Florida MAN 3025 – Organizational culture and structure

nother company’s Organizational culture and structure article like below. Same format. Website link needed and Note: Word Count must be between 300 and 500.This article highlights the key elements of Google’s culture. Google’s culture is based on the founder’s philosophy, 10 things they believe to be true (Links to an external site.). The author argues that the fundamental principle driving both the founders’ philosophy and Google’s culture is trust not control. This echoes their primary business tenet of “organizing the world’s information and making universally accessible.”Theory into PracticeGoogle’s culture most closely resembles an adhocracy culture because of its focus on innovation and creativity. The founders’ ten tenets definitely cut across what would be considered normal bureaucratic lines to capture opportunities and to support innovation. They believe risk-taking, collaboration, and feedback are the backbone of an innovative environment. Google’s culture is a reflection of these beliefs.Their philosophy outlines both their values and assumption about how the company should operate. Key examples mentioned in the article are:20% of your time “on anything” rule allows employees to pursue their own ideasGoogle Products are always in BetaOpen communication with the foundersHired for fit (values, culture), Socialized (think big but back it up with data), Monitor Environment (employee surveys)Managers as resources –not bossesInternal mobility is the normPeer bonusesFurthermore, Google has built an organizational structure that fits their culture. It is an organic structure with few layers of hierarchy and little formalization in terms of behavior protocols (what to wear, how work happens, etc.).Key TakeawaysWhat is interesting about the article is the stress the author places on the synergy created by the fit between the founder’s philosophies, the external environment, and how they operationalized their key beliefs. Founders Larry and Sergey have implemented their philosophy in terms of creating a culture that resonates with their beliefs. They set the tone, communicate their belief and values, and lead by example. They use rituals (TGIF) and employ symbols (employee perks) to reinforce their culture on a daily basis. They implement operating strategies that match their culture. For instance, Google’s human resource policies reflect the openness of their culture. The final takeaway is the acknowledgement that the key ingredient to Google’s culture is the behavior of the CEOs.