Learning organization in Google’s invironment Essay Example
Learning organization in Google’s invironment Essay Example

Learning organization in Google’s invironment Essay Example

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  • Pages: 15 (3916 words)
  • Published: May 9, 2018
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I found that most managers and companies recognize the value f teamwork and the importance of building collaborative thinking. It is so easy to recognize that many manager of big company always recruits for cooperation.

Each new employee will bring personality, attitude and his behavior at the company. So recruiting to get the cooperation is very important. They seek to attract the applier with a spirit of cooperation and encourage the advocates of individualism and competition. Thus the manager must provide activities to promote practical cooperation.

For example: At Monika (The Mobile phone of Finland), new employees will be introduced to at east six members of the team. Not only is shaking hands and chatted a bit, new people are encouraged to talk about themselves, work habits and skills, as well as asking questions of colleagues.

...

Beside they need to be introduced with at least six other people not of their working group. The introduction of a surface that promotes working relationships and mutual trust, on the other hand encourage collaboration both inside and outside the group.

After a few weeks working at Monika, each new employee will become a part of the system and work effectively beyond the framework of each group. Week 3: 1 03/03/04 The first, nature always contains profound lessons: frogs, crabs, monkeys, eagles, Tutus, goose, and that nature class gives to me lessons relate to the application of organizational learning culture. The second, each individual as a property of organization, culture of the organization depends on each employee should work especially important personnel, and related directly back to the culture of the organization.

We can see the impact whe

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appoint someone to a post other where in organization.

When appoint someone to other departments, the management also need to consider the appropriateness of the general culture and the impact that new staff or not, In contrast, consider the culture of the new community with newcomers appropriate or not. Similarly, when hiring a new managers or new staff, we also need consider the mutual compatibility between new staff and a new group of people. To recruit employees for an organization, the applier are not only good for job, but also they must comfortable with the culture of that organization.

The new employees will be affected by the existing culture of the organization, so if he/she does not match, they will leave the organization noon.

Week 41 103/03/11 Personal mastery on an organizational learning Personal mastery is how you understand and direct your life. For an organization to succeed,each person member of the organization has to be part of the organization's purpose and make it their own personal purpose. When each member of a team adapts a common purpose as their purpose, personal and organization growth increases.. On a journey towards personal mastery, you are in search for your life direction and purpose.

You are aware Of your personal weaknesses and strength, responsible for your actions and accept who you are. Followers of personal mastery are capable of accepting the harsh realities and learn to adapt with the changes happening in their surroundings. Those who have high level of personal mastery are able to commit into their lives and see themselves as part of the whole. This is why personal mastery is very important for leader

of an organization People with high level of personal mastery when combined with the members of an organization, they can influence others to have the same thought.

They can influence but not control.

They become a part of the system and see themselves as part of the holistic development of the organization. Personal mastery also helps organization members to step out of the box or their comfort zones. But stepping out of the comfort zone strips people of the self- imposed limitations. Personal mastery is about expressing our talents and our-self in a creative manner. After internship in Situ (29-30/03/20140) It's a great time! Although we just had 2 days to learn together but it left to me an deeply impression.

Impression about teacher, about my friend in my class, about my new friends, about knowledge, about the place I was in.

.. Furthermore the time we gone out site together have great time to step out f the box or my comfort zones Specially, with many methods was used in class left me deeply impress and lesion about organizing some activity to preparing for a presentation, make a warm environment in our class. Make environment become warm is so important and it makes every individual in class to become closer and easy to open heart.

When each individual open heart we can open mind and it's easy to co-operation together - open will.

Week 7: 2014/04/1 In "The Fifth Discipline" Peter Sense, he describes a shared vision as a force in people's hearts, a force of impressive power. ...

At its simplest level, a hared vision is the answer to the question, "What do we

want to create? ". A shared vision is a picture that everyone in the company carries in their heads and hearts. Shared vision is important to an organization because it allows for an expanded view amongst the company. This allows all employees to share their input to help the company prosper. This ensures that everyone is on board with the same idea.

And shared vision converts the company into "our company"' It creates a sense of commonality and gives coherence to diverse activities. It creates excitement and makes an extraordinary company. It allows everyone to work together. It creates a common identity and a sense of purpose. It encourages new ways of thinking and acting. It gives courage and fosters risk taking and experimentation.

Basically without a shared vision, that vision you spent time creating is pointless and meaningless. And without a shared vision the learning organization cannot exist.

