Change Management Analysis of Google: HRM Strategies and Theories

This report provides a comprehensive analysis of change management strategies implemented at Google, a leading multinational technology company. It delves into Google's approach to change, examining the four-phased model (why, what, who, and how) and the influence of technology and organizational culture on change implementation. The report evaluates the application of Kurt Lewin's change management model, specifically focusing on the unfreeze, change, and refreeze stages in the context of Google's evolving organizational culture, including its recent shift in community guidelines. The analysis highlights how Google manages employee engagement and adapts to changes in the external business environment, emphasizing the importance of HRM practices in sustaining its industry position and profitability. The report also references academic sources to support the analysis.

Running head: HUMAN RESOURCE MANAGEMENT ANALYSIS
HUMAN RESOURCE MANAGEMENT ANALYSIS
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Introduction
Change management can be defined as the process that is implemented for the purpose of
managing the changes that individuals aim to achieve for the purpose of gaining the desired
outcomes. The proper management of employee engagement is considered to be a major part of
the change implementation in the organizations (Cummings, Bridgman & Brown, 2016). The
employees are also helped by the management of an organization so that they are able to
embrace and adopt the changes in the daily activities that are performed within the organizations.
The paper will be based on the analysis of change management that has been implemented in
Google and the theories that can be used for proper implementation of the changes as well
(Dawson, 2019).
About the company
Google LLC is a multinational technology based company of American origin that
mainly specializes in providing the internet-related products and services that include online
advertising, search engine, technologies and cloud computing as well. Google was established in
the year 1998 by Sergey Brin and Larry Page. The rapid development portrayed by Google since
its incorporation has been able to trigger the development of a chain of acquisitions, partnerships
and products. The organization offers different services that are designed for productivity and
work that include Google Docs, Google Slides and Google Sheets (Google.com. 2020).
Change management in Google
Change is a vital part of the processes of Google since the start of its operations in the
year 1998. The big brains in the organization have been able to change the game and this has
resulted in proper reorganization of major parts of Google. The employees of Google have been

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provided with effective levels of inspiration by the leaders so that they are able to acclimatize to
the variations that have taken place in the organization (Jones & Van de Ven, 2016). The speed
of changes that have taken place in the company is also quite fast and a four phased approach has
been implemented by the organization as a part of the change management method. The four
different phases that are a part of the change management process of Google include, why, what,
who and how (Muscalu & Ciocan, 2016).
Why – This phase is based on proper analysis of need for change implementation in the
organization. The employees of the firm also need to be aware of the benefits that can be
provided due to the change that will be implemented.
What – This phase is able to provide the details based on the future state of the
organization that will be developed after change implementation. Google has provided a detailed
picture of the future operations of the firm in order to convince the employees about
effectiveness of the change (Inc.com. 2020).
Who – The individuals or employees to be involved in the change process will be decided
in this phase of the change management process of Google. The organization will aim at
involving the employees in the decision making process related to changes that will be
implemented.
How – The ways by which changes executed and communicated will be decided in this
phase of the change management process of Google. The proper communication of change
process is considered to be the most important part of change management and implementation
(Inc.com. 2020).

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Technology has proved to be a major factor related to the change management based
activities that have been completed in Google. The levels of engagement from the employees are
considered to be a key aspect that have an influence on the organizational culture of Google.
Organizational culture has been considered to be the key of the transformational journey of
Google in the technology based industry. The three major elements that are able to influence the
technology, work processes and people and culture (Inc.com. 2020). Technology is able to play a
major role in implementing changes within the organization and improving the work processes
of employees as well. Successful change management in an organization is influenced by
enhancing the effectiveness of different teams. The activities that can be implemented by
organizations in order to manage the changes effectively include the following,
 Creating conditions for the teams so that they can be successful – The internal
researchers of Google analyze the teams in order to understand their performance
levels (Muscalu & Ciocan, 2016).
 Connecting with the individuals on three different levels – The proper
development of connection within the teams can play a key part in appropriate
implementation of changes within the organizations.
 The organizational culture of Google will be able to play a major role in
influencing the transformation and the ways by which employees are able to
provide their contribution as well (Raza, Khan & Mujtaba, 2018).
Evaluation of the theories and models of change in Google
Kurt Lewin’s change management model can be implemented for the purpose of
understanding the implementation of changes in Google. The changes in organizational culture
of Google has been able to play a key part in ensuring that the organization is able to maintain

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the work process of employees. A major cultural change has been implemented in Google in the
year 2019 based on development of a new set of “community guidelines” (Inc.com. 2020). The
Lewin’s change management model is mainly based on three major steps that can be described
as follows,
Unfreeze – Google has always maintained a culture that is mainly based on the methods
by which employees are able to speak their minds. The new community guidelines have been
able to represent a major shift in the activities that have been performed by Google. Political
debates have been banned in the organization along with name-calling between the employees as
well. The company has to ensure that the employees are involved in the method of planning the
change process. The organization had also stated that the employees are not supposed to disclose
certain conversations that are made within different work processes (Inc.com. 2020).
Change – The implementation of change is based on the knowledge that can be offered
to the employees based on different aspects that are a part of the guidelines developed by
Google. The guidelines that have been developed by the organization is considered to be a major
aspect that is related to changes that are implemented in Google (Raza, Khan & Mujtaba, 2018).
The sharing of information is considered to be a key aspect that has an influence on the operating
processes of Google in the industry. The employees or human resources will thereby play the
most important role in proper implementation of changes in Google and they need to be a part of
the entire change process of the organization.
Refreeze – This stage is based on the methods by which Google is able to improve its
operations and develop the desired culture after change has been implemented successfully. The
management of Google will thereby take care that the guidelines provided to employees are

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followed in an effective manner and the change in culture is also successful (Petrou, Demerouti
& Schaufeli, 2018).
Conclusion
The essay can be settled by asserting that an organization like Google that operates in the
highly competitive technology industry will be able to uphold its processes only with proper
implementation of the changes. The change implementation is considered to be important for the
organizations so that they are able to sustain the operations and profitability with respect to
changes that take place in the external business environment. Google has been quite successful in
maintaining its place in the industry with proper implementation of changes.

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References
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