google Inc

Googlehas become a world leader in its operations so much that the term‘googling’ is used by people around the world in reference tosearching online information. This company started as a studentproject of two Stanford University students in 1996. However, itspopularity rose significantly to about one billion daily searches asit became the most preferred search engine around the world. Inaddition, the company developed other innovative applications such asGoogle Earth, Google Maps, Picasa and Gmail. Ideally, this companyhas been able to successfully combine its organizational culture withstrong technological innovations. This is despite the fact that thecompany started operating in an environment that was crowded byvariety of search engines. The discussion about Google will exploreits organizational behavior and its impact in the success of thecompany, making it my preferred organization to work at in thefuture.

Thereare many reasons that influence my decision of choosing to work atGoogle Incorporations, which are mainly tied to the organizationalculture. Organizational culture can be described as the system ofassumptions, norms, values and attitudes that are normally manifestedthrough particular symbols that are developed and adopted by membersof a particular organization (Robbins and Judge, 2014). Theorganizational culture has significant impacts on management andorganization that emerges out of its content and its nature. Thisprocess only happens through a mutual experience that enables them toaccurately determine the world around them and the manner of behavingin it.

Theculture of the firm essentially means that assumptions, norms,attitudes and norms that are shared by members of a particularorganization play a critical role of shaping their interpretativeschemes. It is through interpretative schemes that members are ableto assign meanings to occurrences outside and within an organizationand hence be able to understand the reality (Markovic, 2012).

Impactof Google’s Mission on its Organizational Behavior

Thecompany has strived to function and manage all its operations basedsolely on solid principles that can be traced back to its innovators.This company was able to differentiate itself from the rest of searchengines by placing the needs of its users at the centre of itsoperations. This can be found in their mission statement that ideallysummarizes its unending commitment to ending user needs. This iswhile other competitors were mainly focused to marketing all theirsites with the goal of increasing revenues from advertisements.

Contrarily,Google presented the end users with a blank page that has a searchbox and the company’s logo, eliminating all forms of distractions.The main reason why Google resisted all forms of pop-upadvertisements was because it felt that feature annoyed the endusers. This idea of improving user experience by resisting the urgeof making short term money played a critical role to their success.

Google’sleadership styles and employee motivation

Inaddition, Google prides itself in ensuring that all of its employeesare valued and remain happy. It was able to create a unique workenvironment that attracted, motivated and also retained some of itsbest employees. For instance in 2007, the company was ranked as thenumber one working environment and also ranked number four in 2010.Such recognitions are ideally attributed with the way the companytreats its employees. An example is the free food with a variety ofexpensive menu options that Google treats its employees. In fact,some of the Google employees complained in the recent past that theytended to gain ten to fifteen pounds. There are also other forms oftreatment that include gyms with shower facilities, on-site child daycare, doctors and video games. All these are mainly aimed atimproving employee experience with the aim of boosting theirperformance.

Moreover,Google is known to provide its employees with great benefits such asa four month paternal leave that include 75% of full pay. It alsooffers $500 takeout meals for any employees who have new born babies.All these treatment ultimately makes employees feel valued in thattheir needs are also valued by the company. Additionally, employeesfeel that they are working in an environment that is extremely uniqueand one that is cool in that it is different from all other companiesthat they might have worked in the past.

Anysuccessful organization implements leadership that places themotivation needs of its employees at the forefront (McFarlin andSweeney, 2012). This is because this is a critical element or factorthat influences organizational success. One of the main causes oforganizational success is having a motivated workforce that is selfdriven and that strives to develop their careers. This can beachieved through an effective leadership style that is able tomotivate its workforce through the processes of telling,participating, selling and delegating (Schein, 2010).

Buadopting effective leadership, Google has proved to havingsustainable techniques or methods which keep its members motivated.It has been able to achieve this by constantly encouraging itsemployees to be risk takers and innovative disregarding the coststhat come with this kind of strategy. The company has cultivated aculture that encourages its workforce to constantly come up withinnovative ideas making the company to move fast and do much more ascompared to other competitors.

Ithink this is a positive attitude that ensures that employees remainmotivated and feel that their contribution to the organization isvalued. Unlike other companies, Google has accepted various mistakescommitted by its employees as natural consequences that come withworking in a cutting edge manner. This strategy of encouragingemployees to be innovative is ideal in that employees are not afraidof brainstorming ideas and developing new innovative ideas thatensures that the company remains much ahead of its competitors suchas yahoo and Microsoft. Moreover, it is important to point out thatwhen the management encourages employees to present their own ideasand consequently work on them, is the best strategy of employeemotivation. This is because when employees present their ideas andare consequently listened to, they feel that their contribution isvalued and that the company is keen on their career growth (Adler andGunderse, 2013). This is unlike other popular strategies such asincentives and rewards that are commonly practiced by othercompetitors.

