University Case Study: Google Inc. - Decision-Making Culture Analysis

This case study examines Google Inc.'s decision-making culture, which is characterized by a flat organizational structure and consensus-based decisions primarily driven by Larry Page, Sergey Brin, and Eric Schmidt. The assignment explores the advantages and disadvantages of this approach, including its impact on accuracy and bias reduction, as well as potential delays and challenges in a high-performance environment. The study further investigates the factors contributing to Google's innovative culture, such as its open workspace, employee perks, and entrepreneurial environment, emphasizing the founders' focus on user needs and innovation. It analyzes the challenges Google may face in the future, particularly concerning risk-taking and the need to diversify beyond its search engine business to maintain a competitive edge. The case study references several academic sources to support its analysis.

Running head: CASE STUDY: GOOGLE INC.
Case Study: Google Inc.
Name of the Student:
Name of the University:
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1CASE STUDY: GOOGLE INC.
Do you think Google’s decision-making culture will help or hurt Google in the long
run?
The decision making culture of Google is based on flat organizational structure and
decisions by consensus. They take decisions depending on the discussion carried out by the
triad, Larry Page, Sergey Brin and Eric Schmidt. This approach is likely to help Google for
the time being as the organization is a fast paced organization and the decision making needs
to be done with proper care (Zulfan et al., 2020). The consensus decision making model that
they follow has many advantages. It increases the accuracy and avoids biases and
assumptions that lead to bad decision making. Different people have different perspectives
and are able to provide varied perspectives. In the long run though, this strategy is likely to
hurt Google as consensus decision making delays process and executives and managers use
this tactic to stall or delay processes and redirect responsibility from their shoulders.
What are the factors responsible for the specific culture that exists in Google?
The culture of Google is supportive of the fast and innovative work style that they
have adopted. The company CEO Larry page believes in action and delivery rather than
procrastination or delaying tasks in the fear of making mistakes (Warrick, 2017). The
company also provides open and free working space, sharing offices, unbelievable perks like
meals and amenities. The organization has an entrepreneurial culture which enables the
employees to work on their personal project and acquire copyright. The factors that has led to
this culture is the penchant for growth and innovation of the owners and their hunger for
thinking about the consumers first and profit second. From their web page design to their
workspace design, they believe in eliminating distractions and providing unprecedented
facilities that will keep people with them.

2CASE STUDY: GOOGLE INC.
What type of decision-making approach has Google taken? Do you think this will
remain the same over time? Why or why not?
Google has taken consensus based decision making approach for their success. This is
applicable to the present situation as they are now in a highly competitive market and the
company is young (Waal & Heijtel, 2017). They must exercise caution before they take
decisions. In future though, this strategy is likely to change as this strategy has certain risks in
a high performance organizations. High performance organizations need fast decision making
and singular decision making body. Consensus approach takes time to solve any issue and
can be used as weapon to transfer responsibility and risk onto others. Thus, in future, Google
is likely to change their strategy.
Do you see any challenges Google may face in the future because of its emphasis on risk
taking?
Google is an organization that believes in delivery and performance since their
beginning. They have kept the satisfaction of the users and transparency of information as
their key mission and vision thus making the company one of the few that are committed to
the people and society (Abubakar et al. 2019). Due to the highly innovative nature of the
company, the company advocates risk taking behavior. The owners believe that it is better to
act and make mistakes than not to act at all. This approach to work has led to a cutting edge
work approach which in turn has led to the present growth of the company. The challenges
that they might face in the future is that their popularity and company is based mostly on the
search engine website. They need to tap new markets and popularize new products in order to
maintain their competitive edge (Srnicek, 2017).

3CASE STUDY: GOOGLE INC.
References
Abubakar, A. M., Elrehail, H., Alatailat, M. A., & Elçi, A. (2019). Knowledge management,
decision-making style and organizational performance. Journal of Innovation &
Knowledge, 4(2), 104-114.
de Waal, A., & Heijtel, I. (2017). Developing a change approach for the transition to a high
performance organization. Measuring Business Excellence.
Srnicek, N. (2017). The challenges of platform capitalism: Understanding the logic of a new
business model. Juncture, 23(4), 254-257.
Warrick, D. D. (2017). What leaders need to know about organizational culture. Business
Horizons, 60(3), 395-404.
Zulfan, G., Kee, D. M. H., Khor, T. W., Lee, S. Y., Ali, H. J., Hanan, A., & Akansha, V.
(2020). The Influence of Organizational Culture on Employee Retention: A Case of
Google. Journal of the community development in Asia, 3(1), 25-32.