Case Study: Google Introduction Culture refers to a people’s way of life research essay

Case Study: Google Introduction Culture refers to a people’s way of life: every group of people identifies with a distinct lifestyle. It is a larger system that is developed and driven by parts such as beliefs, norms, value systems, and common assumptions within a group of people. This governs the relationships and all other activities that are done in the group. It also affects the relationship between each individual and members of any other group (Battelle 17). A group of people coming together from varying cultural backgrounds must set up a culture for their specific environment in order to engage productively. This paper will look into the organizational culture in Google Company. Various aspects of how this company manages its cultural diversity to achieve success will be discussed.
Google Company employs hundreds of people who come from various races, ethnic and family backgrounds and all of these groups have very distinct cultures. Without proper cultural management, this has a potential to reduce the productivity of Google’s work environment. At the same time, business and organizational success requires inclusion of all races and ethnic groups. The legal business environment too is in the favor of effective inclusion of all groups (Battelle 36).
The above are forces that interact to make the cultural environment of Google among other firms to be very culturally diverse.
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The above are forces that interact to make the cultural environment of Google among other firms to be very culturally diverse.
It becomes the role of the leaders in the work environment to create and maintain a favorable climate in which all cultures of employees can interact productively and achieve organizations’ goals.
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It becomes the role of the leaders in the work environment to create and maintain a favorable climate in which all cultures of employees can interact productively and achieve organizations’ goals.
The leader should set out to generate workplace’s shared values, norms, prospects and assumptions that will unify all the cultures of groups represented.
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The leader should set out to generate workplace’s shared values, norms, prospects and assumptions that will unify all the cultures of groups represented.
All elements that make up one culture interact, which determines the success or failure of varying one element.
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All elements that make up one culture interact, which determines the success or failure of varying one element.
The success or failure of adjusting one element depends on how it fits in the whole cultural set up.
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The success or failure of adjusting one element depends on how it fits in the whole cultural set up.
An effective workplace culture in an organization enables all the workers to be integrated:
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An effective workplace culture in an organization enables all the workers to be integrated:
This enables workers to relate and share freely at personal level and in one synchronized cultural framework that enables them to focus on the organization’s goals.
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This enables workers to relate and share freely at personal level and in one synchronized cultural framework that enables them to focus on the organization’s goals.
Despite all the advantages of cultural integration, it has not been relatively hard for firms including Google Company to archive cultural integration.
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Despite all the advantages of cultural integration, it has not been relatively hard for firms including Google Company to archive cultural integration.
At the same time,
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At the same time,
integration in any company is a continuous process that periodically requires close monitoring for affirmative action to be done accordingly in order to maintain a healthy organizational culture.
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integration in any company is a continuous process that periodically requires close monitoring for affirmative action to be done accordingly in order to maintain a healthy organizational culture.
Various tools can be used in evaluation of organizations’ effectiveness especially as far as development of healthy organization culture is concerned.
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Various tools can be used in evaluation of organizations’ effectiveness especially as far as development of healthy organization culture is concerned.
These include goal attainment approach, stakeholder approach, contingency approach and competing value framework.
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These include goal attainment approach, stakeholder approach, contingency approach and competing value framework.
Google’s Diversity According to the diversity data released in June 2014, Google Company has had great disparities in employments (Hillis 51).
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Google’s Diversity According to the diversity data released in June 2014, Google Company has had great disparities in employments (Hillis 51).
The sharing of employment opportunities has been skewed in favor of the male gender and also the white ethnic group.
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The sharing of employment opportunities has been skewed in favor of the male gender and also the white ethnic group.
This is detrimental in a company that aims to reaffirm its presence in the global arena in order to maintain growth.
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This is detrimental in a company that aims to reaffirm its presence in the global arena in order to maintain growth.
Google had a workforce of around 46,170 people in the entire globe by 2014(Hillis 64).
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Google had a workforce of around 46,170 people in the entire globe by 2014(Hillis 64).
