Leadership Report: Google's Culture, Strategy, and Adjustments

This report provides an analysis of Google's core values, decision-making processes, and strategic adjustments. It explores the core values the author would implement in Google's culture, emphasizing employee treatment, creativity, transparency, shared leadership, and a sense of belonging. The report then examines how Google's managers make corrective adjustments after each decision round, detailing specific adjustments made in decision implementation, control establishment, and system evaluation, along with evidence of their impact on the company's performance. Finally, it considers the potential consequences of maintaining the status quo and failing to adapt to changing market conditions. The report is based on research and provides insights into Google's leadership and management practices.

Running Head: QUESTIONS AND ANSWERS
Questions and Answers
What core values would you want to ingrain in your company’s culture? Why?
I want to ingrain some rare values to the culture of Google. The corporate environment will
be treating the employees like an inseparable part of the organization and provide them with
innumerable perks, fun work environment and many other facilities. It will also be ingrained
that the culture of a company is something beyond how much revenue have been brought in
through the past years or the mission statement. The environment full or zeal for creativity
and innovation will help to keep the work environment always lively (Chua, Roth and
Lemoine, 2015). The transparency between the employees and the management will keep the
employees motivated and dedicated towards the organization. In order to make the workforce
adapt change, the environment of shared leadership will be maintained. The members of the
organization will be treated as family members that will help in increasing the bond a sense
of belongingness.
Following each decision round, do you and your co-managers make corrective
adjustments in either your company’s strategy or the way the strategy is being
executed?
It has to be noted that in organizations, decision making processes are executed in
succeeding in the business. In Google, the managers and the co-managers plan, organize,
staff, lead and control the teams through executing the decisions. The quality and
effectiveness of the decisions determine the way managers will be successful. The decision
making and the problem solving are the ongoing processes which evaluate the issues or the
problems. In Google, the decision making steps such as defining the problem, identifying the
limiting factors, developing the potential alternatives, analysing the alternatives, selecting the
best alternatives, implementing the decision and establishing a control and evaluation system

are followed. Yes, we do make corrective adjustments in the way the strategy is being
executed in terms with the situation of the organization.
List at least three such adjustments you made in the most recent decision round. What
hard evidence (in the form of results relating to your company’s performance in the
most recent year) can you cite that indicates that the various corrective adjustments you
made either succeeded at improving or failed to improve your company’s performance?
I made adjustments in the decision implementation, establishing the control and system
evaluation. I agreed with the co-managers and considered the decision implementation
process to be almost the closing step of the decision making process. Since implementation
of a decision needs a step-by-step course of action, I advise to make an adjustment and follow
a framework of action having informed all the stakeholders about the final decision and then
execution took place. I made adjustment by using the graphic organizer tool for listing the
problem solving components and applying creativity having accessing it appropriately.
Adjustments were made by incorporating visual aids such as flow charts which divide the
process of implementation into the manageable steps (Parks-Leduc, Feldman and Bardi,
2015).
Next I made adjustment in control establishment by discussing on the skilful use of the
organizational control systems with the co-managers. I advised to make the organizational
control through behavioural control. It focused on the actions of the members which lead to
the ultimate positive results. In order to keep the employees under discipline and reducing
their health costs, I initiated the rule of no-smoking in the organization and in the
organization premises even. This helped a lot in standardization of behaviour.
The third adjustment I made was in the system evaluation that is the last stage of the decision
making. It included the performance review and management plans. I modified the

performance review plan and set few criteria such as Googlyness, thought leadership,
execution, problem solving skills, the emerging leadership and presence. A simplified version
of the performance management schedule was incorporated in the organization.
All the adjustments were dedicated to the improvement of the company’s performance and
productivity. The results of the adjustment are the success of the company and growing
business than the previous years. The evidence is as follows:
Segment revenues and operating results of Google
Source- (Abc.xyz. 2019)
What would happen to your company’s performance if you and your co-managers stick
with the status quo and fail to make any corrective adjustments after each decision
round?
The status quo strategy in some cases help in avoiding potential damaging battle with a
strong competitor (Truong, Hallinger and Sanga, 2017). It we had stuck with the status quo
and failed to make any corrective adjustments after the decision making, we could have
missed new opportunities initiated through the new decisions. Moreover, we also could have
missed the opportunity to beat the local competitors and gain the competitive advantage.

Hence, it is suggested that the organizational strategies and the ways of implementing the
strategies should always be tailored to the requirements of the market and business demands.

References
Abc.xyz. (2019). Retrieved 20 August 2019, from
https://abc.xyz/investor/static/pdf/2018Q4_alphabet_earnings_release.pdf
Chua, R.Y., Roth, Y. and Lemoine, J.F., 2015. The impact of culture on creativity: How
cultural tightness and cultural distance affect global innovation crowdsourcing
work. Administrative Science Quarterly, 60(2), pp.189-227.
Parks-Leduc, L., Feldman, G. and Bardi, A., 2015. Personality traits and personal values: A
meta-analysis. Personality and Social Psychology Review, 19(1), pp.3-29.
Truong, T.D., Hallinger, P. and Sanga, K., 2017. Confucian values and school leadership in
Vietnam: Exploring the influence of culture on principal decision
making. Educational Management Administration & Leadership, 45(1), pp.77-100.