Importance of Organizational Culture

The assignment discusses the importance of company culture for the success of any organization. Google's corporate culture is analyzed as a successful example, highlighting its unique approach to keeping employees happy, motivated and retained through various perks, flat organizational structure, and emphasis on teamwork and innovation. The paper concludes that changing an organization's culture can be challenging but necessary for growth and competitiveness.

IMPORTANCE OF ORGANIZATIONAL CULTURE
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Abstract
This paper will discuss the importance of company culture for the success of any
organization. As a company Google is taken for analysis of its organizational culture.

IMPORTANCE OF
ORGANIZATIONAL CULTURE
EXECUTIVE SUMMARY
Company culture is an important aspect, in determining the success of an organization. An ever-
increasing number of organizations are feeling the significance of keeping up positive
organization culture to build the competitive strategy of a company. The first and most evident
purpose behind doing this is a positive culture which leads to happiness of representatives
towards working in an organization.

Contents
EXECUTIVE SUMMARY.............................................................................................................1
INTRODUCTION...........................................................................................................................3
GOOGLE, INC CORPORATE CULTURE A SUCCESS FOR THE ORGANIZATION.............4
TYPE OF CORPORATE CULTURE:............................................................................................6
CONCLUSION................................................................................................................................6
References........................................................................................................................................7

INTRODUCTION
For any organization, culture works as a personality for that company. The culture incorporates
the convictions, qualities, standards and tangible signs (antiques) of the individuals and behavior
of the association. Individuals from an association soon understand the unique culture of an
organization. Culture is one of those words which is hard to express, however when they
understand it, everybody knows it. Let's take an example: Culture in any big software company
may vary from the culture in any hospital of any security agencies. We can easily know about an
organization's culture while looking at its structure, what their employee wear and how the
company communicates. In this way, we can know about the personality of an individual
working for an organization. (Denison, 1990)
We can look at corporate culture as a system where the input is managed by feedbacks from
society, experts, laws, stories, saints, values on rivalry or services, and so on. It is an imperative
factor in drawing in and keeping up top talents, which is a valuable amongst the most significant
assets in the present information-based economy. At the point when representatives feel that they
are valued for their capacities and are encourage to consider better approaches for working, they
will probably deliver quality output. (Alvesson, 2015)

GOOGLE, INC CORPORATE CULTURE A SUCCESS FOR THE
ORGANIZATION.
Expanded from 10,000 representatives working the world over from 10 workers working in
carports in Palo Alto in 2009, what is the formula behind this achievement?
To keep their workers happy is likewise a value they bring to the company with their heart.
Google made an exceptional workplace that attracts, motivates and holds the best players in the
field. Google was positioned No. 1 as "Best Place to Work for" in 2007 in Fortune Magazine and
in 2010 it was ranked at no 4. It's not surprising on the off chance that somebody takes a look at
how Google treats its representatives. In their Mountain View, California, company’s campus is
called as “googolplex” here employees are given with complimentary gourmet meal options,
including sushi Bar and coffee stations.
Some of the representatives started complaining that once they begin working for Google, their
weight increased around 10 to 15 pounds! Representatives in Google can approach the recreation
center, shower facilities, computer games, childcare on the site, and specialists. Google offers 4
months of maternity leave with full 75% full wages and offers $ 500 for in-out meals for families
with an infant. To make the employee feel that they are treated very well in Google and make
them feel that their need is taken care of, these perks usually create such a place. Aside from this,
they add to the feeling of employees that they are working in a cool and calm place, which they
cannot do elsewhere.

Hierarchically, Google keeps up a comfortable and democratic based environment, which brings
about a distinction as a "FLAT" organization. The organization does not take pride in an
extensive center management, and the upper management is so helpful, it is hard to make them
qualified in any other class. Members of the teams are given equal authority and keep up a
specific level of self-governance.
It is a very good effort to keep up techno-democracy. To make it more secure, a kind of bread
and circus environment has been built. Google guarantees someone of aspects of culture like:
Regional touch like SKI GONDOLA in Zürich communicates the special area and identity of
every office. Lamps, dog, and Massage Chair. Double Rooms with three or four colleagues
(some single office!). Fuzzball, darts, computer games, piano, ping pong tables, lap pool, rec
center including yoga and move classes. A wide range of social gatherings, for example,
meditation classes, film clubs, wine sampling gatherings and salsa dance clubs. Healthy meals in
a wide range of bistros, and open-air sitting for daylight conceptualizing. Breakfast and
beverages to keep Google employees going throughout the day.
Is it all justified, despite all the trouble? Kevin Ryan, VP of an industry bulletin
SearchEngineWatch.com, puts it along these lines: "Google culture is probably a standout
amongst the best, amazing, ubiquitous, profitable conditions that the world has ever observed."
Such high acclaim is typically from industry specialists, and there is no deficiency of suggestion
to mimic in industry magazines.

TYPE OF CORPORATE CULTURE:
1. Cultural Power (Power Culture). Core control is being highlighted by this source of strength,
there are a few principles or techniques and aggressiveness, situated on the power, and
politically.
2. Cultural Role (Role Culture). Methodology and regulations used to control the work. Job
Description or set of responsibilities is more critical than the individuals who fill these posts.
3. Cultural Help (Helping culture). The objective is to unite the ideal individuals and work with
them. Its impact depends on the strength of the professional instead of the individual power or
position.
4. Cultural individuals (society culture). The individual is the principal point, the organization is
there to serve the employees in the company.
CONCLUSION
Google made a one of a kind workplace that attracts an individual, motivate them and retain the
best talent in the field. Google worker supports hazard and innovation, and this culture is
additionally reflected in their basic leadership. Choices are made within Google teams, the even
corporate administration is in the hands of a set of three. Larry Page and Sergey Brin delegated
Eric Schmidt to act as CEO of the organization.
Changing the culture of an association can lead to a great degree troublesome in light of the fact
that the procedures that help a specific association or a departmental technique for working are
both connected and fluctuated. Organizational culture is exceptional resistance to holding and
changing itself. Changes can be the reason for confusion, conflict, and protection.

References
Alvesson, M., 2015. Changing organizational culture: Cultural change work in progress. s.l.
Routledge.
Denison, D. R., 1990. Corporate culture and organizational effectiveness.. s.l.: John Wiley &
Sons.