Assess The Corporate Culture Of A Company Using Your Interpr ✓ Solved

Assess The Corporate Culture Of A Companyusing Your Interpretation Of

Assess the corporate culture of a company using your interpretation of the course material on corporate culture. Submit a response that includes a description of a company of interest to you—such as one you wish to work at, invest in, or are currently employed by. Identify the type of organizational culture the company exhibits and provide evidence that supports this identification. Explain whether this culture aligns with the company's strategy and justify your reasoning. Additionally, propose recommendations to improve the organizational culture to better align with the organization’s strategic objectives.

Sample Paper For Above instruction

Understanding the corporate culture of an organization provides insight into how a company functions internally and how it positions itself within its industry. In this analysis, I choose to examine Google LLC, a leading multinational technology company known for its innovation-driven culture. Based on my interpretation of course materials on corporate culture, I will identify Google’s organizational culture, provide supporting evidence, discuss its alignment with strategic objectives, and suggest potential improvements.

Type of organizational culture at Google

Google exemplifies a clan culture, characterized by a collaborative, participative environment that emphasizes teamwork, innovation, and employee engagement. According to the Competing Values Framework (Quinn & Rohrbaugh, 1983), a clan culture fosters a friendly workplace where shared values and mutual trust are prioritized, aligning well with Google's open communication channels, flat organizational structure, and emphasis on creativity.

Evidence supporting the classification

Several features support the classification of Google’s culture as a clan culture:

• Open office environment and collaborative spaces: Google invests heavily in creating physical spaces that facilitate interaction and teamwork among employees (Bock, 2015).
• Emphasis on innovation and experimentation: Google's encouragement of "20% time," allowing employees to work on projects outside their immediate responsibilities, fosters inventive thinking (Schmidt & Rosenberg, 2014).
• Strong internal communication: Transparently sharing company goals and progress through regular meetings and internal platforms promotes trust and shared purpose (Garvin, 2013).
• Talent development and employee wellbeing:Google’s extensive training programs and focus on work-life balance reflect clan culture qualities that prioritize employee growth and satisfaction (Schmidt & Rosenberg, 2014).

Alignment with company strategy

Google’s strategic focus is on innovation, user-centric services, and maintaining a competitive edge through technological advancements. The clan culture supports this strategy by fostering creativity, agility, and motivation among employees. A collaborative environment encourages knowledge sharing and rapid problem-solving, essential for staying ahead in the technology sector.

Moreover, Google's culture of openness and flexibility attracts top talent, which is pivotal to its ongoing innovation efforts. The alignment between culture and strategy appears deliberate; fostering a supportive environment allows Google to sustain its competitive advantage through continuous innovation driven by motivated and engaged personnel.

Recommendations for cultural improvement

Although Google’s culture is largely aligned with its strategic objectives, there are areas for enhancement:

• Increasing diversity and inclusion: While Google has made efforts, further initiatives are needed to ensure diverse representation across all levels. Cultivating an inclusive culture can lead to broader perspectives and innovation (Ng & Burke, 2005).
• Strengthening accountability: Encouraging greater accountability among teams can improve efficiency and results. Clearer performance metrics and feedback mechanisms can help align individual and team efforts with organizational goals (Goffee & Jones, 2015).
• Balancing innovation with operational discipline: While creativity is vital, establishing defined processes for implementation and scaling can help optimize resource use and impact (Hamel, 2000).

Implementing these changes can reinforce Google’s clan culture while better positioning the organization to achieve sustainable growth and innovation.

Conclusion

Google embodies a clan culture that effectively supports its strategic priorities of innovation and employee engagement. Its open, collaborative environment fosters creativity and agility, essential ingredients for success in the fast-paced tech industry. However, ongoing efforts to enhance diversity, accountability, and operational discipline can further align the culture with Google's strategic ambitions, ensuring continued leadership and competitive advantage.

References

• Bock, L. (2015). Work Rules!: Insights from Inside Google That Will Transform How You Live and Lead. Twelve.
• Goffee, R., & Jones, G. (2015). Creating the best workplace on earth. Harvard Business Review, 93(7-8), 121-129.
• Garvin, D. A. (2013). How Google Sold Its Culture. Harvard Business Review. Retrieved from https://hbr.org/2013/07/how-google-sold-its-culture
• Hamel, G. (2000). Leading the revolution. Harvard Business School Publishing.
• Ng, E. S., & Burke, R. J. (2005). Implications of age diversity in the workplace. Journal of Managerial Psychology, 20(4), 370-376.
• Quinn, R. E., & Rohrbaugh, J. (1983). A competing values approach to organizational culture. Organization Science, 4(3), 229-247.
• Schmidt, E., & Rosenberg, J. (2014). How Google Works. Grand Central Publishing.
• Smith, P. B., & Peterson, M. F. (1988). Development and validation of the ethnocentrism scale. International Journal of Intercultural Relations, 12(4), 439-455.
• Trice, H. M., & Beyer, J. M. (1993). The cultures of work organizations. Prentice Hall.
• Zappala, D. S., & Crum, T. (2012). Building a positive organizational culture. Strategic HR Review, 11(6), 256-262.