The global statistics released revealed that 70 percent of this number was male while the remaining percentage was female.
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The global statistics released revealed that 70 percent of this number was male while the remaining percentage was female.
Due to complicated racial and ethnic statistic in several countries of the world,
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Due to complicated racial and ethnic statistic in several countries of the world,
the racial diversity data was based on the US population but still show great disparities in the racial representation in the Google workforce.
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the racial diversity data was based on the US population but still show great disparities in the racial representation in the Google workforce.
Statistics revealed that 62% of Google’s employees in the US were white.
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Statistics revealed that 62% of Google’s employees in the US were white.
It was further considered that that the company had nearly 20 offices spread out in the whole of the US even to areas where the white race is not dominant.
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It was further considered that that the company had nearly 20 offices spread out in the whole of the US even to areas where the white race is not dominant.
The disparity was also noted in the cosmopolitan New York, Washington DC, Detroit and Atlanta cities (Hillis 98).
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The disparity was also noted in the cosmopolitan New York, Washington DC, Detroit and Atlanta cities (Hillis 98).
The remaining 38 percent of Google’s work force found to have been shared among the remaining races, still a racially skewed way.
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The remaining 38 percent of Google’s work force found to have been shared among the remaining races, still a racially skewed way.
30% were of Asian origin, 3% were Latinos Americans, 2% black Americans,
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30% were of Asian origin, 3% were Latinos Americans, 2% black Americans,
4% were of mixed race and the remaining 1% constituted ethnic groups that could not be classified into any of the above.
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4% were of mixed race and the remaining 1% constituted ethnic groups that could not be classified into any of the above.
These disparities were reflected are in various job categories which were tech, non-tech, overall and leadership.
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These disparities were reflected are in various job categories which were tech, non-tech, overall and leadership.
Men who held 79% of the leadership roles also held 83% of the positions in the tech category.
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Men who held 79% of the leadership roles also held 83% of the positions in the tech category.
Non- tech category of jobs was the only one that was seen to have been balanced after having 48% female workers and 52% male workers.
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Non- tech category of jobs was the only one that was seen to have been balanced after having 48% female workers and 52% male workers.
This category comprised mainly administrative and clerical positions, which were cited as the key reasons why they were not found competitive by the male gender.
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This category comprised mainly administrative and clerical positions, which were cited as the key reasons why they were not found competitive by the male gender.
On average, in all the categories of jobs,
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On average, in all the categories of jobs,
it was found out that the white race held well above 60% of all the positions except for the leadership category where whites made 72%.
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it was found out that the white race held well above 60% of all the positions except for the leadership category where whites made 72%.
Similarly, Asians held 23-34%, while Latinos, blacks and others held less than 10% in all categories.
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Similarly, Asians held 23-34%, while Latinos, blacks and others held less than 10% in all categories.
It is also important to note that Google has for many years declined to participate in independent diversity surveys. As highlighted earlier,
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It is also important to note that Google has for many years declined to participate in independent diversity surveys. As highlighted earlier,
Google is a multinational company that aims to sell its products to the global market that is very diverse in terms of culture.
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Google is a multinational company that aims to sell its products to the global market that is very diverse in terms of culture.
In order for Google to appeal to various cultures of the world, it would be important to ensure that it employs people from all these culture.
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In order for Google to appeal to various cultures of the world, it would be important to ensure that it employs people from all these culture.
The principle way of seeking for acceptance would be by ensuring equal representation of all races and ethnic groups in the company to establish a sense of belonging.
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The principle way of seeking for acceptance would be by ensuring equal representation of all races and ethnic groups in the company to establish a sense of belonging.
At the same time, legal and political environment requires that a company observe equality in hiring of its work force.
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At the same time, legal and political environment requires that a company observe equality in hiring of its work force.
This goes to different regions of the world. This requirement is enforced through various means, which may include quotas among other ways.
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This goes to different regions of the world. This requirement is enforced through various means, which may include quotas among other ways.
Google Company has been able to develop a culture that overrides all the cultures of the employees and especially dominant ethnic group in the organization.
