Google Company: Organizational Culture Profile

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Table of Contents

Brief description of Google
Google’s organizational culture
Rationale for Google’s organizational culture
Factors that prompted Google to embody its organizational culture
Google’s appropriate leader
Google’s cultural change in response to low demand
References

Brief description of Google

Google is a multinational corporate entity that specializes in provision of internet solutions in diverse areas of engagement. Its realm of specialty embodies online advertising, web searching, cloud computing, and software technology. Its revenue emanates from online advertisement and other related forms of technological undertakings. Since its inception in 1998, this corporate entity has had numerous milestones that have defined its current inclination and presence in the market (Frost, 2012).

Through strategic expansion and acquisition, Google has managed to entrench its presence with regard to serving customers and satisfying its stakeholders. It is important to underscore Google’s quest for dominance in a highly volatile and competitive corporate landscape. Technology is usually dynamic and subject to recurrent transformation that makes it difficult for most organizations to sustain operations and profitability (Frost, 2012).

However, Google records high profits due to its unique organizational culture and approach to challenges that manifest in the market. Google has a competitive advantage over other players in the market because of factors such as customer satisfaction and development of appropriate products. Its network of operational outfits offers the necessary support for actualization and propagation of basic ideals and aspirations that suffice with regard to its presence in the market (Frost, 2012).

Google’s organizational culture

Organizational culture plays an important role in realization of ideals that characterize operations within corporate entities. It is important for corporate entities to nurture appropriate cultural orientation in order to guarantee success in diverse areas of engagement. In absence of such deliberations, it would be difficult for organizations to propagate desirable existential parametrical thresholds. Superior organizational cultural practices are vital because they accentuate formulation of products and delivery of services (Frost, 2012).

Google embodies dynamic and unique cultural patterns that bolster its desire for hegemony in the technology market. Its organizational culture has enabled the realization of desirable outcomes with regard to provision of technological solutions in the market. In order to achieve its objectives, the company institutes measures that guarantee sustenance of qualitative service delivery. It maintains quality and efficiency through creation of systems that ameliorate internet solutions for its clientele (Frost, 2012).

The company hires personnel who possess skills in current technology and other areas that support its operations in the market. It guarantees a favourable working environment for its employees. This is an important aspect of its ability to dominate a highly competitive market segment. Google also supports innovation and creativity in the workplace. Its employees are allowed to express themselves devoid of restrictions and other forms of bureaucracy that exist among other corporate entities. Such freedom is important for actualization and propagation of organizational ideals that accentuate performance and productivity.

It also allows employees to pursue individual and collective undertakings that ultimately contribute to high levels of accomplishment within the organization. Google also lays emphasis on teamwork and collective responsibility at the workplace (Frost, 2012). Teamwork is crucial with regard to various areas of interest that suffice within the organizational setting. It is difficult for organizations to guarantee positive outcomes in absence of appropriate thresholds of collaborative engagement among employees and stakeholders.

Google realizes the overall implication of teamwork on sustainable growth and accomplishment within its ranks. Evidently, Google’s organizational culture embodies diverse aspects that contribute to its ultimate success in the market. Its culture recognizes employee welfare, stakeholder involvement, customer satisfaction, and other pertinent areas such as qualitative provision of products and services to customers (Frost, 2012).

Rationale for Google’s organizational culture

Most organizational entities exhibit cultural patterns that determine overall success within specific areas of engagement in the market. In most cases, such cultural patterns are evident in the nature of services and products in the market. If a company harbours a poor organizational culture, it cannot have the capacity to provide quality products and services in the market. Therefore, a company’s organizational culture reflects in its overall orientation and inclination in the market (Schein, 2010).

In Google’s case, its organizational culture reflects in the quality of products and services that suffice within the market. Most of its operations are reflective of a superior and appropriate cultural inclination that not only guarantees productivity but also leads to customer satisfaction. Devoid of appropriate cultural patterns, Google cannot guarantee realization of basic ideals that suffice with regard to its existence in the market. Google’s organizational culture is evident through its reputation as a superior entity with regard to provision of appropriate solutions in internet technology (Schein, 2010).

Factors that prompted Google to embody its organizational culture

As earlier mentioned, technology is dynamic and fraught with complex realities that determine its progression. Organizational entities that provide technological solutions strive to accentuate trends that guarantee relevance in the market. Google had to embody its organizational culture in order to ensure preservation of recurrent desire for dominance and profitability in the market (Schein, 2010). It had to devise appropriate measures that support realization of its core ideals and aspirations as articulated in its vision and mission. The company had to sustain its competitive advantage over competitors in the market.

This can only suffice through propagation of dynamic structural paradigms that bolster realization of the aforementioned corporate ideals and aspirations. On the other hand, Google had to provide structural frameworks that support dissemination of its operations in diverse realms of engagement in the market (Schein, 2010). The company had to embody its current organizational culture in order to guarantee its long-term presence in the market. Without such measures, it would be futile for Google to project futuristic plans in a volatile and highly dynamic corporate environment. Google’s unique cultural orientation creates impetus for sustenance and propagation of core ideals that define operations within technological thresholds of engagement (Schein, 2010).

Google’s appropriate leader

Organizational leadership is a complex undertaking that requires accuracy and precision. Most leadership duties revolve around creation and propagation of structural frameworks that bolster appropriate action in diverse contextual thresholds. Different leadership styles suffice with regard to working environments. Most leadership regimes revolve around specific cultural orientation with corporate entities. Leadership within organizations must align with recurrent organizational cultural practices (Schein, 2010).

It also depends on realities and needs that suffice within the specific organizational entity. Google requires a transformational leader who offers guidance and direction for employees and other stakeholders (Randle, 2011). Such leaders motivate employees and offer room for innovative engagement within the organization. Transformational leaders are futuristic and more inclined towards creativity and productivity. The aforementioned leadership style is appropriate for Google because it aligns with its organizational cultural orientation (Randle, 2011).

Google’s cultural change in response to low demand

Most markets experience fluctuations with regard to demand for products and services. During instances of low demand, organizations should revise their existential parameters with regard to the market (Randle, 2011). For instance, they should evaluate their organizational culture in order to seal loopholes that could precipitate perpetual decline in demand within the market. An example of such evaluation could include shifts in nature and quality of customer service. In fact, customer service plays an important role in enhancing organizational growth and propagation in the market. The organization could also restructure its internal mechanisms in order to improve specific areas such as advertising and marketing (Randle, 2011).

References

Frost, P. (2012). Organizational Culture. Newyork: Sage Publications.

Randle, Y. (2011). Corporate Culture: The Ultimate Strategic Asset. Stanford: Stanford University Press.

Schein, E. (2010). Organizational Culture and Leadership. London: John Wiley & Sons.

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