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HNBS 312 Organisational Behaviour : Google LLC

   

Added on  2021-01-02

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Leadership ManagementProfessional Development
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HNBS 312 OrganisationalBehaviour (1&2)
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TABLE OF CONTENTSINTRODUCTION..........................................................................................................................1LO 1 ................................................................................................................................................1Influence of politics, culture and power on behavioural attributes ............................................1LO 2 ................................................................................................................................................3Strategies used by organisation to motivate its employees ........................................................3LO 3.................................................................................................................................................5Approaches to establish cooperation among team members......................................................5LO 4.................................................................................................................................................6Application of organisational behaviour theory to Google ........................................................6CONCLUSION ...............................................................................................................................7REFERENCES ...............................................................................................................................9
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INTRODUCTIONOrganisational behaviour is known as the application of theories to analyse and improvethe behaviour and working of people within organisations. The study also evaluate the impact ofthis behaviour on overall performance of company. The theories of organisational behaviourapply various theories for understanding, predicting and controlling the behaviour of employeeswithin companies so that business goals can be achieved (Pereira, Malik and Froese, 2017). Thereport will evaluate the impact of culture on performance of employees of Google LLC. The organisation is multinational technology organisation and is known worldwide for itsexcellent services like online marketing techniques, hardware, networking, software and searchengine services. Google is considered as the leading technical giant in the world. The report willevaluate the motivational theories used by Google to improve performance of its employees andto develop better coordination in its team structures. The report will also explain variousphilosophies of organisational behaviour for developing better understanding of thesemanagement activities and their significance. LO 1 Influence of politics, culture and power on behavioural attributes The organisational culture of Google is considered as one of the key factor which makesit first choice of talent pool to select as their employer. The major component of its culture areinnovation, risk taking and open and friendly communication among team members. Theorganisation always encourages its employees to bring their creativity without any fear of failureor hesitation. Such working culture and authority makes its employees highly productive whichis reflected through performance of company (Kitchin, 2017). To develop more emotional andsocial connections among employees organisation allows and provide opportunities to them tointeract with each other. Such interaction helps organisation to build more strong and effectiveteams. If company will limit such interactions then the innovations and team performance maynot achieve such high level of excellence. The friendly working culture does not affectperformance adversely it is also ensured by the company through regular performanceevaluation. Along with the culture the power and authority factor also plays key role in highperformance of organisation. Google ensures that it have minimum number of managerial posts1
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so that all team members are equally involved in decisions and strategies (An Analysis ofGoogle’s organizational culture, 2017). When company provides equal power and respect to all employees then it creates ahealthy competitive environment. Instead of providing less cooperation to leader who isappointed without consent of team members Google appoints its leaders on the basis ofperformance so that all individuals give support to it and provides their full cooperation. On theother hand the companies which do not value the equal power distribution suffers fromineffective team performance due to less cooperation from team members to their leaders. The culture of Google is very flexible and friendly which regularly inspires its employeesto perform with excellence. For instance the company provides various facilities ofentertainment, facilities to brings dogs and pets by their employees. Such small measures create apositive impression among employees and they always have a soft corner and gratitude towardstheir workplace. Instead of taking operational activities as burden the employees enjoy being atworkplace. Such strategies thus helps company to manage its goals on time and with mostefficient manner. In order to make the organisational culture of Google more creative the managementauthorities have made open communication channels so that employees can interact withmanagement whenever they required (Clay-Williams and Braithwaite, 2015). Apart frompromoting innovation such approach also helps company to understand the needs and issues oftheir human resources. The human resources are the key success elements of organisation. Thebetter understanding of their behaviour helps Google to resolve problems and corporate issuesvery quickly and easily. This type of organisational culture is essential for companies to avoidany delay or inaccuracy in functional activities or organisation because the flexible andcomfortable working culture inspires employees to work with more dedication for company. The company provides equal opportunities of growth to all individuals. Instead offollowing this culture if company will favour any particular group or individuals then other teammembers may not satisfy and agree with these philosophies. It will create internal conflictsamong employees for power and authority. Such conflicts are definitely unsuitable for sustainingthe success of organisation (Hashim and Wok, 2014). 2
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