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Google Company has been able to develop a culture that overrides all the cultures of the employees and especially dominant ethnic group in the organization.
In the work place, the company has developed and nurtured a culture that makes all the employees to aspire to develop more and more innovative products for the global markets.
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In the work place, the company has developed and nurtured a culture that makes all the employees to aspire to develop more and more innovative products for the global markets.
The work environment makes all the workers to have shared aspirations in producing quality services. At the same time,
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The work environment makes all the workers to have shared aspirations in producing quality services. At the same time,
the norm in this organization is a relaxed and democratic environment where every member is empowered to air out his views and participate in making the company better.
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the norm in this organization is a relaxed and democratic environment where every member is empowered to air out his views and participate in making the company better.
Google’s Organizational Culture Despite the disparities in representation in the workforce seen above,
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Google’s Organizational Culture Despite the disparities in representation in the workforce seen above,
Google Company has an organizational culture that bridges all the disparities and boost productivity/ output of this firm.
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Google Company has an organizational culture that bridges all the disparities and boost productivity/ output of this firm.
The organizational culture in Google is among the most gravitated upon in the business world today as the company has been able to revolutionize the appearance and functions of a search engines.
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The organizational culture in Google is among the most gravitated upon in the business world today as the company has been able to revolutionize the appearance and functions of a search engines.
Additionally, it has been able to introduce other innovative products search as Google earth, Gmail, Picasa among others (Page 1).
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Additionally, it has been able to introduce other innovative products search as Google earth, Gmail, Picasa among others (Page 1).
In the Google Company, innovation is one of the most important aspects of the organization culture.
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In the Google Company, innovation is one of the most important aspects of the organization culture.
Every member of the staff is encouraged to come up with innovative ways doing things.
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Every member of the staff is encouraged to come up with innovative ways doing things.
It is important to note that the company was begun on the idea of an innovative search engine in a world full of search engines.
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It is important to note that the company was begun on the idea of an innovative search engine in a world full of search engines.
The innovation was focused in making the search engine which focused more on the customers than profit.
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The innovation was focused in making the search engine which focused more on the customers than profit.
This shows application of the contingent theory of management where even if the company needed to make profit, it focused on the situation.
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This shows application of the contingent theory of management where even if the company needed to make profit, it focused on the situation.
Other search engines were full of advertisements and pop-ups, Google established that this was annoying to consumers and produced a search engine that had no pop-ups, only the search field and Google logo.
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Other search engines were full of advertisements and pop-ups, Google established that this was annoying to consumers and produced a search engine that had no pop-ups, only the search field and Google logo.
The management combined the effects of their actions and the situations in the market to produce the most used search engine in the world.
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The management combined the effects of their actions and the situations in the market to produce the most used search engine in the world.
In many other instances, Google Company has recognized that the success in the market depends on the interplay between action they take and the situation at hand (Tellis 100).
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In many other instances, Google Company has recognized that the success in the market depends on the interplay between action they take and the situation at hand (Tellis 100).
The second most crucial aspect of Google’s organizational culture is the hiring process. The company has a very clear specifications for the person needed for the job.
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The second most crucial aspect of Google’s organizational culture is the hiring process. The company has a very clear specifications for the person needed for the job.
Hiring at Google is the most important process and the brightest candidate is sort. The company identifies qualifications to be sort,
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Hiring at Google is the most important process and the brightest candidate is sort. The company identifies qualifications to be sort,
the position to be filled and developments in the position. The process of hiring is linked directly to goal attainment;
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the position to be filled and developments in the position. The process of hiring is linked directly to goal attainment;
goal attainment theory is applied hear as in any other process in the company. In Google, no management action is made for cosmetic or accessory reasons.
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goal attainment theory is applied hear as in any other process in the company. In Google, no management action is made for cosmetic or accessory reasons.
Every move is carefully aimed at achieving a goal in the future and specifically in making Google more innovative.
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Every move is carefully aimed at achieving a goal in the future and specifically in making Google more innovative.