Google’scommunication culture

GoogleIncorporation recognizes the fact that organizational culture is acritical element that determines whether an organizationalenvironment is happy and healthy to work in. There is a great need ofeffectively communicating as well as promoting ethos of anorganization to the employees (Robbins and Judge, 2014). In return,their response as far as accepting it can greatly influence theirwork attitudes as well as their behaviors in the working environment.Team collaboration and communication is a prerequisite to a healthyinteraction that is required between employees and the top levelmanagement (Barbera and Scheidar, 2014). This type of relationshipwill also determine whether the team will be able to accomplish theset goals and obligations of the organization in the long run. Thiswill also lead to job satisfaction where both of these groups will behappy in their assigned roles and responsibilities in the generalorganizational operations.

Organizationalculture is a critical tool that is reflected in most of operationsthat are run by the organization (Griffins and Moorhead, 2011). Forinstance, the decision making processes in Google Corporation largelyintegrates its cultures. It is important to note that major decisionsin the organization are mainly made by various teams. Thisessentially means that it has averted traditional cultures wheredecisions are mainly made by top level management or the executives.Google founders appointed a CEO to run the company, however alldecisions ate mainly as a result of consensus. A traditional decisionmaking method entails the senior persons making decisions and theimplementation process happening all the way down (Mawlinney, 2013).This method of decision making has proved ineffective in GoogleCorporations since they understand that mistakes that come up withthis strategy are usually attacked by various teams in theorganization by use of accurate data and rational persuasion.

Indefinition, organizational cultures is composed of all shared,beliefs, perceptions and values that are held by employees in anyorganizational unit or entire organization (Robbins and Judge, 2014).This means that generally, these cultures tend to reflect values,behaviors and beliefs that employees utilize in the process of givingmeaning to any situations that happen every day in organizations.This means that a culture plays a critical role in influencing thebehaviors and attitudes of employees generally. For this reason,there is a great need of understanding the core values held by theorganization in the process of preventing any possible conflict(McFarlin and Sweeney, 2012). All these consequently lead to the needof exploring how Google Corporation has been able to maintain itsunique needs over the years.

Google’semployee selection process starts from the recruitment stage in whichpotential employees are targeted using the company’s uniquestrategy. In this case, these potential employees are attracted towork in the organization by use of billboards that features teasers.This means that potential employees are subjected to brain teasersfrom the recruitment stage ensuring that only shortlisted candidatesmake it to the interview. Moreover, the candidates are then subjectedto an interview that contains many people reaching eight on manyoccasions. I think this strategy is unique and effective since thecompany effectively selects only those employees who will be able tolearn and assimilate the company’s culture in a short time.Moreover, Google Company is able to attract only those candidates whohave the potential of sharing company’s values, have the potentialof performing to the expected standards and also be liked by otheremployees quickly.

Anothereffective method that Google employs in cultivating a positiveculture is by maintaining its organizational culture in a manner thatis simple and of selfless and futuristic thoughts. This ensures thatevery employee is able to clearly understand this culture and hencefollow it, although the main goal of the organization is notsubjecting all its employees to following its culture. The main goalin this case, is having the right strategies of continually improvingits culture to increase the organizational performance andconsequently attain success. Moreover, another ideal strategy that isadopted by Google is having an organizational culture that is mostlyteam oriented and that closely collaborate all its employees. Thisstrategy is attractive to prospective employees like myself who likethinking in non-traditional ways.

Ithink this strategy that is practiced by Google Incorporation is aform of motivation to the employees as they will be propelled to workwith integrity and ultimately for the good of the organization. It isalso important to note the organizational mission which is aimed atmaking information accessible to the entire world. This means thatwhen employees work for the good of the company, they also do thesame to the world and thereby aligning their values and cultures tothe mission of the organization (Robbins and Judge, 2014). The worldis currently having increased globalization in which values andperformance of employees of many organizations are aligned with theexisting strategy of organizations. Other organizations are forced tomanipulate their cultures in the process of achieving objectives setby their respective organizations.

Google’sculture on ethics

Ethicsis a critical factor that Google Incorporation values and that isresponsible for holding the organization closely together duringtheir operations. Ethics entails having an organization that has aculture of doing the right things using the right means, mostly thosethat adhere strictly to the organization’s procedure and policies(Robbins and Judge, 2014). However, I think that there is a greatneed of distinguishing between ethical and moral principles in thisregard. Employee behavior is mostly influenced and controlled bymoral values which guide their actions. On the other hand, anorganization such as Google has set guidelines and principles thatevery employee is expected to adhere to in the workplace. Thisessentially means that an effective means of communication should beestablished between employees and top level management in ensuringthat the company’s ethics are upheld by everyone.

