Introduction

Google is a public and potential profitable worldwide company focused on search

services and introducing new innovative techniques and got success in dramatically in
this existing business arena. The Google organizational Mission is about the organized
the world information and creating easy process for accessible and useful for the people.
Generally, Googles income are almost depend on the offering advertising that
advertising can help the people as well as sponsored can have opportunity for introducing
product around the world. Google’s popularity has grown substantially over time.
Googles organizational hierarchy is minimal that means combination of formal and
informal communication Network. The Company is totally focused on team based
approach for product and service development. Company’s culture is largely based on
information technology. In addition, The Company’s corporate challenges every
employee to give top priority to customer first. So in this global and advance business
world, will Google maintain the speed of its performance and success. We need to
observe which management problems, Google can face in the next few years in order to
remain competitive, that’s why we discussed and critically evaluated about organisational
culture, recruitment and selection policies and empowerment of Google.
Question 1.Crtically evaluate the organisational culture is present in
googles workplace.

Answer: To evaluating critically the organizational culture of the googles work place
firstly let known and understanding of the organizational culture. There are a number of
definitions of the organizational culture which is given the number of famous scholars. If
we given According to the Edgar shein “a pattern of shared basic assumption that the
groups learned as it solved its problem that has worked well enough to be considered
valid and pass on to new members as the correct way to perceive, think and feel relation
to those problems”

In the easy way, we can say that work place environment is formed and build up from the
interacting relationship between the employees of the work place through their work
model. Organizational culture is defined by all of the employee’s real life work
experience, work pattern, weakness, strength, the way of exchanging information of the
employees.

Charles handy, another famous scholar explains the linkage Task culture which culture
consists of encourages team-work, employee empowerment and specialization. Such
culture is often featured within matrix structures.

In the light of the above discussion, it can be analysed that the culture of Google seems to
be Task culture. The structure of Google is made up of numerous small exploratory teams
of experienced employees who independently work on various independent projects. This
structure indicates a matrix form of hierarchal structure which is present at Google.
Matrix structure is a management structure where individuals with similar skills are
pooled for work assignments and problem solving ventures. In other words Google places
huge emphasis on team-work.

Moreover, Google places emphasis on formal and informal communication between

different parts of its departments. This results in increased/improved skills and
knowledge of its employees across board. This highlights that the culture at Google’s
working environment encourages employee engagement and empowerment at all levels.
Moreover, the vision and mission of Google is to improve the world.
Google aims at competitive advantage over its competitors (such Microsoft) through
specialization.

In addition, the culture of the googles largely depend on the technocratic that means
information technology which is based on the organizational succeeding through their
quality of their ideas and technological pathway which is come from individual
engineers.

Google is motivated employees to work together through their work environment which
is generated family and peer bond. For instance googles putting employers in the centre
attention is also major culture of the organization and rotating self leadership rather than
top management leadership among team members.

Googles is divided their employees on a small teams on the basis of independent project
where project teams is received peer evaluation and feedback on their working to solve
the problems.

More ever, the organization is created a number of exploratory team task force which is
created an atmosphere like a new creative venture rather than large part of bureaucracy.
In addition, organization is encouraged their employees to sent email for new product or
service development or in a company wide suggestion because every employees can read
and marking that particulars ideas.

Consequently, googles are given opportunity to their employees to reflect their trust and
recreation for example to bring cats along with work, free snacks, dinner. The also
provide facilities like gyms, pool tables, while working. Such benefits belongs their
corporate culture.

In addition, Googles is motivated their employees to be shown creativity for solving the
problems .This kind of activities allows their employees for taking higher risk .The
googles is given more emphasized their employees for working as team members that
means working toward the same goal rather than competiting each other for achieving the
organizational goals and putting work place in a fun while employers working for getting
motivating itself.
Indeed, googles are highly consultative with one of major rule is that everybody must be
participate and known about the Decision what is made in the conversation. This type’s
open, free flow of information and conversation can enhance employee’s motivation and
continuously changing googles strategy toward the changing world.
Furthermore, Googles are consist of combination of culture like ethical, customer
expositive and spiritual and employees strive to provide best service to the customer and
hiring those talent who have similar vision for working toward the organizational goal.
Although, team base approach sometimes can create employees conflict that might be
arise from the peer review and evaluation. Moreover, Googles are given authority to their
employees for taking decision without discussion of the management which can push
them taking project without market evaluation that means cost evaluation and some
employees can take a project in favour of the work himself rather than better the
company because there is no supervision of the top management..