The sense of clear vision is cultivated and nurtured throughout the organization making it an important building block in the organizations culture.
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The sense of clear vision is cultivated and nurtured throughout the organization making it an important building block in the organizations culture.
Google’s HR is converted into a science. Productivity optimization is very crucial aspect of Google’s organization culture.
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Google’s HR is converted into a science. Productivity optimization is very crucial aspect of Google’s organization culture.
Theories and principles of HR are not implemented until they are empirically proven to increase the output of the workforce.
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Theories and principles of HR are not implemented until they are empirically proven to increase the output of the workforce.
In other words, this department uses scientific evidences to increase productivity of the workforce. The HR department is renamed into People Operations Department.
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In other words, this department uses scientific evidences to increase productivity of the workforce. The HR department is renamed into People Operations Department.
This department carries out research and analysis to make the most accurate management decisions on how to increase productivity.
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This department carries out research and analysis to make the most accurate management decisions on how to increase productivity.
In other words, HR management decisions are synchronized with the need-the situation- to get the best output.
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In other words, HR management decisions are synchronized with the need-the situation- to get the best output.
The contingency and the goal attainment theories are taken care of effectively which boosts the productivity of this firm (Hillis 31).
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The contingency and the goal attainment theories are taken care of effectively which boosts the productivity of this firm (Hillis 31).
Every action is aimed to achieve a specified goal over a specified time period.
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Every action is aimed to achieve a specified goal over a specified time period.
The People’s Operation Department conducts algorithmic studies to identify which workers are likely to leave the company among others.
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The People’s Operation Department conducts algorithmic studies to identify which workers are likely to leave the company among others.
Other studies include the best sizes and shapes of working desks, cafeteria tables among others. The most innovative move involved empirically gauging the efficiency of each person using numbers.
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Other studies include the best sizes and shapes of working desks, cafeteria tables among others. The most innovative move involved empirically gauging the efficiency of each person using numbers.
At all levels, the company harmonizes the competing management options through competing values frameworks.
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At all levels, the company harmonizes the competing management options through competing values frameworks.
This is done in both the internal and the external environment. The company achieves this by fostering teamwork where every decision is arrived at by a team’s consensus. This reduces competition between various individual perspectives.
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This is done in both the internal and the external environment. The company achieves this by fostering teamwork where every decision is arrived at by a team’s consensus. This reduces competition between various individual perspectives.
In Google, all the decisions are made based on empirical data. Various parameters and processes are made quantitative and gradable.
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In Google, all the decisions are made based on empirical data. Various parameters and processes are made quantitative and gradable.
It is all about data in Google, which has made it easy to harmonize various competing opinions that individual members of various teams have.
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It is all about data in Google, which has made it easy to harmonize various competing opinions that individual members of various teams have.
To foster imagination and innovation, Google maintains a casual, free impression in the work environment.
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To foster imagination and innovation, Google maintains a casual, free impression in the work environment.
The freedom makes workers to have a sense of ownership for the company due to autonomy and fosters more dedication to innovation.
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The freedom makes workers to have a sense of ownership for the company due to autonomy and fosters more dedication to innovation.
The freedom means that the level of control from the seniors over the juniors diminishes which cultivates a sense of a team (Hillis 50).
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The freedom means that the level of control from the seniors over the juniors diminishes which cultivates a sense of a team (Hillis 50).
Google’s management structure is described as flat, the middle level managers are relatively few and the top level managers are even fewer.
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Google’s management structure is described as flat, the middle level managers are relatively few and the top level managers are even fewer.
However, both levels of managements are very hands-on and are not seen as authority figures.
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However, both levels of managements are very hands-on and are not seen as authority figures.
This reduces top-down hierarchy and inspires employees to air out their opinions hence enriching the organization with more ideas on how to be better.
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This reduces top-down hierarchy and inspires employees to air out their opinions hence enriching the organization with more ideas on how to be better.
The organization arranges ‘engagement surveys’ for the employees. These are open forums in which employees’ ideas and opinions are listened to and considered.
