You Will Consider How One Type Of System Or Organization Imp

You Will Consider How One Type Of Systeman Organizationimpacts Hum

You will consider how one type of system—an organization—impacts human behavior. Specifically, you must address the following: Describe an example from a website, article, or video that illustrates how an organization impacts human behavior. Which organization did you choose? Which website, article, or video provides an example of how your chosen organization’s practices impact human behavior? As illustrated in your chosen example, how does the organization encourage certain behaviors? As illustrated in your chosen example, how does the organization discourage certain behaviors? Explain how your chosen organization uses an ego or eco approach to leadership. Which leadership approach do you think the organization is using in your chosen example? What behaviors suggest that the organization is using this leadership approach? How does the organization foster (or not foster) its long-term existence?

Paper For Above instruction

Organizations significantly influence human behavior through their structures, cultures, and leadership practices. To analyze this impact concretely, I will examine the example of Google, a leading technology company renowned for its innovative culture and emphasis on employee well-being. The analysis draws from various articles and videos that explore Google’s organizational practices, leadership style, and their effects on employee behavior and organizational sustainability.

Google exemplifies an organization that actively encourages certain behaviors while discouraging others to cultivate a productive, innovative, and collaborative environment. According to a documentary produced by CNBC titled “Inside Google,” the company fosters a culture of openness and creativity by promoting transparency and providing employees with autonomy in their projects. Google encourages behaviors such as experimentation, collaboration, and continuous learning by implementing policies like “20% Time,” which allows employees to dedicate a portion of their workweek to pursue projects of personal interest that could benefit the company. This initiative exemplifies how organizational practices motivate employees to take initiative, think creatively, and contribute beyond their standard roles.

Conversely, Google discourages behaviors that could threaten its innovative culture or disrupt harmony within teams. For instance, micromanagement and bureaucratic procedures are minimized to prevent stifling creativity. The company actively discourages behaviors such as excessive hierarchy and rigid conformity, which could hinder agility and innovation. This organizational culture promotes a safe environment where employees feel free to voice ideas and challenge the status quo, aligning with the company’s core value of fostering innovation.

Regarding leadership approach, Google employs a combination of ego and eco leadership models but predominantly leans toward an eco approach. The ego approach emphasizes individual achievement and competitive excellence, evident in how Google recognizes top performers through awards and public acknowledgment, encouraging high achievement. However, Google’s leadership prominently adopts an eco approach by emphasizing sustainability, long-term innovation, and overall employee well-being. Leaders like Sundar Pichai exemplify eco-centric leadership by prioritizing organizational resilience, ethical practices, and social responsibility, which aligns with the eco-leadership focus on ecological sustainability and systemic thinking.

The behaviors observed at Google—such as collaborative problem-solving, transparency, and a focus on sustainability—suggest an eco-centric leadership style. Leaders foster an environment where employees are empowered to innovate, voice concerns, and contribute to long-term organizational goals. Google’s investment in sustainability initiatives, mental health programs, and ongoing education initiatives demonstrates its commitment toward fostering long-term existence. These practices indicate a strategic orientation toward sustainable growth, resilience, and adaptability to changing technological landscapes.

In conclusion, Google’s organizational practices exemplify how an organization can influence human behavior by encouraging innovation, collaboration, and sustainability. Its leadership approach combines ego-driven motivation with eco-centric values, fostering behaviors that ensure its long-term viability. This case underscores the importance of organizational culture and leadership style in shaping employee actions, impacting organizational success in a competitive environment.

References

• Bock, L. (2015). Work Rules!: Insights from Inside Google That Will Transform How You Live and Lead. Twelve.
• Schmidt, E., & Rosenberg, J. (2014). How Google Works. Grand Central Publishing.
• Google. (2020). Our Culture & Values. Google. https://about.google/culture/
• Duhigg, C. (2016). What Google Learned From Its Quest to Build the Perfect Team. The New York Times Magazine.
• Hamel, G., & Valikangas, L. (2003). The Quest for Resilience. Harvard Business Review.
• Goffee, R., & Jones, G. (2006). Why Should Anyone Be Led by You? Harvard Business Review, 84(12), 62-70.
• Schein, E. H. (2010). Organizational Culture and Leadership. Jossey-Bass.
• Kim, W. C., & Mauborgne, R. (2004). Blue Ocean Strategy. Harvard Business Review, 82(10), 76-84.
• Bennis, W. (2009). On Becoming a Leader. Basic Books.
• Kim, P. H., & Mauborgne, R. (2015). Blue Ocean Shift. HarperCollins.