Choose An Organization Or Business And Prepare An 8–9 Page P

Choose An Organization Andor Business And Prepare An8 9pagepaper On

Choose an organization and/or business and prepare an 8-9 page paper on a "best" practice. For instance, you could choose an organization that is well known for its employee training programs. What makes this organization one of the best in the industry? How does this training empower, motivate, and educate its employees? How can another organization implement this practice? In the past students have written on sports teams, car makers, on-line retailers, etc... any organization that has an organizational "best practice". Again, the practice can be employee rewards, motivation, feedback, culture, etc... something that is related to organizational behavior. 1) Identify the organization and talk about its mission and vision, who leads it? Where is it located? 2) Discuss its best practice or practices (books, newspapers, etc... will write about these) -- this can include sports teams, educational institutions, etc... 3) Tie this best practice into concepts that we have talked about in the course 4) How could another organization adopt this best practice? Your paper should be NO LESS than 8 pages and NO MORE than 9 pages, double-spaced, Times New Roman, 12-point font and utilize at least 5 references (to include the textbook) to support your claims on the organization. Please include a cover page and a bibliography/reference page using APA (these are not included in the page count). Be certain to utilize the textbook to support your discussion within the paper.

Paper For Above instruction

The focus of this paper is to examine a distinctive organizational practice that exemplifies excellence within the realm of organizational behavior. The primary goal is to analyze an organization renowned for a "best practice," articulate how this practice contributes to the organization’s success, and explore how other organizations might implement similar strategies to foster growth and employee engagement.

Identification of the Organization

For this analysis, I have chosen Google LLC, a multinational technology corporation specializing in Internet-related services and products. Google’s mission statement, “to organize the world’s information and make it universally accessible and useful,” reflects its commitment toward innovation, accessibility, and user-centric service. Led by CEO Sundar Pichai, the company’s headquarters are located in Mountain View, California. Google’s organizational structure emphasizes a culture of openness, creativity, and continuous learning, making it an exemplary leader in implementing management best practices.

The Best Practice: Google’s Employee Development and Innovation Culture

Google is widely recognized for its innovative approaches to employee engagement, notably its comprehensive employee training, development programs, and its fostering of a creative organizational culture. One of the most noted practices is the provision of “20% Time,” an internal innovation initiative allowing employees to dedicate one day per week to pursue projects unrelated to their immediate job responsibilities. This practice has led to the development of highly successful products, including Gmail and Google News, exemplifying how autonomy and innovation synergize within organizational settings.

Additionally, Google invests heavily in continuous learning opportunities, offering various professional development programs, leadership training, and access to cutting-edge learning platforms. This fosters a culture of lifelong learning, motivation, and empowerment, enabling employees to grow both personally and professionally. These initiatives have increased job satisfaction, boosted creativity, and reduced turnover, demonstrating the empirical benefits of such practices.

Connecting Practice to Organizational Behavior Concepts

The practices at Google align closely with several core concepts discussed in organizational behavior literature. For example, the emphasis on autonomy in work design correlates with Self-Determination Theory (Deci & Ryan, 1985), which posits that autonomy enhances intrinsic motivation. Google’s “20% Time” fosters perceived autonomy, leading to higher engagement and innovation. Furthermore, the company’s focus on recognition and continuous feedback resonates with Herzberg’s Motivation-Hygiene Theory, contributing to job satisfaction and motivation.

The organizational culture at Google reflects elements of Positive Organizational Scholarship, emphasizing strengths and fostering a growth mindset among employees (Seligman & Csikszentmihalyi, 2000). The open communication channels and collaborative work environment exemplify transformational leadership principles, inspiring employees to pursue innovative ideas and personal development (Bass & Avolio, 1994).

Implementation by Other Organizations

Organizations seeking to emulate Google’s success can adopt similar practices tailored to their specific contexts. For instance, small and medium-sized enterprises might implement “innovation hours” or flexible work arrangements that grant employees autonomy and foster creativity. Establishing continuous learning programs, mentorship opportunities, and recognition initiatives can also promote engagement and retention.

Critical to successful implementation is leadership commitment and a culture receptive to change. Organizational leaders should cultivate an environment that values experimentation, acknowledges effort, and encourages knowledge sharing, thereby fostering an atmosphere analogous to Google’s innovative culture.

Furthermore, organizations can leverage technology to facilitate access to learning resources and collaborative platforms that support innovation and continuous improvement. Adapting these practices requires a strategic approach aligned with organizational goals, resources, and culture.

Conclusion

In conclusion, Google’s exemplification of a best practice centered on employee development, empowerment, and innovation not only demonstrates tangible benefits in terms of organizational success but also offers a blueprint transferable across industries. By understanding and adopting core principles such as autonomy, continuous learning, and positive culture, other organizations can enhance employee motivation, foster innovation, and achieve sustainable growth.

References

• Bass, B. M., & Avolio, B. J. (1994). Improving organizational effectiveness through transformational leadership. Sage Publications.
• Deci, E. L., & Ryan, R. M. (1985). Intrinsic motivation and self-determination in human behavior. Springer Science & Business Media.
• Seligman, M. E. P., & Csikszentmihalyi, M. (2000). Positive psychology: An introduction. American Psychologist, 55(1), 5–14.
• Schmidt, F., et al. (2018). Managing human resources. South-Western College Pub.
• Google LLC. (2023). About Google. https://about.google/
• Grant, A. M. (2013). Give and take: A revolutionary approach to success. Penguin.
• Edmondson, A. C. (1999). Psychological safety and learning behavior in work teams. Administrative Science Quarterly.
• Kotter, J. P. (2012). Leading change. Harvard Business Press.
• Schein, E. H. (2010). Organizational culture and leadership. Jossey-Bass.
• McGregor, D. (1960). The human side of enterprise. McGraw-Hill.