Principles Of Management Google Organization Report Commerce Essay


Google Inc headquartered in Mountain View, California, is a technology company that maintains an index of websites and other online content. Its target market consists of basic consumers, advertisers and other content providers. Sergey Brin and Larry Page who were students at Stanford University founded Google back in 1998. The company's name was coined from the mathematical term, googol. Their simple idea for building their school's search engine has grown to be the largest search engine globally. The Company, which has witnessed exponential growth over the years, was officially incorporated in the same year. However, it went public on the New York Stock Exchange through an initial public offering in 2004. Since then, the company has widely expanded its products portfolio. These include online business solutions, consumer applications and online advertising (Yahoo Finance 1).

Google's Mission is to organize information from the world in a manner that makes it universally accessible and useful. As part of this mission, the company strives to do good for all its users, customers and the whole world. Google further strives to know everything in order to do the right thing. However, according to Larry Page the company is still a long way from that. Sergey Brin asserts that the company plans to continue using technology to make differences in people's lives. He further wants to be viewed as being very innovative, trustworthy and ethical in achieving this.

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Google's Organizational Chart

Larry Page CEO

David C. Drummond Snr Vice President, Corporate Development & Chief Legal Officer

Patrick Pichette Snr. Vice President & Chief Financial Officer

Nikesh Arora Snr. Vice President & Chief Business Officer

Sergy Brin Co-Founder

Eric E. Schmidt Executive Chairman

Decision making at Google

At Google, decision making on products is not preserved to only the top management. Every member of the team is allowed a fifth of their time to work on their own initiatives. The employees are therefore, empowered to formulate new project ideas that can benefit the company. A countrywide suggestion box further enables the company gather information on improving its products from the public. There is also an idea mailing address through which views on new application s and products are received. The mailing list further provides employees with an opportunity to rate the ideas and suggest means of improving them. By gathering a broad view of ideas the final decisions always serve the majority interest. Consequently, the best ideas are presented to the top decision making organs for consideration and possible implementation after reaching a consensus. This further guarantees customer satisfaction since their feedback is always forms the final decision (Google 1).

Work teams at Google are usually small to enable easy decision making on projects. Engineering teams may only consist of three with members with a project manager. This agile team sits next to each other in the same environment to ease communication flow. By eliminating unnecessary paperwork, decisions are made faster and solutions to problems found in the shortest time. Email delays, telephone lags, waiting for replies and telephone delays are eliminated for faster production. The project manager is further given sufficient authority to make decisions on the product development to monitor development. Schmidt argues that sitting next to a knowledgeable employee is always an incredibly effective educational experience.

Since all members of a particular team are close to each other, it is relatively easy to coordinate projects. Moreover, every employee at Google sends an e-mail to his work group weekly describing what they have achieved. Consequently, all members keep track of what their colleagues are doing. This makes it easier to monitor work progress and coordinate workflow for the subsequent periods (Manageability 1).

Information sharing at Google is also essential in effective everyday decision-making. In order to meet market demand and effectively respond to market requirements, all departments share information through their intranet. Google strives to apply both statistical analysis and customer feedback on the delivery of their products. Consequently, the company has been able to better its products over time and gain a competitive advantage in the market by providing superior products. The intranet at Google is transparent encouraging teams to share intimate details of their projects with the rest of the company. Technology talks, design documents and lunchtime table conversations at the company further enhance information sharing for easier management decision-making (Google 1).

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At Google, data is essential in decision-making. Consequently, all decisions are based on thorough quantitative analysis. The company has built systems to manage their internal information for basic decision-making. The company's analysts pass this information to the various teams that need it. The information is further updated occasionally to reflect the current market trends therefore raising its accuracy and reliance. The company constantly reviews its various business segments and makes changes depending on the prevailing market trends

The management at Google places its customers at the epicenter of all their decisions. This user centered approach forces the company to constantly improve its existing products and create new ones to meet changing market requirements. Through experimentation via public sites, the company can assess its customer's responses and consequently act on them. Indeed, the company's major emphasis is on providing value to its customers to gain their trust and build long term relationships (Google 1).

