Q4.

Discuss the following statement in relation to the example of Google: "Attempts to

manage Culture show how a reliance upon normative control can create unfair

organizational practices."

SECTION B

Introduction

Google is at the top of its global corporate social responsibility rankings thanks to its

strong commitment to social responsibility and participation in the field (CSR) The way Google

does business is sustainable since the company is constantly developing more environmentally

friendly methods of conducting business. Their strategy is designed to enhance diversity at

Google and expand possibilities more generally. Although the company still has a ways to go in

terms of diversity and is developing it gradually, Google is making strides in this direction.

Google is the most creative company out there, and its office is equipped with an innovation lab

for employees to use. Anyone who possesses creative knowledge and expertise will be

accommodated in the most excellent possible manner so that Google can continue to move up

the ladder. Google employs a type of leadership known as distributed leadership. Employees are

given the authority and encouragement necessary to develop new ideas and put those ideas into

action.

Discussion

Each corporation in a vast civilization is viewed as a micro-society. Small societies, like

big ones, must create their own cultures from scratch. If a culture is a beautiful culture, it is
determined by multiple aspects. A company's culture demands both a focus on the productive

capacity and business and a focus on the interpersonal relationships between employees.

A large or small company will have to deal with issues of cooperation between

individuals and groups at some point. Among the various aspects that contribute to a successful

process management re-engineering in postsecondary learning, culture, procedures,

organizational structure, and technology are four of the most important. In the top five, culture

comes out on top because of this; the success of a company's development is largely dependent

on its culture. Organizational stakeholders' common views, values, and norms define their

culture(Schildt, 2020). To develop culture, designers need a combination of fundamental and

auxiliary values, leaders, traditions, and communication systems.

Researchers examine an online businessman, venture capitalist, and indeed the founder

and Chief executive of Zappos Inc., an electronic shoe and clothes retailer, in our comparison of

Google Inc. CEOs with other leaders. As part of his "happy to culture" strategy, Hsieh expressed

happiness regularly. Hsieh describes how to develop a realistic culture at [Link] by

adhering to five basic beliefs. These ideals were formed over a year, and they were evaluated

each year with the help of employee feedback and self-reflection. Customer, employee, and even

rival feedback helped him shape the organizational mission.

Individuals learn the beliefs, expected behaviors, and knowledge they need to perform

their job duties in an organization primarily through a process known as socialization. There is a

wide range of combined and advanced cultures when it comes to huge organizations like Google.

Each company has a common purpose: to build a culture that is unique from other firms and

encourage its employees to be innovative in establishing a distinctive culture. We can see that

Google's corporate culture is distinct from other companies. If we looked into Google's culture,
we'd find that Laszlo Bock, the Head of Humans Operations, is the equivalent of an HR Director

at most organizations.

Google's "human operation" integrates data science with human resources. As a result,

Google has consistently ranked among the world's most valuable firms for the past few years. At

Google, HR management is a scientific endeavor. Employee satisfaction and productivity are at

the forefront of all they do, and this is why they are always exploring and inventing. Every

decision they make is based on the collection and analysis of data, which is used to analyze and

improve the performance of their employees. Creating a positive work environment is essential if

a business wants to attract top talent that can't be paid for. This encompasses the working

atmosphere, the significance of the task, and the independence of the personnel.

idea deeply moves Google, and not only for the sake of announcing it. Because it is so

important to the company's success, they constantly experiment with and enhance it. People are

at the heart of everything when it comes to any business. A successful business relies on the

talents of its employees. To keep talented employees, it's important to create their work

enjoyable. Understanding civilizations and sub-cultures is essential before learning about the

culture and subgroups in general. Because of its rapid growth, Google has developed a unique

culture and a wide range of subcultures(Lugosi et al., 2020).

Researchers can gain a better understanding of Google's culture and the various ways in

which the company's founders have managed it by watching videos like those found in "Culture

somewhere within Google," "Google Civilization," and "Google's organization characteristics,"

as well as reading about it on a slew of other websites. Among the many factors that influence an

organization's culture is the setting in which it operates, the company's goals, its employees'

views, and the company's leadership style. This is an example of a well-defined hierarchy and
clearly defined duties and obligations for each employee. There may be a lack of clear structures

in competitive environments like sales because the focus is on establishing good connections

with external partners. It's all about gaining an advantage against the competitors in this case.

Embracing a culture of cooperation is yet an additional approach to doing business at your

company.

Conclusion

In conclusion, there will be a lot of consideration given to the employee's roles and

responsibilities at their current place of employment while they are looking for a new job.

Studying Google's greatest technical managers, Project Oxygen discovered that the most

important factor in their success was "creating the link" between management and employees. As

important as the relationship between them is, it is only a small investigation aspect.

An important part of a company's success is its ability to maintain a strong sense of

culture and subculture among its employees, who put in their great attempts and align their

conduct with the institution's aims. Observing the specific example, it is clear that a strong sense

of connection exists between administration, workers, and customers. Every time we step into a

new workplace, people be eager to learn about its culture, its way of thinking, and its method of

acting. Outsiders may have a harder time assessing a place's culture if people come from various

backgrounds. As Google and Zappos demonstrated, there are clear approaches to measuring a

company structure that works well. Among their investors, partners, followers, consumers, and

newcomers, they have an excellent and mutually beneficial relationships.

References
Lugosi, P., Robinson, R.N., Walters, G. and Donaghy, S., 2020. Managing experience co-

creation practices: Direct and indirect inducement in pop-up food tourism events.

Tourism Management Perspectives, 35, p.100702.

Schildt, H., 2020. The data imperative: How digitalization is reshaping management, organizing,

and work. Oxford University Press, USA.

Südkamp, C.M. and Dempsey, S.E., 2021. Resistant transparency and nonprofit labor:

Challenging precarity in the Art+ Museum wage transparency campaign. Management

Communication Quarterly, 35(3), pp.341-367.