Orco 4500 Paper On Beliefs And Values Ethical Code

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Beliefs, values, ethical codes, moral codes, and ideologies are fundamental elements of organizational culture that serve to justify and influence organizational behavior. According to Ott (1989), these elements are essential for understanding the meaning and importance of artifacts and behavioral patterns within organizations. They form systems of moral and ethical codes and ideologies that define the organization's personality, character, and culture, shaping how it thinks, feels, and behaves. Recognizing the beliefs and values of an organization provides insight into its operational principles and ethical standards.

In this paper, I will explore the core beliefs and values of Google, a global technology corporation renowned for its innovative and open culture. I will describe and analyze some of these fundamental elements and how they influence organizational behavior and decision-making at Google. To frame this discussion, I will reference two scholarly definitions: First, Schein (2010) describes organizational culture as "a pattern of shared basic assumptions that the group learned as it solved its problems of external adaptation and internal integration." Second, Hofstede (1991) defines values as "deeply embedded core beliefs that guide behavior and decision-making within a culture."

Beliefs and Values at Google

Google's core beliefs center around the principle that "Innovation and User Experience" are vital for technological advancement. They believe that "every person should have access to the world's information," emphasizing the importance of open access and knowledge democratization. This belief drives Google's mission to organize the world's information and make it universally accessible and useful (Google, 2023). Google's value of "Innovation" underscores a commitment to continuous improvement and embracing technology as a means to address complex problems (Schmidt & Rosenberg, 2014).

Another significant belief is the importance of "creativity and experimentation." Google fosters a culture where employees are encouraged to pursue new ideas, even if they risk failure. This aligns with their value of "Innovation Culture," which encourages risk-taking and learning from mistakes (Bock, 2015). Furthermore, Google's belief in "diversity and inclusion" promotes a culture of equality and respect, recognizing that diverse perspectives enhance creativity and problem-solving (Page & Brin, 1998).

At the core of Google's organizational ethics is the value of "integrity and transparency." Google emphasizes honesty, ethical conduct, and openness in its dealings with users, employees, and stakeholders (Google, 2023). This value reinforces the company's commitment to responsible innovation and maintaining trust with its users and the public (Peters & Waterman, 1982). The belief in sustainability and social responsibility also influences Google’s policies, including renewable energy initiatives and charitable activities (Google Sustainability Report, 2022).

Impact of Beliefs and Values on Organizational Behavior

These core beliefs and values influence Google’s organizational behavior significantly. The emphasis on innovation and experimentation promotes a work environment that encourages creative problem-solving and agility. Employees are motivated to think outside the box, which contributes to Google’s reputation for groundbreaking products like Search, Gmail, and Android. This culture of innovation also necessitates a flexible organizational structure that supports collaboration and rapid adaptation to change (Schein, 2010).

The value of diversity and inclusion fosters a workplace characterized by openness and respect for different perspectives, which is instrumental in global operations. It enhances teamwork, employee satisfaction, and reputation as a desirable employer (Hofstede, 1991). Transparency and integrity shape organizational policies that uphold ethical standards and foster stakeholder trust. These beliefs also promote corporate social responsibility, aligning organizational goals with societal well-being (Peters & Waterman, 1982).

Conclusion

Understanding the beliefs and values that underpin Google’s organizational culture reveals how core principles guide decision-making, employee behavior, and stakeholder relationships. These elements foster an innovative, inclusive, and ethical environment conducive to long-term success. As Ott (1989) suggests, the alignment of beliefs, values, and organizational practices creates a cohesive culture that supports sustainable growth and adaptation in a competitive global landscape.

References

• Bock, L. (2015). Work Rules!: Insights from Inside Google That Will Transform How You Live and Lead. Twelve.
• Google. (2023). About Google. https://about.google/
• Hofstede, G. (1991). Cultures and Organizations: Software of the Mind. McGraw-Hill.
• Ott, J. S. (1989). The Organizational Culture Perspective. Brooks/Cole.
• Page, L., & Brin, S. (1998). The anatomy of a large-scale hypertextual Web search engine. Computer Networks and ISDN Systems, 30(1-7), 107-117.
• Peters, T. J., & Waterman, R. H. (1982). In Search of Excellence: Lessons from America's Best-Run Companies. Harper & Row.
• Schein, E. H. (2010). Organizational Culture and Leadership. Jossey-Bass.
• Schmidt, E., & Rosenberg, J. (2014). How Google Works. Grand Central Publishing.
• Google Sustainability Report. (2022). Google's Commitment to Sustainability. https://sustainability.google/