Finally, Google's projects further exhibit a late binding decision where profit is not ultimate necessity for funding. This late binding strategy has further given it a competitive edge over its peers in the search engine business. Google's software development process applies the Lean Software development principles to massive scales. The company targets low-cost servers to drive its business and further invests in projects to expand its long-term market appeal as opposed to making immediate profits (Manageability 1).

The Hiring process at Google

According to Google (1), the hiring process at Google starts with the first acknowledgement by a recruiter followed by a telephone interview. Potential candidates are finally invited for an onsite interview at one of the company's offices. Leadership credentials are core to being hired at Google. Candidates must have previous leadership roles with their previous organization or teams. However, the candidate must also have team mobilization skills. Moreover, the candidate must further provide evidence of success when they were not in leadership positions. Prospective employees must also be team players who can easily collaborate with their colleagues at the work place.

The human resource department at Google places more emphasis on a candidate's personality rather than academic qualifications. Therefore, the candidate must provide personal insight on real life solutions to problems than merely relying on textbook theories. By prioritizing practical problem, solving solutions the company is able to hire innovators and creative individuals to drive its growth. The interviews therefore consist mainly of practical problems and candidates must explain how they would tackle the challenges presented (Google 1).

Google employees must be multi-skilled in many areas to provide the flexibility in their jobs. The prospective employees must further have passion for their jobs. A background and previous experience in the position one is applying for further gives enhances their chances of being hired. For example, engineering candidates must have prior experience in coding. They must also exhibit high technical expertise in their area of specialization to beat other candidates to the position (Google1).

The company collects feedback from different groups of interviewers before making the final decision on hiring a candidate. Since the employee is expected to work on numerous projects with different people, it is crucial for them to fit into the whole system. By using different interviewers, the company is able to identify the candidate's weaknesses and areas of strength. The interviewers may therefore consist of potential workmates in the same recruiting department. However, members from other departments may also interview a potential candidate to gauge how they fit into the company (Google 1).

Finally, an independent committee reviews the recruitment process and candidates selected for various positions. This helps to guarantee fairness and transparency in the hiring process. If necessary, the candidates may be recalled to ensure only the best people are chosen for the positions. By reviewing the hiring process, the company further promotes accountability and upholds the set standards for working at the company (Google 1).

Benefits for working at the company

The company offers numerous benefits including health and retirement benefits to its employees. These benefits are specially designed to take care of the emotional, physical, social and financial needs of all employees and their families. These benefits remove any barriers that may prevent the employee from giving their best. The company offers on-site medical personnel to increase convenience to emergency medical services. In addition, the comprehensive health cover is also extended to employees and their families. The company's travel insurance policy further covers personal vacations to guarantee emergency assistance. As part of the social benefits, new parents are entitled to paid maternal leave. Moreover, the company allows employees to peruse advance their education and even reimburse them for the college fees. The employees further get free legal advice in case of litigation. Employees in the United States further enjoy group discounts for their legal services (Google 1).

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Google's Social Responsibility

Google through its affiliates develops new technologies to address various challenges amongst communities. The Crisis Response initiative provides crucial information while also developing tools to support disaster alleviation efforts. The public alerts disseminate relevant emergency information to enhance search efforts. The person finder platform enables victims to find their loved ones during disasters. Moreover, the crisis maps show the extent of damage during and resources following emergency events. The Google for Nonprofits program extends Google products to NGOs to increase their impact on their communities. For example, Nuru offers training in agriculture and finance to end poverty in developing nations (Google 1).

The company also invests heavily in education. In 2011, the company granted in excess of $100 million to empower students through basic education and technological growth. The company further provides free applications for both teachers and pupils. By supporting its partners through grants, financial investments, and other resources, the company has helped in alleviating many problems in the society. Through Google Green, the company has further minimized the environmental impact of its services. The company's uses the most energy efficient data systems globally. The company further uses clean sources of energy majorly wind power and solar. This has greatly reduced the company's contribution to global warming through environmental degradation (Google 1).


Google manages its business and social responsibilities to achieve its objectives. Furthermore, the freedom given to employees to express their creativity has been crucial to driving its growth. With its dedicated employees, the future prospects for Google are much brighter than before despite competition in its industry.