Google case

ASSIGNMENT A: RESEARCH REPORT (30 MARKS) You are required to submit a research report on a theoretical analysis of the Google case (in Learning Guide). You should address two of the questions below. When researching the related issues you should engage in critical reading and analysis (see p. 40 UTS Business: Guide to Writing Assignments) to assist with this task. You are expected to draw on relevant OB theories to discuss and evaluate practices of Google to illustrate your answers. ‘Evaluate’ means to judge the significance or usefulness of the different aspects of Google’s practices in the context of the application of relevant OB theories and to come to a conclusion based upon your discussion. (Answer each question as a separate section). Discussion Questions 1. What do Google’s practices reveal about its value congruencies? Evaluate the contribution of its value congruencies to Google’s success. 2. Using the model of the emotions, attitudes and behaviour in exhibit 4.2 in the text, assess the attitude and emotions that Google seeks to develop among its employees. 3. From a perspective of team effectiveness, identify and explain factors which contribute to Google’s effectiveness in innovation management. Requirements for the Written Report UTS Business: Guide to Writing Assignments) and have a critical perspective (see p. 11). ords (excluding references, 10% allowance either way 1800-2500 words). UTS Business: Guide to Writing Assignments and p. 18 of this subject guide). urnals, books and book chapters (avoid using websites, newspaper and magazine articles). -headings; and 1½ spacing. downloaded from the UTS Online course site (or see below p. 8). -read to a high standard. A good practice here is to have someone else read your work for errors in grammar and for readability. The report structure is outlined as follows: 1. Executive summary (a summary of the key points in your report includes, see p. 17 UTS Business: Guide to Writing Assignments). 2. Table of contents (see p. 16). 3. Introduction (see p. 20). 4. Theoretical Analysis (see p. 30-31). 5. Practical implications (Critical analysis. How the practice you have reviewed might or might not be applied to other situation(s)). 6. Conclusion (see p. 22). 7. Reference List (see p. 13 of the subject guide or p. 23 UTS Business: Guide to Writing Assignments). EXECUTIVE SUMMARY This report is based on organizational behaviour theories and its implications on Google Cooperation. It addresses two questions of the theories. One, about the emotional, attitude model and its relevance on what Google seeks to instil to their employees. Second, the team effectiveness model perspective in Google towards innovation management. The report refers to many journals, articles and websites to produce relevant facts showing the ways of relating the organizational behaviour models to Google standards. The result shows positive outcomes that the models are satisfied by Google’s methods and in doing so the company’ s demand and popularity is ever-increasing year by year. In conclusion the research shows Google proves to value its employees first and does believe in morale ethics with all the freedom and perks, benefits to treat them with comfort and thereby producing the best customer satisfied products. Table of Contents Introduction................................................................................................................................3 Theoretical Analysis: Model of Emotions, Attitudes and Behaviour .......................................3 Practical Implication: Model with regard to Google..................................................................3 Conclusion..................................................................................................................................4 Theoretical Analysis: Team Dynamics......................................................................................5 Practical Implications: Model of Team Effectiveness...............................................................5 Conclusion..................................................................................................................................6 References..................................................................................................................................7 Q1. Using the model of the emotions, attitudes and behaviour in exhibit 4.2 in the text, asses the attitudes and emotions that Google seeks to develop among its employees. INTRODUCTION This report addresses one of the organizational behaviour models relating to workplace attitude. This model gives a clear idea on the factors influencing the behaviour of human beings. And using this, an assessment is done on the attitudes of Google employees and Google as a company. They re ways of carving their working conditions for its employees based on the human needs. THEORETICAL ANALYSIS: MODEL OF EMOTIONS, ATTITUDES AND BEHAVIOUR In this model it gives an understanding of how human behaviour is a factor of emotional and cognitive processes. Emotional processes are psychological events that are experienced towards someone or something. When a situation is faced, there are a series of unconscious thoughts that play in the mind regarding that situation which could be hate, love or happiness. These are termed as emotional episodes, this unknowingly runs the mind and it is shown through body languages which could be through facial expressions, our walking style, etc. Depending on whether the emotion is positive or negative, the logical reasoning starts influencing the thoughts and this is the cognitive process, where the beliefs, feelings, past experiences comes into play which forms our attitude which acts as a support to the emotional thoughts with reasons, such that they can co-exist. But it sometimes is a battle in the mind because at times there are no valid reasons or logical explanations to support the emotion one experiences. Therefore using this model an assessment is made on what Google seeks to develop among its employees(Griffin et al 2010). PRACTICAL IMPLICATION ON GOOGLE WITH REGARD TO THE MODEL To give a gist about Google’s values, they give utmost importance to innovation, excellence, speed and fun. Google follows a holistic approach towards its company. Looking at the model our first level is ‘perceived environment’. The environment in Google is people friendly; according to employees the offices are designed with cheerful colours and bean bags are used as furniture, the free food and beverages are few walks away so not to worry about wasting your time. Even pets are allowed any time (Businessinsider 2013). The whole setup gives a feeling like you’re in a university free to do the required work at your comfort. Employers perceive this environment very free-going and comfortable. This imbibes positive emotions while at work. Next, coming to the emotional processes referred in the model. In general people are worried about their work-life balance. Their family, health, and social life are major factors that lead to cognitive dissonance, which means there is always a war in the mind as to how to satisfy emotional needs. This stress and unnecessary negative emotions would lead to low quality work and waste of energy. And for Google, unhappy and emotionally distressed people are not very supportive towards its vibrant and dynamic environment as there is constant flow of ideas and creativity in offices. So benefits and facility such as children play homes, flexibility to work when you feel like, free health check-ups and ample but reasonable