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The organization arranges ‘engagement surveys’ for the employees. These are open forums in which employees’ ideas and opinions are listened to and considered.
At the same time, various decisions the company has or is planning to make are discussed.
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At the same time, various decisions the company has or is planning to make are discussed.
Both the proponents and the opponents of this system agree that it does not result to unanimity in the conclusion;
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Both the proponents and the opponents of this system agree that it does not result to unanimity in the conclusion;
rather, it generates even more discussions. The discussions developed help the company to stay in a continuous developmental mode.
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rather, it generates even more discussions. The discussions developed help the company to stay in a continuous developmental mode.
Google products, work places, employees among others are always developing. The company values difference than the unanimity: differences are harmonized using empirical data.
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Google products, work places, employees among others are always developing. The company values difference than the unanimity: differences are harmonized using empirical data.
The organizational culture of Google Company allows data driven discussion and not qualitative ones.
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The organizational culture of Google Company allows data driven discussion and not qualitative ones.
Quantitative comments backed by empirical evidences are required in order to foster clarity of mind the results of which is isolation of the best ideas.
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Quantitative comments backed by empirical evidences are required in order to foster clarity of mind the results of which is isolation of the best ideas. The dissenters can easily understand why the idea is adopted by analyzing the data backing.
Google also works with clarity of mind. Every employee who brings forward an idea should describe why he chose the idea.
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Google also works with clarity of mind. Every employee who brings forward an idea should describe why he chose the idea. This assists the company in focusing. Tenets like ‘it is best to do one thing perfectly well’ and ‘swift is better than slow’ are very famous in the company.
The company celebrates teams that make very swift actions even when they fail. This has been seen to motivate such teams to come up with better innovations in the future.
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The company celebrates teams that make very swift actions even when they fail. This has been seen to motivate such teams to come up with better innovations in the future.
Larry Page, the CEO of the company is known for supporting innovation and nurturing an environment that would bring in more innovations.
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Larry Page, the CEO of the company is known for supporting innovation and nurturing an environment that would bring in more innovations.
The company achieves these innovations through experimentation. Experimenting and taking risk is core in the structure of Google. Additionally,
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The company achieves these innovations through experimentation. Experimenting and taking risk is core in the structure of Google. Additionally,
the company allows its workers 20% of their working hours to develop their personal ideas.
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the company allows its workers 20% of their working hours to develop their personal ideas.
Most of these workers come up with viable innovations that are launched by the company (Hillis 57). Conclusion Google, like other companies pay attention to the shareholders. Shareholders are sometimes involved in the decision-making processes.
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Most of these workers come up with viable innovations that are launched by the company (Hillis 57). Conclusion Google, like other companies pay attention to the shareholders. Shareholders are sometimes involved in the decision-making processes.
This is despite the fact that the company has not yet implemented the capital return program.
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This is despite the fact that the company has not yet implemented the capital return program.
Some analysts think that the company is profitable enough to implement this program as it has had enough developmental time.
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Some analysts think that the company is profitable enough to implement this program as it has had enough developmental time.
In subsequent shareholder meetings since inception of Google, topical issues have been brought to the attention of the shareholders who are requested to comment and air out their views. Some of the questions that were asked included how the company should behave in repressive countries.
After the introduction of the Google search engine in china in 2006, the company resolved to censor search results that could be deemed sensitive to the Beijing government (Levy 118). However, the shareholders vehemently opposed this move as it contravenes freedom of expression.
This made the management to reconsider such a move. In several other instances, the company considers the views of the shareholders, to cater for stakeholders approach in management. The stakeholders approach in management focuses on returns.
The company should make decisions that will enhance profitability. This is derived from the fact that shareholders in most cases are interested in returns on their capital as well as profitability.
Additionally, they are crucial in running of a business in that they avail capital to the firm(s). At the same time, this approach enables a business to be economically sustainable, since a firm collapses if it does not make profits.

Author: Barry Holmes