Answer to the question Two

RECRUITMENT:
“The process searching for prospective employees and stimulating them to apply for jobs
in the organization.”
- Edwin B. Flippo

OBJECTIVES OF RECRUITMENT

• To catch the attention of the applicant with multidimensional knowledge and have
related work experience which can be suited at present and near future of the
organization strategies.

• To introduce new approach with a competitively for lead the company..

• To circulate new pure fresh blood within the organization through all level.

• To make up a mechanism for attracting new people of the organization for

demand of the organization

• To seek skill people who is fit for the company.

• To seek those individual who have not conventional development ground.

• To search for talent around the world and not just within the

SELECTION:

“The selection procedure is the system of functions and devices adopted in a given
company to ascertain whether the candidates’ specifications are matched with the
job specifications and requirements or not.”

The selection procedure cannot be effective until and unless:

2. The company desire or requirement can be fill up authentically of the job that must be
specified that is called Job analysis, etc.
3. Employee condition (physical, mental, social, behavioural, etc.) can be clearly
mention of the job such physical, mental, social etc..
4. Candidates for showing have been attached.

The few companies recruit only the best people in their company, such as Microsoft,
Yahoo, Google and Amazan.com etc.

We will discuss selection and recruitment policies in Google:

In January, 2007, the NewYork Times discussed about employee selection in Google.
The reported showed that Google has afforded to integrate a strongly scientific
methodology into the selection of employee in Google. Recognizing the irrationality of
trying to manually review over a million applicants per year and they are hiring most
talented and technical staff among them. Google has implemented some non-traditional
criteria for judging potential employees.

Instead of focusing heavily on academic records and previous job experience, Google
always looking employees who contain certain personality and behavioural
characteristics like leadership abilities, innovation or any creativity to find successful job
candidates. These criteria are identified through a series of survey questions and that
interview totally different from the traditional interview. Only Google has been using this
new approach to select the employee from new candidate.
A job candidate may expect to see on of these questionnaires such as: Organized a group
or club? Tutored someone? When did you first get excited about computers? These
questions are help to screening candidates, but this is not enough for selection employee
at Google. Recent job candidates described that questions as being on topic like software
code, business, for example, how would they market a product? Questions like Java
software, computer networking is common for candidates looking technical positions.

Google employs a different of impressive recruiting tools which are following:

Ad words as a recruiting tool:
Generally Googles are searched passive way new candidate by its own searching machine
tool which is called Search master and seeking multidimensional employees without
active recommence.
.
Written Contests as a recruiting tool:
These recruitment tools are used for finding and identifying of the new top software
engineering which is called “Google Code Jam” that competition gathered a thousand of
software engineer for competiting each other. After that company is usually invite 25 top
finalist to compete for $50000 for prizing and getting opportunity to enter Google
Company
Brain teasers tools:
This recruitment is introduced for brain treaser. Usually, Google used these tools in the
roadside billboards and organized a math test competition in magazines to attract more
potential math and programming Wizards.
“Friends of Google” as a recruitment tool: This recruitment tool is the “friends of
Google” system. Googles are made up a group of people those have interested to the
company but do not have interest working. They send their product by email to
individuals. After certain time they build up a relationship with these individuals and hire
these people for any work.

Google has effectively applied also standard tools like:

College recruiting: Google is building up relationship directly with some famous college
and occupy the number of PhDs holder who have enjoy that no one had not explored.
Moreover, this college have intensive internship programme.
Professional networking: Google has created some group of networking like Linkedin
and also Googles are used some other live professional events which enhance and helping
for selecting top candidate.
Recruiter training: Google is one of the recruiter companies which hired only newly
employers and provide different way of training from initial stage. The exceptional group
headed by James Duran who give the most of the training at Google and James Duran is
“the godfather of recruiting”

After recruiting they give so many facilities their employee, such as:
Equal opportunity: Google committed to provide the equal opportunity to every staff.
There is no harassment, bias and unlawful discrimination.
Employee benefits: Google provide a variety of internal program and make a great work
place for employee. They are providing so many benefits like:
- Day care
- Mother’s rooms
- Maternal/Paternal leave program
- Accommodation policies, etc.