maternity leaves, free trips, free on-site duty upon request, free usage of almost all sports activities, and gaming facilities, life educating workshops, free time to follow passions, and last but not least the high paid salaries. All this keep one free from stress due to outside matters. So the moods remain fresh and healthy for work( Wright 2009) This complete freedom instigates the cognitive process of employees to have more time for innovation and creativity in their work resulting in excellent quality products which Google tries to seek. The freedom to research on any individual project and provision of any funding with no permission from managers shows that the importance is given to develop one’s skills better. Surveys and researches shows that the healthy work habits are all results of the positive emotional process imbibed, leading to an attitude to work more for the company and develop more ideas for Google. The importance of having customer feedback is given such high importance because they know they have the best and they need to deliver the best of best. This attitude is generated and is present among all the employees at Google hence the top-notch quality products, never-ending cash inflow and high demand of job applicants. CONCLUSION In conclusion Google succeeds instilling the values among employees which the company sticks by, which is innovation, creativity and excellence and importantly trust amongst employees and with the company. As Larry Page, CEO himself describes Google as a family(Google n.d). The emotions, attitude model gives a deeper meaning to understanding the ethics of Google. Q2. From a perspective of team effectiveness, identify and explain factors which contribute to Google’s effectiveness in innovation management. INTRODUCTION When one thinks of innovation, Google immediately pops up. They re products became the most basic but ultimate need of a common man. Teamwork is an important part of Google’s breakthroughs. At first the importance of a team for innovation management and the reasons behind how a team could be called effective is discussed. It leads a further insight on how these factors apply on Google’s innovative products. THEORETICAL ANALYSIS: TEAM DYNAMICS The Google management is very straightforward and simple. It comprises of just 4 levels of management from the CEO to the individual worker. The teams are usually formed depending on type projects that interest people or under certain departments like engineering, marketing and sales. The freedom of choice is given to all members to choose their teams and systems (Vara 2008). The freedom of choice gives a sense of comfort to think further on their creative ideas and thoughts. Teams are important because an individual’s work can be done faster and knowledge unknown to that individual can be looked into when working in a group, therefore productivity is higher and efficient. The various factors influencing team effectiveness are, firstly the team must work towards their organization objective. Google hire people who are well suited for their organization only, much importance is given in the hiring process to select the extraordinary minds who have weird avocations and person that suits well in the team as given by (Hamel 2006). Secondly, when there is satisfaction in the work and well-being is taken care of the positivity imbibes among the peers leads to more interest in doing the tasks given. When the technology and resources are of state-of-the art, no one would back down to support the team’s objective. Thirdly the ability of the group to survive for many projects shows the relationship one shares with the team members and the organization and Google’s innovative hub is no room for boredom, there is always something new. Lastly, the care shown by team managers and team members also encourage you to work with them and not just for them. For eg, an employee had to get a surgery which would take away four months of his time, support and sympathy was shown right from the top management to his colleagues. When he returned he thought his manager would throw him out of his team instead had asked to start from where he left off with. These morals and human nature is what makes the company do the best of the best (Business Insider n.d). PRACTICAL IMPLICATIONS: MODEL OF TEAM EFFECTIVENESS This model shows how a team can be effective. The foremost priority is organizational and team environment where teams are rewarded, there is effective communication exchanges, steady and clear organizational structure and the physical environment where the work is taking place. Google accounts to all these requirements. Due to the extensive team work, the idea of sharing folders and documents such as google drive came about where people can work in teams and exchange ideas. The google spreadsheets, Docs etc are those inventions which can come up when there is a realisation towards the need of this when working in a team. The manager of team plays an important role in team effectiveness, one who can inspire and supports the team. Mr. Khosrowshah who won the manager award in Google says he gives time for this team two weeks off in a year where they need not attending any meetings. According to him caring for members gives the boost to people to stick by your team for long( Walker 2012). The ambience of where the work takes place is utmost important for Google as it says by the model itself. To tap maximum creativity from the people who are hired, it would take a whimsical combination of colours, design and shapes of one’s office. For Google innovation does not happen just by sitting at one’s desk therefore a lot of research is done with psychologists and designers to come with the best design to contribute to the innovation cycle as stated in the article by (Norman-Culp 2008) The team design part of the model gives an understanding of interdependencies in a team. Google follows a pooled interdependency structure where all the work is shared with all the members and highest level of transparency and sharing of ideas is encouraged and at the same time sticking to the confidentiality with the company( Google n.d). And not much importance is given to team size as it has a very flat organizational structure. But it does not influence much into innovation management unlike other companies. The model also talks about team diversity which is important for any innovation oriented companies. Looking from an engineering or marketing or sales perspective the ideas can turn out to be different. Google insists on diversity because they are customer oriented, and customers are from all backgrounds. Before a product is released into the market they insist on several feedbacks and re-do and brainstorm the models and procedures over and over again before it is released into the market. This efficiency is very important for a company(Griffin et al 2010). CONCLUSION To conclude Google has shown its team effectiveness in all aspects of the model. The team size not given much of thought, however it has a mere influence on the team effectiveness in Google. Brooke’s law wouldn’t hold good here at all. It is observed that satisfying most of the model criteria, the teams in Google are liable and maintains the trust for as long as they can. And the constant search of new talented geeks shows that innovation management is efficient among them such that they even term themselves as ‘Googlers’ (Businessweek 2009) which shows the emotional bong members bring forth. As Larry Page puts it saying its the passion that drives everyone and not the perks.(Google n.d)