Google's Innovation Strategies: A Case Study in Tech Team Leadership

This case study examines Google's innovative approach to management and its impact on technological success. It highlights the importance of transparency, employee engagement, and a flat organizational structure in fostering innovation. The analysis emphasizes that collaboration between senior and junior employees, along with departmental independence, contributes to idea generation and overall organizational success. The study suggests that leaders in technological teams should embrace Google's management style, focusing on creating a comfortable and innovative organizational culture, rewarding performance, and promoting open communication. Avoiding seniority perceptions and departmental goal duplication are also key to achieving departmental and organizational objectives. The ultimate goal is to maintain a culture that drives collaboration and fosters innovation for sustained success. This document is available on Desklib, a platform offering a wide range of study resources for students.

Running Head: MANAGEMENT OF INNOVATE TECHNOLOGY
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Management of Innovation Technology

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Management of Innovation Technology
Question 1
Majorly, organizing for innovation at Google is not only the main idea behind the
formation and technological success of the company but also the key reason for the successive
business. For businesses and companies to succeed, they must embrace the idea of transparency
in combination, which means keeping employees engaged in their roles in the working
environment (Averch, 2015). The quality of the design matters a lot besides the seniority
complex in the organization setups. This means every worker plays a key title role in promoting
organizational success.
Administrative principles play an essential responsibility in retaining and attracting
employees. For an organization to lead in the market, it must embrace a flat organizational
structure in which every individual is essential in driving essential decision-making process,
especially the innovativeness agenda. Collaboration, especially with both senior and junior
employees, creates an enabling environment for idea generations and creativity (Jarvis, 2014).
Every company, despite the level of success, it has challenged especially the internal affairs. But
this should not be the deviating factor instead mechanism to improve the organization's welfare
and performance must not be limited to the identified challenges.
Closer interactions of the business departments can lower the performance rate, thus
leading to distractions in output. For the google incl. They are separating the creative department
from other business departments, re-sharpened its key output due to the many innovative ideas
and avoidance of confusion. The success of the business it’s not linked with one department but
all the units of the operations(Averch, 2015). Business departments working independently helps

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in promoting hard work and overall success of the organization, although closer collaborations
with all department are essential for control purposes by the management.
Question 2
As a leader in a technological team, I will embrace the Google style of management,
which will embrace innovations and creativity. Considering the rate of competition in the
market, employing the most qualified and innovate personnel creates a competitive advantage
over the other market leaders and dominants (Jarvis, 2014). Moreover, creating an organizational
culture in which every employee will feel comfortable working, will embrace innovation and
creativity discussion. All workers in the technical team must avoid the seniority perception,
which kills individual confidence, especially when handling innovativeness idea.
Furthermore, rewarding every person according to their performance may create a motive
towards success. Whether operating for the big organizations or smaller unit closer collaboration
between the senior organizational members and junior counterparts leads to greater success.
Moreover, division of the organizational set-ups in terms of the operating department and the
technological innovativeness will enable the corporate department to achieve its goals within a
speculated time (Averch, 2015).
They are allowing employees to embrace creativity by giving them a free-working
environment since most people work effectively under no control. They are embracing informal
communication to enable both creativity and learn in the organizational framework. Furthermore,
within the technological department, communication should be channeled directly to achieve the
set goals regarding department performance (Jarvis, 2014). Avoiding duplication of the
departmental goals will help the organization make more within the set department and identified

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motives. Maintaining and obtaining a culture that drives collaboration is essential for ultimate
success.

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References
Averch, H. A. (2015). A strategic analysis of science & technology policy (Vol. 216). Baltimore:
Johns Hopkins University Press.
Jarvis, J. (2014). What would Google do?: Reverse-engineering the fastest growing company in
the history of the world. Harper business.