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Report on Current Management Practices in Google
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Google is a multibillion dollar company located in California United states. Its main
headquarters is called Googleplex. It is a company that mainly has ventured into the technology
industry with a current net worth of 1210 billion dollars (Servick 2017, p 119). Google Company
created one of the most widely used search engines globally. The search engine is so common that
it is safe to say it is the most famous search engine in the world. At Google, there are a few
predominant management theories used in management; for example, there are Human relations
and systems management theories. The Systems Approach to management theory, which is widely
regarded as the bedrock to management and organization, is whereby the company is a large
system made up of smaller ones that are interrelated and coordinate among each other, which
makes up management. As a result, the organization comprises subsystems that work together to
form a coherent whole. In Google there are various subsystems namely; computer technicians,
marketing, finance, production, accounting, and so on Human Relations management theory is a
postulate of organizational psychology from the early twentieth century that claims that healthy
social relationships in the workplace and recognition of the worker as a unique individual can
boost employee productivity and motivation. It asserts that better working conditions such as
empowerment, engagement, and favorable treatment of employees is essential to result in higher
Background Literature
Although we can say Google applies a variety of management theories the most dominant
and more applicable is the system management theory. The system where an organization is
divided into interrelated systems that communicate and coordinate as sub-systems. In Google there
are departments for example the human resource, information technology experts, finance, legal
department and more who coordinate to create a functioning management system (Ferndale and
Vidovic 2021, p 690). In addition to that ‘this theory explains that management is affected by both
internal and external factors. Organizations get a variety of inputs and resources from other
systems, hence the system is termed open. The inputs can then be altered into either partially or
completely different products which when flushed to other systems affects them. For instance
Google receives resources such as computers, money in form of investments, furniture, vehicles
and so on.
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Generally, the systems approach assesses the overall effectiveness of the system rather
than the effectiveness of the sub-systems. This allows for the application of system concepts,
across organizational levels in the organization - rather than only focusing upon the objectives and
performances of different departments. Even though this is true the overall performance of this
system requires that these subsystems work effectively and collectively o else the entire system
collapses. When it comes to the factors that contribute to creativity and invention, one of the most
essential factors is the working environment. Google has been successful in creating an image of
a vibrant workplace. This done to ensure that all departments have a conducive environment to
produce great result. Google is a global organization with many more offices, different subcultures
have developed among parties working together, ranging from work groups to ethnic groups and
nationalities, multi-national groupings, and multiple occupations (Benson 2019 , p240). With this
wide range of departments the company has implemented effective communication channels to
ensure that there is coordination between the sub-systems.
Company analysis
Google being one of the largest and busiest software companies in the globe they have to
implement a good and effective management practices that ensure effective running of the
companies. Google has researched management in a way that no other organization has. Because
of their size and engineering-driven culture, Google management has been subjected to a thorough,
research-grade examination (Lenfle and Loch 2017, p260). Some of these practices are aimed at
improving the system management theory which is the dominant management theory.
Google practices open communication among its employees. The former senior vice
president for Google said that other companies’ managers should learn about transparency from
them as it is a very vital virtue in company management. Open communication fosters team work
which is required for the sub-systems to work effectively. Google employees are allowed to
communicate even with other employees from other departments.
Google has invested in training for leaders and managerial positions. This training has
helped employees improve their leadership skills. Google began Project Oxygen in 2009 with the
goal of collecting 10,000 insights about leadership behavior and using them to enhance its
leadership development program (Kelly 2019, p148). The various sub-systems are just
departments which require department leaders and therefore by doing this training it helped
improved the quality of leaders in those departments. Google uses objectives and keys as a means
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to set goals for departments. These goals have to be achieved in order for the departments’ task to
be considered successful. This motivates the employees to work harder so that they do not fall
behind the set targets.
The numerous managerial practices that are set by a company come with a few short
comings. For instance open communication can be hindered by psychological factors in employees
themselves. In a case where by some employees lack social skills which will make it difficult for
them to interact with their fellow workers. This will hinder teamwork. Another issue is lack of
motivation to work. Work does not have to be entirely because of money even though it is a major
factor it should also entail passion for the work being done. Employees who don’t like their jobs
may lack motivation to do it. The setting of goals for employees and departments can cause
employees to be under so much pressure hindering quality output as work is done in a rush. In
addition to that in light of the skills shortage and market demand, another problem for HR
departments is finding the right people for the right tasks and training them to increase
performance. HR departments now play a larger role than ever before, but they must develop new
roles and agendas in order to deliver organizational excellence, such as partnering with senior
managers, becoming agents of continuous transformation, and developing a culture to improve the
organization's change capacity.
Setting management policies is essential to ensure effective running of a business. Some
of the management practices implemented by companies have and continue being effective to their
managerial practices. It is a good practice for companies to have some company practices. The
links of causality are a legitimate target for investigation in management learning because they are
not fully understood. An important goal of evaluation of management systems is to improve
understanding of how to implement management practices in a more effective ways. Issues that
arise as a result of management practices can be curbed and some companies have already put
measures in place to do so. Organizations must have a thorough understanding of management
concepts in order to be competent enough to tackle the challenges of the twenty-first century.
Globalization, microelectronic technology, market shifts, a scarcity of trained staff, and rising
competition have all prompted the search for faster and more efficient ways of exploiting people's
knowledge and talents in providing services.
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Benson, J. 2018. Working with different types of groups. Working More Creatively with
Groups, pp 240-264.
Farndale, E., & Vidovic, M. 2021. Is the Human Resource Management Department
Becoming More Strategic? The Oxford Handbook of Contextual Approaches to Human Resource
Management, pp 630-650.
Kelly, 2019.Insights About Leading Large-Scale Leadership Development
Projects.. Leadership Development on a Large Scale: Lessons for Long-Term Success, 146-164.
Lenfle, S., & Loch, C. 2017. Has Megaproject Management Lost Its Way? Oxford
Handbooks Online, pp 260- 290.
Servick, K. 2017. Can a multibillion-dollar biotech prove its RNA drugs are safe for a
rare disease? Science ,pp 119-145.
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