Google provide the diversity recruiting training their employee and its help to increase
awareness, skill and knowledge.
Google has Employee Resource Group (ERGs) which give any support to the company
and ERGs has so many member across the world. They afford expensive advice about the
workings of Google’s HR programs and policies.

Although Google is good recruiter, it has some weakness in recruiting system which is
given below:

Metrics: It’s almost unbelievable that the Google Company driven by mathematics and
staffed maximum mathematicians and their recruiting system depend on metrics. This
company’s slogan is “great is not good enough”, Utilizing these metrics is an absolute
condition.
Recruiting strategy: Although Googles recruitment process is great but this recruitment
process is based on random rather than fact where is no well structure recruitment process
or system. They need a written recruitment plan and a superior strategy which brings
competitive advantages for Google.
Speed: Every candidate complains about Google recruitment process. They said
Google’s screening, recruiting and interview process is very slow.
Emphasis on youth: Google’s believes on “youth culture” and its might hurt to senior or
any experienced person.

Answer to the Question number Three

As for the growing competitiveness of global business environment, most of the

organization needs ideas, energy, efficiency and creativity of every employee from front
line worker to top management executive i.e. more involvement and participation at the
lower level of organization. However efficiency and creativity happen in those
organizations where employees naturally feel empowered without being prodding, where
individuals work as if they are working for their own business rather than feeling micro-
managed. According to Lawler et al (2001) 70% of organizations are now adopting
empowerment initiative for at least one part of their organization because the modern
motto “gives up control to get results” (Gretton)
Empowerment is often confused with delegation but Stewart (1990) clearly draws the line
with the delegation by saying that it is the proper understanding of being an authority and
being in authority.
According to Cook and Macaulay’s (1997) empowerment is “a change-management tool
which helps organisations create an environment where every individual can use his or
her abilities and energies to satisfy the customer” however Honold (1997) sees
empowerment as “control of one’s work, autonomy on the job, variations of teamwork,
and pay systems that link pay with performance”
So in a concise way it can be said that Empowerment is allowing employee freedom,
autonomy and overall self-control in their respective job and giving responsibility for
relevant decision making and furthermore when employee feel both socially and
psychologically empowered true then empowerment is materialized.

A short history of empowerment:

Workers become motivated and extremely efficient when a responsibility grows on them
which are utterly contrary to leader’s priority of control and their self-responsibilities for
workers efficacy. But throughout the history when efficiency on work place was badly
needed ignoring the control responsibilities of the worker was implemented.
In 1950 California (during gold rush) habit between Chinese workers and East worker
collided as the former believes in efficiency where as Americans prefers control rather
than efficiency. For this belief Chinese made profitable of certain gold mines which were
abandoned by the American even under restricted condition.
In 1864 the Central Pacific Railroad co. adopted the concept of worker’s empowerment
when they were constructing the railroad from Sacramento California to the Sierra
Mountain. Someone in the management was well aware of the efficient work habit of the
Chinese and decides to do and experiment with a Chinese construction crew by giving
full control of the project in the front line Crew-teams and it resulted a continuous
increase in track lying and creates a record 10miles in just one day.
Another true example came from The Panama Canal(1904) construction where the first
chief Engineer was John Wallace whose leadership was not associate with motivation and
efficiency but was “……..worker are to be treated as machines”. However, the abusive
working and living condition causes the death of many workers and it was hard to replace
them. But Mr Wallace blames the lack of budget not the leader ship. John F Stevens from
western railroad construction came as the second chief engineer along with his belief of
values of worker and their independence. The Panama Canal was built with in the
scheduled time and within the budget.
A brief discussion on development of empowerment

Historically the human relation movement which was originated from the Hawthorne
(1930) studies focuses on the human cooperation system. But Mary Parker Follett (1960)
was the pioneer in this management field as she draws the two key words ‘power-with’
and ‘power-over’ and suggested for the later word in the processes of integration and
commented that throughout the history control brings disastrous consequence whenever it
ruled integration.

