Organizational Development Report: Google's Project Aristotle

This report delves into the realm of organizational development, examining the core concepts of team building, communication, and leadership through the lens of Google's Project Aristotle. The report outlines the learning outcomes, emphasizing the importance of employee engagement and performance, and highlights the significance of establishing trust and effective communication within an organization. It explores the application of organizational development theories, including the analysis of organizational climate, leadership styles, and strategic planning. The case study of Project Aristotle is presented, detailing the initiative's objectives, methodologies, and the challenges encountered in fostering successful team dynamics. The report further analyzes the impact of diverse employee backgrounds and skill sets on team outcomes, and discusses the need for improved communication and conflict resolution. Finally, it suggests recommendations for enhancing team bonding, addressing disagreements, and establishing clear organizational objectives to promote a more effective and productive work environment.

Running head: ORGANIZATIONAL DEVELOPMENT
ORGANIZATIONAL DEVELOPMENT
Name of the Student
Name of the University
Author Name

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Learning Points
The learning outcome of the organizational development is based on the engagement and
performance of the employees. In most of the cases, desired performances are not delivered by
the employee due to lack of development in the organization (Cummings and Worley 2014).
Establishment of trust and process in a constructive manner is the key outcome that employees’
must show through their work. Flexibility in group and ego problems is the major points that
need to be mitigated within the organization.
Theories or Researches
Organizational development theories are dealing with organizational climate, leadership,
communication, organizational culture and organizational strategies. In case of organizational
strategies diagnosis, action planning, implementation and evaluation are the significant part to
justify the environmental opportunities in business (Cummings and Worley 2014). The theories
also provide some value to behavioral norms and assumptions in case of thoughts and
interpretations in an organization.
Real Organizational Development scenario
The real process of scenario has happened in 2012 when Google launched an internal initiative
called as Project Aristotle (www.nytimes.com 2016). The initiative is to make to make a great
team in Google.
Detail of the scenario
Through the process of the Project Aristotle, the researcher tries to identify the personality,
hobbies, relationship between employees and various demographic variables (www.nytimes.com
2016). However, the process has not shown any specification on team’s success. There are some
departmental goals and team working conditions are different in that case. Based on the
teammates, social conditions and the educational backgrounds a view of diverse mindset can be

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drawn. There are some balanced situations that impacted on team’s success. But in case of this
Project Aristotle, employees’ different habits and tendencies are considered as the diverse
consequence factors as well (www.nytimes.com 2016). Employees’ skill and background are
different in that case and socialistic focus has disturbed in that case.
Challenges
The major challenged faced in this situation is the motivation and communication
(www.nytimes.com 2016). Leaders have their determined view that can identify the functional
activity and avoid any sort of problem situation in the organization. For the organizational
development, mitigation of disagreement is needed and that also provide a developed and
cultural outcome through the organizational process.
What needs to be improves
Team bonding, level of communication, and disagreement issues need to be controlled in an
effective manner so that recommended amendments in the organization can take place. Group
norms and objective needs to be set and that will not change due to skill or performance, a better
outcome is expected if possible encouragements are critically done by the management.

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References
Cummings, T.G. and Worley, C.G., 2014. Organization development and change. Cengage
learning.
www.nytimes.com 2016 What Google Learned From Its Quest To Build The Perfect Team
retrieved from: https://www.nytimes.com/2016/02/28/magazine/what-google-learned-from-its-
quest-to-build-the-perfect-team.html [Accessed on 7th March 2018]