With a shared vision everyone has a common destination and a common picture. They then work together as a team, supporting and encouraging each other. There is no competition between people, therefore there is no need to pass blame or hide your failures.

Week 8: 2014/4/8 Team learning not only have ever been on a team that really was a team, but also I have been on a team that really was not a team. It was for my project at university. And I see the different between 2 kinds of team: On the low team, we have one person - who kept things moving forward, made the decisions, and did most of the work.

And have one or even more members who, for whatever reason,

did not want or were not able to participate and contribute.

Even sometime one person of our team were constantly fighting and misunderstanding one another, or there was a stalemate of awkward silence. And this team was broken after we finished the presentation with lowest score in my class. And then we made another team and it was continuing until we graduated. At our best, teams have strong communication between each individual in our team: information is able to flow freely and disagreements become opportunities to think deeper, ultimately informing better decisions and results.

Everyone brings different strengths and weaknesses to the table, but we are not sources of division or conflict. Instead, strengths are put to good use and weaknesses are offset by the strengths of others from whom we can learn. Of course, in process building this team we surfaced with many difficult. We might all agree that diversity, suspending our assumptions, and dialogue are good things to strive for, but the reality of practice is a completely different thing. For some, the challenge is having the humility to allow others to question and correct us.

For others, we lack the courage to openly share our opinions and gifts, especially if it involves challenging or correcting others. We also need the ability to listen and communicate well, but these skills require much investment of patience and practice week I O: 2014/04/15 The teacher told about the sharing between everybody in organization or group to get a best result in knowledge management. Created new ideas and created new things are the most important thing in knowledge management.

Created new ideas very difficult but created

new thing is more.

New idea is just inside in brain and has not applied in realty and from the plans paper to the realty is a long process. And it must be verified. When the new idea was applied in realty, it will become "new real things", and in order this "new real things" be useful, it must be overcome long process try and wrong. And in order to have a right new real things, if you lucky you may lost some wrong times, but if you are not lucky you even lost all your life to try and wrong.

But we don't have too much time to overcome all the wrong of each lesson in our life, so that is reason we must have friend and learning about that realty situation of other person to avoid the mistake and reach the experience of them. Week 12: 13/05/2014 I'm interested in the information that conversation between Peter Sense and the speaker about the development Of industrial and it's affect to our live environment Parallel with the development of economy and industrialization s mass change of environment and climate. For example is the nuclear power industrial in Japanese.

Since 1973, nuclear energy was a national strategic priority in Japan, before the incident nuclear power plant in Japan in March, 201 1 Japan is a country with nuclear power plants 3rd largest in the world with 55 nuclear reactors. After a round of the earthquake and tsunami severely, and the failure on the cooling system of nuclear power plant Fuchsia I in March 11, 201 1, Japan declared a nuclear emergency.

This is the first time

a nuclear emergency had been declared in Japan, there are 40,000 people within 20 kilometers of the plant have been evacuated.

The amount of radiation emitted is not clear, and the crisis is still ongoing. And people's lives after resettlement in Fuchsia are challenge with each individual until now, from a child to an adult, from the workers to the teachers, they must learning everyday (from internet, media) to live and to protect for their parent everyday from radiation. ORGANIZATIONAL CULTURE IN GOOGLE COMPANY 1.

Introduce about Google Google is an American multinational corporation specializing in Internet- related services and products was founded by Larry Page and Sergey Brink.

These include online advertising technologies, search, cloud computing, and software In May 2011 , the number of monthly unique visitors to Google surpassed one billion for the first time, an 8. 4 percent increase from May 201 0 (931 million). In January 2013, Google announced it had earned LOS$50 billion in annual revenue for the year of 2012. This marked the first time the company had reached this feat, topping their 201 1 total of CSS$38 billion. On Fortune magazine's list of best companies to work for, Google ranked first in 2007, 2008 and 201 2 and fourth in 2009 and 2010.

Google was also nominated in 2010 to be the world's most attractive employer to graduating students in the Universes Communications talent attraction index. Google's corporate philosophy includes principles such as "you can make money without doing evil," "ahoy can be serious without a suit," and "work should be challenging and the challenge should be fun. 2. Culture in Google's company Organizational culture means a

common perception held by the organization's members.

Google follows the corporate culture. Google's mission is to organize the world's information and make it universally accessible and useful.

