Google Company was founded by Larry Page and Sergey Brin in 1998 as a holding company of Alphabet Company. Currently, it has grown to be one of the best companies globally. It handles over 70 percent of the online search requests worldwide. This paper, therefore, seeks to analyze the success of Google in relation to its strategic management.
It is the abilities and skills that separate effective strategic leaders from poor strategic leaders. Effective management should be able to motivate and inspire the employees in improving the performance of the organization. Besides, effective management should have the ability to convince the employees into embracing lofty ambitions to push the company forward. The mission of Google Company is to organize the information of the world, and make it universally useful and accessible. Expansion of Google’s mission is through listing the “Ten things we know” such as “Focus on the user and all else will follow.” These statements are quite powerful and important in emphasizing the important aims of the Google Company (Siegel, 2018). This explains the excellent customer service, the high standards of the Google’s products and employees. More importantly, Google ensures that the mission statement must be able to engage its stakeholders in helping the company to properly develop an understanding on the need for supporting the organization, and making it clear to the society on the role of the organization. Google has successfully done this through the development of an internet search engine, and strategic actions such as free email, and internet browser.
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The greatest of Google Company has proved to be its strategic management practice. Basically, we have learned about search, apps, maps and more things through Google but its strategic management deserves more emphasis. For instance, for an about a decade, Google company was led by a team rather than a single CEO. It is this team that gave the company the management strength and immense strategy (Scorza, 2015). Eric Schmidt was brought into the management of the company to offer more adult supervision to the young cofounders Sergey Brin and Larry Page because of his long experience not only Sun Microsystems but other more companies. He provided the experience and tech language that was lacking from the young leadership. This leadership model is responsible for the scaling and evolution of Google Company.
Organizational culture has such a strong impact on the management of the organization which emerges from the content and nature of the company. The organizational culture in Google is aimed at operating based on the solid principles of the company. It is a company that puts its users first. For instance, their competitor companies were interested in marketing their own sites to increase their advertising revenues while Google Company ensured no distractions in their search page to give users a page that only consisted of a search box and company logo. They emphasized the improvement of the experience of the user and putting the user first before money (Publishing, 2015). This is responsible for the current success they currently enjoy. Besides, the company encourages their employees to take risks and be innovative. This was clearly seen the Vice President made a mistake in their advertisement system but rather than being condemned, Larry Page commended her and congratulated her making the mistake for not being too cautious and doing too little.
There is more reflection of Google’s culture in their decision making. All the decisions made at Google are made its teams. This is quite evident even in the top leadership of the company which includes Sergey Brin, Larry Page and Erik Schmidt that explains the consensus leadership of the company. facilitation of teamwork is facilitated by the work of the employees in environments of open office and only a selected few are assigned private offices (Siegel, 2018). For instance, Kai-Fu Lee from Microsoft shared his cubicle with the other two employees at Google.
Google Company has its own code of conduct that must be followed by all its employees, partners, and board members. This set of behaviors discourages the stakeholders from being irresponsible. For instance, one of the codes of conduct at Google, “Don’t be evil” discourages the company from providing unbiased access to information and ensures on the needs of the users to give them the best services and products they need. More importantly Google advocates for honorable acting, and treatment of each other with lots of respect as well as following the law (Scorza, 2015)The human resource management practices of Google ensure that effective employee training programs are covered as well as the management of the performance in an effort to ensure the maximization of human resource capabilities.
Google Company has its own reputation that every company would wish to have because of its unique company culture. There is a fun work environment, innumerable perks for the employees, and better treatment of the employees. This work environment has offered the company the opportunity of recruiting the brightest minds they need and attracts the top talent and happy employees. This explains the higher productivity of the company.
References
Publishing, B. (2015). Summary: How Google Works: Review and Analysis of Schmidt, Rosenberg and Eagle's Book. Cork: Business Book Summaries.
Siegel, R. (2018). Google Employees - And Investors - Speak Out About Its Workplace Culture. The Washington Post.
Scorza, J. (2015 ). Inside Google: Laszlo Bock On Hiring, The Company's Famous Culture And The Future Of HR. HRMagazine, (9). 26.
