Googles managementBY KELSEY SZABO

Forbes Article by Tim Worstall

Two aspects of Google intrigued the author very much

1) How they feel about leaders and there style

2) How they feel about education

Article continued - Leadership

Tim Worstall spoke on how google felt about leadership in the organization. “People need to know that you are consistent and fair”. It than continued to say that this was important so people knew certain boundaries within the organization.

Article Continued - Education

Google spoke on how they believed that “GPA’s are worthless” and that they don’t even ask for college transcripts in there hiring process anymore.

“The population of people at Google who haven't gone to college has increased over time”

Human Resources Approach

The ideas that Google uses to manage fits very closely to the Human Resources Approach.

They’re a team based organization – where communication can flow all ways.

This is the kind of organization that strives for innovation instead of pushing production.

What is the Human Resources Approach?

“Acknowledges contributions of classical and human relations approaches to organizing. Individuals in organizations have feelings that must be considered and also recognize that

individual labor is an important ingredient for meeting organizational goals. Emphasis on the cognitive contributions

employees make with their thoughts and ideas”

Employees need to feel accepted, heard, understood.

HOW – Human Resources

Google focuses on more than the product they’re pushing out of the organization. Realize importance of there employees and customers.

An innovative organization where all employees have the ability to create and contribute.

Middle of Road Manager

WHY – Human Resources

Human Resources vs. Human Relations Example:

Human Relations = A happier person is a more productive employee

Human Relations = The more productive employee is, the happier they are.

WHERE – Human Resources

Seen in the hiring process. Google doesn't’t ask for college transcripts or that the prospect even have a college degree.

For the interview process Google will explain the entire process ahead of time, and give example questions.

Once hired employees have many benefits -Childcare services -Healthy Lunches -Free shuttles to work -Free fitness facilities

How it all fits?

In all aspects Google wants to create an atmosphere where employees don’t have to worry about there personal worries( who will babysit there kid, when they can hit the gym, etc.) so they have the ability to give there full attention to the organization.

This makes employees feel respected and wanted. They want to stay and grow in the company instead of leaving quickly in two years.

Leadership tips from Googles Margo Georgiadis

https://www.youtube.com/watch?v=0FCPzB50G1U

3 Tips from the Video

1) Be responsible for setting the vision and help people see themselves in it

2) Be authentic – be honest 3) Create energy within the organization

Be confident in your team.

Likerts System IV

• Google fits into the last system of this theory – Participative organization.

• “Decision-making is performed by every organizational member, and goals are set by complete work groups. Control is exercised at all levels of the organization and communication is extensive,

including upward, downward, and horizontal interaction. The contributions of all organizational members are strongly valued, and employees are rewarded through the satisfaction of a wide

variety of needs.”

Likerts System IV – Continued

This system fits Google in many ways: 1) Goals are set, over time they can change but leadership is honest with the

changes and outcomes. ( As see from Margo Georgiadis) 2) Communication is multi-directional at Google ( Google Café, Google

Moderator) 3) Employees are rewarded with a wide variety of needs (lunches, laundry,

fitness help)

Google Moderator

• Any time the company has meetings, ”tech talks”, or lectures employees have the ability to submit questions. Other employees maybe than vote on the most important questions so they are bumped up in the rankings to be answered by whoever is providing the lecture.

Google Café

• Googles Café were built and deisgned to encourage conversation during lunch hours, across teams or departments. They believe that innovative ideas can come from the simplest of conversations.

Down falls of Human Resources

Employees take advantage of what is provided to them. When employees are provided with free perks, some may take advantage of

it. Some employees have commented on how difficult it is to balance work and life in there position at Google.

Outliers – not every employee will believe in this system People in the workforce ( especially early generations) may believe that this

approach is not the smartest. Having worked in classical approach companies for most of there life they believe that it works best.

Questions for the Organization

What are some downfalls of your leadership style? Do you believe your company could successfully run

under a classical approach? What advice would you have for an organization with

this approach? If you had to start this all over, would you do it the

same way?

Work Cited Page

Wars toll, T. (2013, June 21). Lessons from Googles Management Styles. Retrieved October 20, 2016, from http://www.forbes.com/sites/timworstall/2013/06/21/lessons-from-googles-management-style/#560b408055ad

What is the interview process like at Google? - Quora. (n.d.). Retrieved October 25, 2016, from https://www.quora.com/What-is-the-interview-process-like-at-Google

Gillett, R. (2015). Here's what it's REALLY like to work at Google, the 'world's most attractive' employer. Retrieved October 25, 2016, from http://www.businessinsider.com/heres-what-its-really-like-to-work-at-google-the-worlds-most-attractive-employer-2015-9

Work Cited Continued

He, L. (2013, March 29). Googles Secret of Innovation: Empowering its Employees. Retrieved October 20, 2016, from http://www.forbes.com/sites/laurahe/2013/03/29/googles-secrets-of-innovation-empowering-its-employees/#55759ded7eb3

3 Tips for Great Leaders from Googles Margo Georgiadis [Video file]. (2014, June 30). Retrieved October 20, 2016, from https://www.youtube.com/watch?v=0FCPzB50G1U