Week 8 Assignment 2 Submission - Click The Link Above

Week 8 Assignment 2 Submissionclick The Link Above To Submit Your Assi

Choose one (1) of the following organizations to research: Google, Zappos, Southwest, Hewlett Packard, Xerox, W.L. Gore, DuPont, or Procter & Gamble.

Use a variety of resources (company Website, newspaper, company blogs, etc.) to research the culture of the selected organization. Note: Use Question 6 as your conclusion. An abstract is not necessary for this assignment. Write a five to six (5-6) page paper in which you: Provide a brief (one [1] paragraph) description of the organization you chose to research. Examine the culture of the selected organization.

Explain how you determined that the selected organization showed the signs of the culture that you have identified. Determine the factors that caused the organization to embody this particular culture. Determine what type of leader would be best suited for this organization. Support your position.

Imagine that there is a decline in the demand of product(s) or services supplied by the selected organization. Determine what the change in culture would need to be in response to this situation. Use at least three (3) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources. Your assignment must follow these formatting requirements: Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.

Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length. The specific course learning outcomes associated with this assignment are: Explore how individual differences, personality traits, and perspectives impact the productivity of an organization. Review learning theories and their relationship to organizational performance. Use technology and information resources to research issues in organizational behavior.

Write clearly and concisely about organizational behavior using proper writing mechanics. Click here to view the grading rubric for this assignment.

Paper For Above instruction

Introduction

Organizational culture embodies the shared values, beliefs, and practices that influence the behavior of members within an organization (Schein, 2010). It impacts decision-making, operational procedures, and overall organizational performance. For this assignment, I have selected Google, a globally recognized technology company renowned for its innovative work environment and distinctive corporate culture (Schmidt & Rosenberg, 2014). This paper aims to explore Google's organizational culture, examine the factors that shape it, determine the qualities of an ideal leader for the company, and consider cultural adaptations necessary in response to potential declines in demand.

Brief Organization Description

Google LLC, founded in 1998 by Larry Page and Sergey Brin, has evolved from a search engine provider to a multinational technology conglomerate operating across various sectors, including advertising, cloud computing, and hardware (Vise & Malseed, 2006). Headquartered in Mountain View, California, Google is known for its innovative culture emphasizing creativity, open communication, and employee empowerment. Its mission is to organize the world’s information and make it universally accessible and useful (Google, 2023). Google’s organizational structure encourages collaboration, rapid innovation, and a flat hierarchy, fostering a dynamic environment where employees are motivated to experiment and embrace change.

Examination of Google’s Organizational Culture

Google exemplifies a culture characterized by innovation, openness, and a strong emphasis on employee well-being. Its core values include a commitment to users, embracing diversity, and fostering a collaborative atmosphere (Schmidt & Rosenberg, 2014). Evidence of this culture is reflected through policies such as flexible work arrangements, creative spaces, and the encouragement of intrapreneurship. Google’s innovation is also driven by its well-known '20% time' policy, allowing employees to dedicate a portion of their work hours to personal projects, which has led to the development of products like Gmail and Google Maps (Bock, 2015). Moreover, Google’s diversity initiatives and employee resource groups underscore its commitment to inclusivity, further reinforcing its cultural identity (Google Diversity Report, 2022).

Determining Signs of the Culture

Indicators of Google’s culture can be observed through its organizational practices and employee behaviors. High employee satisfaction ratings, low turnover rates, and recognition as one of the best places to work substantiate its positive culture (Glassdoor, 2023). The company's emphasis on innovation can be seen by its investment in research and development and its transparent communication channels, such as town hall meetings and open forums (Schmidt & Rosenberg, 2014). Additionally, Google's physical workspaces, which include open offices, recreational areas, and creative zones, facilitate collaboration and reflect its cultural values of openness and flexibility.

Factors Influencing Google’s Culture

The company's culture stems from its founders' vision of fostering innovation and creativity. Google's rapid growth necessitated maintaining a flexible, adaptive environment to support innovation (Vise & Malseed, 2006). Leadership practices emphasizing transparency and employee engagement have reinforced this culture. The technology industry’s competitive landscape also pressures Google to sustain an innovative and agile culture to retain its market leadership. Moreover, Google's emphasis on diversity and inclusion has become an integral aspect of its identity, driven by societal shifts and demands for social responsibility (Google Diversity Report, 2022).

Ideal Leadership for Google

An effective leader within Google should embody transformational qualities—visionary, empowering, open, and innovative (Bass & Avolio, 1994). Such a leader would foster creativity, promote collaboration, and support continuous learning, aligning with Google’s cultural emphasis on innovation and openness. A leader who values diversity and inclusivity and demonstrates emotional intelligence would be best suited to sustain and enhance Google’s organizational culture (Goleman, 1995). Technologies like collaborative tools and democratic decision-making would also be facilitated by a leader committed to participative management, thus reinforcing Google’s flat organizational structure.

Cultural Response to Decline in Demand

If Google faced a decline in demand for its core products, a cultural shift would be necessary to adapt swiftly. The organization might need to adopt a more risk-averse culture temporarily to consolidate core competencies and reduce operational costs. This would involve fostering an environment that emphasizes efficiency, quality, and risk management while maintaining innovation as a long-term goal (Kotter & Heskett, 1992). Cultivating agility and resilience within the culture would facilitate rapid response to market changes, encouraging experimentation within controlled parameters and emphasizing customer-centric approaches. The company could also reinforce its commitment to diversity, ensuring varied perspectives contribute to innovative solutions to new challenges (Cameron & Quinn, 2011).

Conclusion

Google’s organizational culture is a fundamental driver of its success, characterized by innovation, openness, and inclusivity. Its culture has been shaped by visionary leadership, strategic growth, and a commitment to employees and societal values. A transformational leader aligning with these cultural values can sustain and grow the organization's innovative environment. In the face of demand decline, Google’s culture would need to pivot toward agility, risk management, and resilience, ensuring it remains competitive and adaptable for future challenges.

References

• Bass, B. M., & Avolio, B. J. (1994). Improving organizational effectiveness through transformational leadership. Sage Publications.
• Beer, M., Spector, B., Lawrence, P. R., Quinn Mills, D., & Walton, R. E. (1984). Managing organizational change: Readings and cases. Basic Books.
• Google. (2023). About Google. https://about.google/
• Goleman, D. (1995). Emotional intelligence. Bantam Books.
• Glassdoor. (2023). Google employee reviews. https://www.glassdoor.com/Reviews/Google-Reviews-E9079.htm
• Kotter, J. P., & Heskett, J. L. (1992). Corporate culture and performance. Free Press.
• Schmidt, E., & Rosenberg, J. (2014). How Google works. Grand Central Publishing.
• Schein, E. H. (2010). Organizational culture and leadership (4th ed.). Jossey-Bass.
• Vise, D. A., & Malseed, M. (2006). The Google story: Inside the treasure house of Google. Random House.
• Google Diversity Report. (2022). Promoting inclusion at Google. https://diversity.google/