29535902 organizational culture google case study

Organizational CultureSpecial Focus on IT Industry

Presented By:Nitin Sharma (M-09-22)

Saurabh Sharma (M-09-29)Upasana Chourasia (M-09-

35)Vijay Thilak (M-09-27)

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Organizational Culture

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DefinitionThe amalgam of shared values, behavior �

patterns, symbols, attitudes, and normative ways of conducting business that, more than its products or services, differentiate it from all other companies.

“The sum total of values, virtues, accepted behaviors (both good and not so good), ‘the way we do things around here,’ and the political environment of a company.”

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Composition

Innovation and risk taking.Attention to detail.Outcome Orientation.People Orientation.Team Orientation.Aggressiveness.Stability.

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Characteristics of Healthy Org.

Acceptance and appreciation for diversity.� Concern for each employee and fair treatment in �

managing organizational change. Employee pride and enthusiasm for the company.� Equal opportunity for each employee to achieve �

their full potential. Open communication with employees regarding �

policies and corporate issues. Respect for employees and their contributions to �

the company.

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Influencing FactorsExternal environment.Industry.�Size and nature of the �

organization’s workforce.Technologies the organization �

uses.The organization’s history and �

ownership.

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PurposeExperts agree that the purpose of corporate culture is

to develop an internal environment that is conducive for individuals to perform effectively. However, a organizational culture will only be relevant and useful if it is aligned with the organization’s vision, mission, strategies, goals, and the external environment.

A Harvard Business School study of 207 large firms over eleven years revealed that corporate culture has a significant impact on a firm’s long-term economic performance.

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Benefits

Better aligning the company towards achieving its vision, mission, and goals.

High employee motivation and loyalty.Increased team cohesiveness among the

company’s various departments and divisions.Promoting consistency and encouraging

coordination and control within the company.Shaping employee behavior at work, enabling

the organization to be more efficient.

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Implementation

Identifying Need for Change◦ To influence employee behavior.

◦ Improve the company internally.

Culture Change Process◦ Needs Assessment

◦ Executive Direction

◦ Infrastructure

◦ Collateral Organization

◦ Training

◦ Evaluation

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Implementation contd.

Cultural Integration◦ Distribute wallet sized cards stating values.

◦ Display of professional videos highlighting values.

◦ Small-group discussions and meetings.

◦ Executives model behaviors aligned with company values.

◦ Management states values publicly.

◦ Training sessions.

◦ Managers conduct corporate value orientation meetings within their business units.

◦ Restructuring reward system, training, appraisal system.

◦ Top management visits plant sites to communicate values.

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Few questions that would help describe culture of an organization

Achievement Culture: How goal-oriented is your workplace?

Flexibility: How flexible is your work environment?Fun: Is your office as fun as you claim it is?Employee Value: Do you value their input? Individualism vs. Collectivism: Do you value

teamwork, or promote individuality? Implementation: Does your company practice

what it preaches?

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Case study on Google Inc.A company’s culture attracts and

retains the best talent available in the industry.

This case focuses on the work

culture and recruitment process at Google. This case also provides an insight into how Google fostered innovation among employees

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Issues

The role of Organizational Culture in attracting the best talent in the industry.

The role played by recruitment in the success of an organization.

How organizational culture can be source of competitive advantage.

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'So Far So Good'

Technological Advantage.Attract and retain Best talent.Zero turnover when companies

were experiencing turnover of 20-25%.

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Background Note

Founders, Larry Page and Sergey Brin.

Founded in 1996, called BackRub.In 1998, Registered as Google

Inc.

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Google's Organizational Culture

Informal Work Culture.No unnecessary managerial

hierarchies. A fun place to work.Googlers were allowed to bring

their pets.Provided free snacks, lunch and

dinner.

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Recruitment

Recruit people with right frame of mind.

Recruited people with diverse skills and qualities.

Lot of focus on academic excellence.

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Innovations at Google

Focus on innovation and creativity.

To overcome the problem of materializing ideas, Google set up an internal web page for tracking new ideas.

Engineers were given free hand to work.

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A Critique of Google's Culture

Outgrown its informal culture.Lack of unity at command level.Too narrow in its recruitment

process.No importance to experience.

THANK YOU

04/10/2023Organizational Culture 19

29535902 organizational culture google case study

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