Organizational Management

In: Business and Management

Submitted By Playgurl0328
Words 1984
Pages 8
It’s really the people that make Google the kind of company it is. We hire people who are smart and determined, and we favor ability over experience. Although Googlers share common goals and visions for the company, we hail from all walks of life and speak dozens of languages, reflecting the global audience that we serve. And when not at work, Googlers pursue interests ranging from cycling to beekeeping, from frisbee to foxtrot.

We strive to maintain the open culture often associated with startups, in which everyone is a hands-on contributor and feels comfortable sharing ideas and opinions. In our weekly all-hands (“TGIF”) meetings—not to mention over email or in the cafe—Googlers ask questions directly to Larry, Sergey and other execs about any number of company issues. Our offices and cafes are designed to encourage interactions between Googlers within and across teams, and to spark conversation about work as well as play.
It’s pretty well documented that Google has a unique culture. It’s not the typical corporate culture. In fact, just by looking at pictures inside the Googleplex, you can see that it looks more like an adult playground, not a place for work.
But Google’s success can be attributed to this culture. Google has people who’s sole job is to keep employees happy and maintain productivity. It may sound too controlling to some, but it’s how this world-changing organization operates.
So can Google’s culture teach us anything?
Yes.
Google bases nearly everything off data, and while some of what’s below may work best only for Google, there are surely other areas that can work for all companies, regardless of size.
When learning about Google’s culture, one of the people you need to know of is Laszlo Bock. He is the head of People Operations, known by many companies as ‘Human Resources’. People operations are where science and human resources…...

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