Google is home to countless communities of unique people. They offer hundreds of internal groups and clubs ranging from runners at Google to theatre lovers and game developers. Many of these groups are actively engaged in supporting diversity initiatives both at Google, and in their communities.

Google Company has packed a lot into a relatively young life. At Google, being you is a job requirement. When they encourage Googol?s to express them, they really mean it. Intellectual curiosity and diverse perspectives drive their policies, their work environment and our profits.

It's the amazing diversity of Google's that allows them to do extraordinary things. Despite being one Of the largest and most successful companies in the world, Google still maintains cultural style small companies, and has become an icon, a new trend, unique workplace culture.

This truly revolutionary even when Google launched an unprecedented position in the company business, called "director of cultural issues" (Chief Culture Officer). This is an initiative of the two co-founders, and this position now belongs to Stacy Savvies Sullivan, executive director Of human resources.

As a manager of the Google culture, she is responsible for preserving the unique culture of security for Google and Google employees are always cheerful and happy. Criteria for Google's corporate culture remains the same since inception, which is a level playing field, no hierarchy, strict management, the spirit of mutual help, and encouragement creativity, innovation.

It's not the typical corporate culture. In fact, just by looking at pictures inside

the Googolplex, 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 mound too controlling to some, but ifs how this world-changing organization operates.

Benefits: The people we hire that make Google's culture what it is. Google's are smart. They are inclusive, open and transparent, and they care. Google's want to improve the world. This creates a sense of community that brings people to Google, and it's why they stay and this is not by accident.

Google works hard to ensure an inclusive culture where people can come to work, be themselves and thrive.

Below are some of our programs and benefits that are specifically focused on creating an inclusive environment for all of our Google's. Adoption Assistance Day Care Mother's Rooms Maternal/Paternal Leave Program Domestic Partnership Programs Accommodation Policies (including those for visually, mobility and hearing impaired Google's) Transgender and Transitioning Workplace Support Equal opportunities: Employment is based upon individual merit and qualifications directly related to professional competence.

They strictly prohibit unlawful discrimination or harassment of any kind, including discrimination or harassment on the basis Of race, color, religion, veteran status, national origin, ancestry, pregnancy status, sex, gender identity or expression, age, marital status, mental or physical disability, medical condition, sexual orientation or any other characteristics protected by law. They also make all reasonable accommodations to meet their obligations under laws protecting the rights of the disabled.

2. 1.

Material culture Google is on of best company welfare schemes for the staff, besides

ensuring social benefits for employees such as free health and dental, death benefits and good remuneration, Google also have perfect environment to work such as on-site physicians, free haircuts, free dry cleaning, subsidized massages, yams and swimming pools, hybrid car subsidies, nap pods, video games, fastball, ping pong, on-site physicians Besides, Google also Spent preferred shares for 99% of employees, apply very high salaries to motivate and help them to get the long-term commitment to the company.

Google employees are allowed to bring pets to work, provided snacks, lunch, and dinner prepared by renowned chef Charlie Racers. Googolplex have rooms with breakfast cereals with the organic food is chef-prepared.

, chewing gum, nuts, and assorted other snacks with juice, soda and cappuccino Google believes that meals fuel strong thinkers and build valuable relationships. The company's philosophy is to let people run their work lives, not to have work run their lives - a relaxed, non-corporate approach that Google says fosters free thinking and creativity.

Located in the heart of Californians Silicon Valley, Google incorporates the popular Tally' viewpoint shared by other tech startups and established Internet companies, that open space directly correlates to the comfort and openness among its employees, stimulating productivity. The end goal: to create innovators who can make an impact on the world. A circular-shaped bicycle propelled by seven people whizzed by as we pulled into the Googolplex parking lot.

In here it was the company carpool - Google-style.

Employees rode around on brightly colored Google bicycles, played volleyball on the company beach volleyball court and slept in their own Google sleeping pods. This culture has paid off for Google, as they

consistently rank among the best places to work. Google strives to have the fastest, most reliable search engine on the web and in order to accomplish this; Google has to hire employees that are the best in their technological field. Google rewards their employee's hard work with an extremely relaxed workplace that encourages creativity through fun activities such as roller cocky and through a casual dress code.

Google also encourages their employees to take care of their minds and their bodies by offering them the ability to work out in the gym and get a massage inside the company building. "There is an emphasis on team achievements and pride in individual accomplishments that contribute to the company's overall success" (Google Corporate Information). I really like that Google understands that their employee's have active lives outside of the workplace and they encourage their employees to bring those parts of their lives into the Google employee community.