After the Hawthorne study Abraham Maslow (1954) draws the different hierarchy of
human needs that affect human behaviour at different situation and he pointed out that
unsatisfied needs works as motivational factors. According to his five psychological
needs, esteem needs and self-actualization needs are the last human needs which help
manager to understand employee empowerment. After Maslow, Frederick Herzberg
(1959) gives a mixture opinion of employee participation and concluded by saying that
individual participation does help in the way of gaining organizational goal. Herbert
Alexander (1968) also denies the individual management system and suggested for the
executive to find a harmony between the organization needs and employee needs.
Accordingly Honold empowerment is a phenomenon controlled by management rather
than a strategic way and she divided it into five categories which are as follows
1. The leader’s role in creating empowerment context.
2. The individual perspective where individual should feel that the process is worthwhile.
3. Collaborative work i.e. enabling cooperative and sharing process
4. Structural and procedural change as empowerment by implementing Total Quality
Management.
5. Multidimensional perspective by linking empowerment with the goal, vision and aim
of the organization conforming to the HRD and other rule.
According to Linden and Arad (1996) there are two classic concept of empowerment
originated after the concept of empowerment in workplace which are
1. Social- structural empowerment
2. Psychological empowerment
The first one is more macro comparing with the psychological structure of
empowerment in workplace.
Social structure empowerment rooted to the perspective of social exchange and power
according to Kanter (1977) who pointed out the basic power tools- opportunity,
information and support and resources in his award winning book “Men and Women of
the corporation”. According to Prasad and Eylon, this kind of empowerment is based
upon the individuals’ values, ideas and democracy of all levels of a system, like a
democratic society where everybody has an equal vote and follows majority rules. This
kind of empowerment can be seen where management allows front line employees are
able to take decision for a quick customer solution rather than waiting for supervisor.

The key features of social-structure empowerment are

1. Participative decision making
2. Skill/knowledge based pay
3. Open flow of information
4. Flat organizational structure
5. Training

Psychological empowerment is based on employees’ personal belief that they really have
a key role valued experience unlike social-structure empowerment which is based on
shared power and managerial practice. According to Conger and Kanungo(1988)
empowerment is a “feeling of self-efficacy” which is based on all four psychological
states (Thomas and Velthouse, 1990))
However both of this above mentioned approach of empowerment is limited because
social-structure is organizationally-centric and the second one is more on individually
centric. Actually complete integration of these both perspectives could draw a pure
empowerment in the work place which distinguish the line between “being in authority”
and “being and Authority”
To sum up it can be said that the main purpose of empowerment is about getting
everyone into work and gaining organizational goal (Johnson and Redmond) as
traditional organizational structure and control disempowered organizational member
(Belbin)

The Google way:

Google follows these five philosophies

1. Work on things that matter

2. Affect everyone in the world
3. Solve problem with algorithm if possible
4. Hire bright people and give them lots of freedom
5. Don’t be afraid and try new thing

As general practice it requires its engineer to spent 20% of their time to work on personal
technology project which was unrelated to their present work.
Tom De Marco, an American software engineer and teacher in his latest book “slack;
getting past burnout, busywork and the myth of total efficiency” reveals a
counterintuitive principal for real world management where he valued “slack” i.e. degree
of freedom in a company which means a high-priced talent should spent less time in a
photocopier and more time in making key decision. In simple word allow employee room
to think, innovate and re-invent themselves. He concludes that “slack creates change,
creativity enhance growth and quality
Google in their corporate philosophy write down that one can be serious without a suit.
Google has an informal corporate culture but it become consecutively first in the Fortune
Magazine list in 2007/8 and fourth in 2010 of best companies to work for. Actually
Google’s high achievement relies on combined effort of leadership and team work
because the company encourages freeform of collaboration which means employees are
allowed to choose their own team mate and allowed to re-form endlessly. Each team has
a great deal of autonomy to decide their goal and the way which can be motivating. More
over small team encourages more closely interaction. According to Schmidt, instead of
putting multiple loggerhead teams each team enjoys freedom of choosing fresh ideas
which resulted higher creativity.
 Answer to the question number Four

