Historically, communication in organizations came from the management to the juniors through downward communication. Currently, this model is becoming more obsolete and risky to rely upon. Changes in the business world have taught managers leaders that the command-and-control technique is no longer effective. Leaders must rely upon effective up-down or horizontal communication with people in the organization as a source of new ideas and for problem-solving. This paper is tailored to analyze Google's leadership, the role of employees in decision-making, different communication styles, and their impact on performance, and actions that can be taken to improve leadership practices.
Google is a multinational technology company based in the USA that specializes in internet-related services and is popular for the Google search engine. Its vision is “to provide access to the world’s information in one click” (About, 2020). The company’s vision reflects its dominance in the global market and pushes it to reach new heights through creativity and innovation. Leadership in Google effectively follows the company’s corporate vision statements by supporting the “universal accessibility” component of the vision (Tran, 2017) . This leadership empowers Google to continue dominating by fulfilling its mission and vision statements.
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Making critical decisions in the organization requires following instructions given by the leadership. Google LLC may face numerous challenges associated with failure to follow leadership guidelines, such as a reduction in productivity and an increase in conflicts. Failing to follow the guidelines effectively reduces productivity as employees concentrate on unplanned tasks, reducing the organization's overall performance. Also, failure to follow the management guidelines results in conflicts between the leaders and the employees. The conflicts affect the working environment and may adversely affect the performance of others and the organization.
Employees are an important part of the organization and should be involved in goal-setting and making important organization’s decisions. At Google, the workforce is actively involved in the decision-making processes (Manimala, Wasdani, & Wasdani, 2013) . They can play a significant role in meetings by providing their input regarding various issues affecting the organization in meetings. In addition, the employees can voice issues affecting them that prevents better performance; this would help the management take appropriate actions in improving on the weak points.
As leaders, developing the capacity to adopt different communication delivery styles based on situations is critical. Some techniques that leaders can apply in communication delivery, such as coaching, listening, and motivating. Coaching improves the employees' skill set; proper and friendly coaching positively influences the employees by improving their skills and performance hence providing room for professional growth (Nunez-Caacho, Grande, & Lorenzo, 2015) . Keen listening helps e mployees feel valued, which improves their performance. Motivating employees is also important in uplifting their morale and performance (Obescu & Iancu, 2016) . Leaders should ensure that they positively deliver communication to improve employee and organization performance.
Leadership is essential for better performance of the organization. As an innovation-driven organization, Google should ensure that all leaders exhibit excellent leadership qualities. This can be done by training the employees on how to become good leaders and by developing leaders early to increase experience. The company can also challenge the employees and allow them to interact with current leaders. Challenging employees help develop problem-solving skills while allowing them to interact with current leaders provides them with first-hand leadership experience.
In conclusion, leadership is essential in every organization, particularly in promoting better performance. Good leadership is motivated towards the vision and involve the employees in the decision-making process. Employees’ engagement helps diversify and improve the process of decision making and problem-solving. Google should actively engage in activities of shaping leaders to help maintain the global image.
References
About: Google . (2020). Retrieved from Google Website: https://about.google/
Manimala, M. J., Wasdani, K. P., & Wasdani, K. P. (2013). Distributed leadership at Google: Lessons from the billion-dollar brand. IVEY Business Journal . Retrieved from https://iveybusinessjournal.com/publication/distributed-leadership-at-google-lessons-from-the-billion-dollar-brand/#:~:text=His%20research%20team%20has%20come,members'%20success%20and%20well%2Dbeing
Nunez-Caacho, P., Grande, F., & Lorenzo, D. (2015). The effects of coaching in employees and organizational performance: The Spanish Case. Intangible Capital , 166-189. doi:10.3926/ic.586
Obescu, O., & Iancu, A. (2016). The Effects of Motivation on Employees Performance in Organizations. Valahian Journal of Economic Studies, 0 (0). doi:10.1515/vjes-2016-0006
Tran, S. K. (2017). GOOGLE: A reflection of culture, leader, and management. International Journal of Corporate Social Responsibility, 2 . doi:10.1186/s40991-017-0021-0
