Google Oraganization Culture

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Presented by:School of Management Students

Group - 10 | MBA | Sec-B

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GOOGLES ORGANIZATIONAL STRUCTURE


IntroductionSo Far So GoodHistoryGoogles Organizational Culture.RecruitmentQualities sought in GooglersInnovations at GoogleA Critique of Googles CultureConclusion


INTRODUCTION

Google Inc.is an Americanmultinationalcorporation.

Specializing in Internet-related services and products - Search,cloud computing, softwareandonline ad.

Founded byLarry PageandSergey Brin.


HISTORY

In January 1996, Larry and Sergey began work on search engine.Search engine - BackRub.Eventually, they changed the name to Google, by misspelling of the word Googol. Googles office was set up in a garage in 1998. Later shifted its office to California in 1999.


In 2000, Google introduced a wireless search technology for handheld devices.It also launched 10-non English language versions for its search capabilities.Google emerged as the largest search engine in the world with its index reaching 1 billion URLs.


So Far So Good!

Google has been hailed as one of the most successful Internet Start-up companies.2003 - The most preferred search engine.Ability to attract the best talent and retain its employees.During the dotcom boom, the only company that did not experience any employee turnover.Legendary culture in Silicon Valley.


GOOGLES ORGANIZATIONAL CULTURE

Informal work culture.Googleplex was decorated with Lava Lamps & painted in bright colors of Google Logo.

Googlers were allowed to bring their petsRecreational facilities.Roller skater hockey matches.Spending 20% of their work time on self directed projects.


Sergey and Larry, believed in open communication across the organization.Lunch at the cafeteria - a chance to meet Googlers from various departments.Every Friday, the founders of the company briefed Googlers about new products launched, competitors, financial performance of the company, etc.Vice-President Wayne Rosing said You are the boss. Dont wait to take the hill. Dont wait to be managed.


RECRUITMENT

Recruiting employee with the right frame of mind.CO-FOUNDERS involve in the recruitment process.A person had to be from top-ranking college


Google recruited people with diverse skills and qualities

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In order to ATTRACT high performing candidates,Hot award-winning technology.Intelligent, fun, high-energy teammates.Great culture and amazing perks such as massage therapy and all the snacks you can eat.Backed by the two premier VCs.Free gourmet lunches served daily.Start-up environment with excellent benefits.Spacious, colorful, fun work environment.Located in the heart of Silicon Valley.Millions use Google- your ideas will make a difference.


Google placed its recruitment ads in movie theaters.Googlers could refer their friends and relatives to work in Google.Google conducted contests with prize money to extent of $25,000 to attract talented programmers.

The company offered employment to winners of programming contests.


QUALITIES SOUGHT IN GOOGLERS


Knowledge in different areas of - CS and Mathematics.- World class programming skills.- Excellent communication and organizational skills.

People who are passionate about their work.

INNOVATIONS AT GOOGLE

Encouraging innovation & creativity at the workplace.It realized that to maintain its growth, the company had to come out with new products/features.Faced problems on how to tap ideas that could be turned into successful products.To overcome the problem, Google set up an internal web page for tracking new ideas.Googlers could create web pages with their ideas through a program called Sparrow.Feasibility & user-friendliness of the idea was given importance, rather than its revenue generating capacity.


Every Friday, an hour-long session discussing the feasibility of new ideas.- Every Engineer whose idea was selected was given 10 minutes time to defends his/her idea. - If the idea is successful than it would be turned into a Product / feature. (Google News, 2002 by Krishna Bharat.)Google News attracted around 70,000 users every day.


Google Web Lab


In 2002, Google Labs, allows the public to test & provide feedback on the new technology/products.

70/20/10 Model

Abusiness resource management modelpioneered byEric Schmidtand articulated aboutGooglein 2005.This model dictates that, to cultivate innovation, employees should utilize their time in the following ratio : - 70% of time dedicated to core business tasks. - 20% of time dedicated to projects related to the core business. - 10% of time dedicated to projects unrelated to the core business.


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A Critique of Googles Culture

Many analysts feel that Googles zero per cent employee turnover rate during the dotcom boom , was a testament to its salubrious organizational culture.A 12-hours of working in a dayGoogles recruitment process was also criticized by analysts.Contract workers are not given any employee benefits.It was pointed out that, lack to hierarchy resulted in confusion about control & decision making power.


Recruiting many engineers with the same job title leading to confusion about who was actually in charge of the project.Googlers had become arrogant.Googlers never kept their appointments & always turned up late for their Clients presentations.Who was in charge of Google ? Is it Google founders Sergey & Larry or CEO Schmidt.Analysts feel that Google needs to rethink its organizational culture.Analysts pointed out that once Google becomes a public company - more pressure from investors to increase its profitability & revenues which might force Google to change its organizational culture.


A Innovation oriented Growing company.Looks always for talent employees.Need Proactive strategies in their Organizational Structure


Group 10

THANK YOU


Date post:	22-Oct-2014
Category:	Recruiting & HR
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Google Oraganization Culture

Recruiting & HR