In the above discussion and critically evaluating their organizational culture. Recruitment
& selection, empowerment. We think that the Googles might be faced competition in the
following problems in the near future:

Skip Sales revenue: Specially Googles are taken a thousand of projects by Googles team
members or employers without proper supervision of the Google corporate oversight and
giving opportunity their employers that 20% own desire time to do for acquiring new
ideas to exploiting Googles. We point of view that, still now Googles are not getting any
better result from that for example let us looked Googles revenue 95% has been come
from one sources such as Advertising but huge amount money and spent are spending on
other initiatives. If company base business are become slows what happened of the
Googles thousand project just only taking radical wake up to explore projects without
realistic revenue overlook.

Innovation and learning perspective:

Only through the ability to lunch new product and improving Operating efficiencies can
a company penetrate new market. As we now Google is a worldwide company and it
have a great competition with its competitor. If Google will spend on the research and
development area then it can maintain the speed of progress in the globalization business
world. In the recession, the developed countries company reduce the expenses on the
research and development area and motivate their engineers to work out on the existing
product’s problems area. Google can achieve its goals of business with less restriction
from advanced business world in future. If Google will make our decision in light of all
experience and future aspects of analysis. Google history shows that it never spends
money on the advertising for its products. If Google introduces its other lines of products
in the market then it would be able to maintain its position of progress.
Lack of supervision Project Management: As there are small team which has been
given whole autonomy and responsibility for the respective project that could lead a lack
of close supervision which can resulted loss or deviation of company mission or goal.
This problem comes from the too much slack in the monitoring and controlling system
and for a flat organizational structure. For this wide span of controlling system manager
doesn’t even know what their sub ordinate are doing because a typical manager in Google
has to supervise 20 or more individuals where as in a standard high tech industry
manager only supervise 7 or less than seven employees. This weak supervision leads to
less productivity or accurate performance supervision which leads to problem in
allocating reward, training or promotion. Less control also make it difficult to enforce
20% rule on employee who may easily skim on the. More over multiple teams leads
higher expenses and difficulties in co-ordination

Internal company perspective:

Internal business perspective that has greatest impact on the
customer satisfaction .Google main revenue source is advertising market.
Google should increase internal customers and improve all internal
relationship. This measures will be optimised overall performances.

Weakness in recruitment method.

Google have some weakness in this filed that can be problem for the Google
with passage of time. Such as recruiting method ,speed, strategy and emphasis on
youth, Google should improve its these process for maintaining its speed of growth.

Conclusion: Googles are one of the best known brands name around the world through
their helpfulness and easy access. Googles innovativeness is expanding rapidly from
desktop to television. Googles are leading market leader of search engine industry and
rapidly grow-up technology companies in the world. Googles organizational culture is
focus on team based approach where employees is encourage do the work without
supervision of the management and work is based on the peer review and evaluation.
These kinds of activities enhanced rapid growing process of the companies and
innovativeness toward the market. Although, the companies should have monitoring the
process in contest of present situation and the companies are spending a huge amount of
money for research and development without sales revenue overlook. So, companies
should also concern with sales revenue for taking any project.
Reference:

Books:

1. Martin, John; 2005. Organizational Behaviour and Management. 3rd

edition. Thomas learning 2005.

2. Fincham, Robin. & Rhotes, peter; 2005.Principles of organizational

Behaviour. Fourth edition. Oxford press.

3. M.Wilson,Fiona;2004.Organizational behaviour and work: A Critical

evaluation. Oxford University press.
 4. Beirne, Martin; 2006. Empowerment and innovation. Edwar Elgar.

5. Schein,Edgarth; 2004.Organizational Culture and Behaviour.Third

edition.Jossey-Bass.

Website: 1.www.google.com.
2. www.wikipedia.com