I also really like the fact that they build such loyalty from their employees that many of the employees see each other and the Google management as a family. 2. 2 Cultural institutions (system) Google values a commitment to their staff in that they strive to give a higher level.

I personally believe in giving the best service available. It does not matter where you work, if you are dealing with people, you should give them the best experience possible. The head of Google said that it has been granted full cycle, their employees will not be encumbered those trivia, and can wholeheartedly for the job.

Larry and Sergey wanted to create a fun environment and provide many services free

of charge to employees. In that spirit, the work area at the Googolplex is decorated with the vivid colors Of the logo "Google". Google's organizational culture is very strong.

Google hires people that embody their company's values and feel the same intense desire for unlimited amounts of information. This desire allows the company's employees to work towards the same goals and intensifies the bond that they share. Google tends to have a low turn over rate and receives over 1 ,300 applications a day (Fortune, 2007).

Google embodies the team orientation remarry characteristic of organizational culture. As stated earlier, Google encourages its employees to work and play together so that a family bond is formed.

According to Google (2007), "Meetings that would take hours elsewhere are frequently little more than a conversation in line for lunch and few walls separate those who write code from those who write checks. " This really does reinforce a team environment. Everyone is pretty much on the same level and everyone works together.

The limited walls in the building help the employees to feel like a group rather than an outsider in another department. Google's culture is a combination of things.

It is ethical, customer-responsive, and spiritual. Google encourages its employees to be creative in problem solving which sometimes calls for risk taking. These employees are allowed just enough freedom in their jobs that they do not take it for granted and this keeps them on ethical ground. The Google employees also have a sense of team instead of self so this encourages them to work together to achieve goals rather than compete against one another.

This also prevents

unethical behavior. Google's low formalization and service oriented employees work to be customer-responsive. They are allowed the freedom to make decisions that benefit Google users. The employees strive to provide the best service available and to do this they must be able to relate to their users.

They understand that "thinking outside of the box" is what they are known for so they go above and beyond what others would do to satisfy a customer need while maintaining company values.

This "outside of the box" type of business also puts the company into a spiritual type of organization. Employees are rewarded for individual successes and for team accomplishments. They are also encouraged to have fun with their job. Google's ability to allow their employees to have fun while at work is motivating in itself. This motivation shows itself in the work as well.

It is a give and take relationship; both sides get something out of it. Google has a unique way of conducting business that appeals too many.

It is this sort of culture that creates individuals that have the desire and the motivation to stay with a company. The company's staff : Bock said in a full-scale investigation company named Geologists, staff solicited opinions on hundreds of issues. Then the company recruited a team of volunteers to participate in solving the most difficult problems. L think corporate culture is the insight about the human condition (at work).

People are looking for meaning in their work. They also want to know what is happening around you. They want to participate in changing that environment, "Bock said.

How do to know the staff creative and

freedom thinking but they focus on their major objectives and Google, and not waste time and hang out outside of work? To answer this question, Google said they do not manage staff time, but according to the quality of work output. Each employee self-conscious in what they have goals and work to do to achieve this goal. Each quarter, Google assess whether your firm has not reached the target company and its members as well.

Google is a convergence of talent, where the smartest, best applicants, not only to work but also to the creative freedom and be recognized.

Google is a convergence of talent, where the smartest, best applicants, not only to work but also to the creative freedom and be recognized. Google is a convergence of talent, where the smartest, best applicants, not only to work but also to the creative freedom and be recognized. Women at Google: Google sponsors a variety of internal workplace programs o ensure that it is a great place for women to work, and sponsors external organizations and initiatives designed to promote Science, Technology, Engineering, and Mathematics (STEM) education among women, from middle school girls to female university students.

Google Women Engineers Network (GEE): The GEE International Neuron is a group of passionate female engineers that strives to create a community among members and connect with girls and women around the world.

The employees can be serious without a suit: Their founders built Google around the idea that work should be challenging, and the challenge should be fun. They believe that great, creative things are more likely to happen with the right company culture-and that doesn't just mean

lava lamps and rubber balls. . 3.

Spiritual culture: Freedom put forward the idea Google Cafe is where employees are encouraged to meet and exchange conversation and share their views about work and life. Unlike some other businesses, Google does not consider the employees chatting drinking coffee is a work faster and reduce labor efficiency. In contrast, they regard the staff can share with each other is an important if not crucial in planning. At Google, all staff are able to send mail to the administrator.

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