Itis worth pointing out that most ethical issues in any organizationare normally as a result of personal conduct nature. This means thatGoogle leader typically learn to understand how their employees feeland also seek to learn employees’ needs. If a leader fails tounderstand employee needs and also fails to address any unethicalpractices in the organization, there will be development of conflicts(Schein, 2010). This will in turn develop negative motivations to theorganizations since the employees will lack any motivation fromimproper ethics. Additionally, when employees are subjected toextreme stress situations, the likelihood of having conflicts andunethical actions will be higher.

Acompany such as Google has strong ethics that are clearly understoodby all employees as communicated by the management. This means thatthere exists a clear guideline that pertains to the company’sprocedures as well as its policies. All these create a strongfoundation of building an environment that dictated by high levelethics. There are some critical factors that determine theeffectiveness of Google’s policy on ethics. The first mainimportant point to note is that such policies are detailed andclearly defined in many forms, according to employees’ preference.

Inaddition, the company has regular training where current employeesare expected to attend as well as for new employees (Griffins andMoorhead, 2011). These trainings are mainly aimed at ensuring thatethical policies are continually communicated to avoid anypossibilities of deviations in the workplace.

Moreover,employees are expected to use the existing policies as a form ofguidance when making important decisions in their workstations.However, Google incorporation allows employees to engage in risksthrough the process of innovation. For this reason, employees areencouraged to learn from mistakes but continue coming up withinnovative ideas that could turn out to be viable. This is amotivational factor that propels me to want to work or associatemyself with Google Corporation in my future career as this offers onewith an opportunity to fully maximize their potential and developtheir career in process. This is while at the same time upholding theexisting ethical policies of the organization that has zero toleranceon unethical practices.

Generally,companies that clearly understand their specific ethics have higherprobabilities of moving in the right directions (Robbins and Judge,2014). However, this process needs to have effective leadership thathas the ability of understanding employees’ perceptions in regardsto ethics. This activity in turn develops an easier process ofemployee motivation. This is because such employees will be motivatedto correcting any ethical issues that may arise on their own withoutnecessarily involving top level management. The key here is to havetop level management leading the employees by an excellent example.This way, employees will emulate positive attitudes and ethicalissues that are prerequisite for the organizational success just asobserved in Google Corporation.

However,regular effective training is the best method of guiding anorganization against unethical practices as compared to followingethical behaviors closely (Barbera and Scheidar, 2014). I find anorganization such as Google as an effective example where employeesare regularly trained on ways of handling ethical issues or dilemmasduring company’s operations. This is because the company clearlyunderstands ideal places from which ethical issues may arise from.Moreover, the close collaboration and teamwork between top levelmanagement and employees makes this process easier. In this respect,has created a casual and democratic working environment resulting toautomatic organizational teams.

Theleaders at this company are known to be proactive by attempting toeliminate or limit unethical issues, through the creation of codes ofethics. This is the expected manner through which every employee isexpected to behave irrespective to the kind of position held by suchan employee (Mawlinney, 2011). For instance, Google Corporation doesnot define its organization on the basis of upper, middle or lowermanagement that generally separates the organization into differentteams. Instead, its organization boosts of teams whose members haveequal authority with a defined and maintained level of autonomy. Thisis what differentiates Google’s culture from other organizationalcultures because of its high level influential abilities thattypically encompasses a working environment that inducesproductivity.


Typicallyall Google employees share the same vision with the Corporate becauseof its relentless quest of promoting innovation and technologicalpassion, which will ultimately help advance the organization. As anorganization, Google is trying to become a global leader intechnological world by developing technological ideas that willeventually improve the quality of living as well as propel individualcareers of its employees. However, I would also like to point outthat one of the many reasons why Google Corporation remains my idealprospective employer is because its culture that required the workingenvironment to be informal in nature. Employees typically shareoffices with three of four others that is furnished with couches andhas animals such as pets. In this environment, employees are notrequired to wear uniforms and they are only required to observe smallnumber of rules as compared to other voluminous rules that otheremployees are required to observe in other organizations.


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BarberaM. K and Schneidar B. (2014). TheOxford Handbook of Organizational Climate and Culture.New York. Oxford University Press.

GriffinW. R and Moorhead G. (2011). OrganizationalBehavior.New York. Cengage Brain Publishers

MawhinneyC. T. (2013). OrganizationalCulture, Rule-Governed Behavior and Organizational Behavior.New York. Routledge Publishers.

MarkovicR. M. (2012).Impact of Globalization on Organizational Culture and Behavior.Charlotte. Information Age Publishers.

McFarlinB. D and Sweeney D. P. (2012). InternationalOrganizational Behavior: Transcending Borders and Cultures.New York. Routledge Publishers.

RobbinsP.S. and Judge A. T. (2014). Essentialsof Organizational Behavior, 12thEdition.Boston. Pearson Publishers.

ScheinE. (2010). OrganizationalCulture and Leadership.New York. Wiley Publishers.

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