Organizational culture is one of the important factors that determine the strategic objectives implemented by a company. Essentially, organizations culture includes the shared values, assumptions and beliefs that govern how employees behave in a particular organization ( Laschinger et al., 2014) . Culture has a strong influence on how people act dress and performs their task. Many of the cultures that govern the current organizations are known to have been initiated by their founders. Although some companies are rapidly changing their cultures as the global business environment continues to change, there are few organizations that have maintained their culture for long period ( Wei et al., 2014) . Both Google and Facebook are examples of companies who have preserved the culture developed by the founders. In these two companies, the culture developed by the founders has flourished and continues to play a significant role in maintaining their competitive edge.
Google culture has been the key to its success in the market. Ever since it was established, the company has developed a culture that promotes good and friendly working environment ( Schmiedel et al., 2014) . The culture was developed by its co-founders Larry Page and Sergey Brin when it was established in 1998. The culture of Google is unique and not typical of the corporate culture. In fact, it is argued that the success of the company is attributed to this culture. Google has people working for the company whose primary aim is to keep the employees happy at all times and makes them maintain their productivity ( Rushdi & Kamal, 2014) . In many of the Google offices, the decoration and items included are so funny that one might think it is a playground. This has been the culture for long as Google aims to keep the employees happy and productive. Google does not only provide a happy and friendly environment for its employees but also offer them good remuneration to make them happy. The cultural background initiated by Google’s founders has been effective in motivating employees thus improving their productivity.
Delegate your assignment to our experts and they will do the rest.
Founded in 2004, Facebook has maintained its original culture and regard it as the main force behind their success in the market. The culture was developed by its founder Mark Zuckerberg and remains to play a critical role in influencing the behavior of employees. The culture of Facebook requires collaboration and interaction with all employees. The design of its offices is a reflection of its culture as the employees have open offices where they freely interact with each other ( Stewart, 2017) . In fact, many employees work in open offices as opposed to closed offices. The culture of Facebook also reflects its strategic objective in the business environment. The company aim is to connect millions of people across the globe through its social media platform. The goal of the company is to ensure that people are able to interact with each freely on its online platform. As a result, its culture that supports collaboration and interaction of staff plays an important role towards supporting its strategies. Specifically, the culture at Facebook is aligned with its strategies objectives.
It is indicated that aligning culture with strategic objectives can help improve the productivity of companies. Also, the collaborative culture at (Facebook helps the employees to share their ideas and thus promotes innovation and invention Feitelson et al., 2013) . Facebook has been able to come up with innovative products since the employees often collaborate and share ideas. This has helped it maintain its competitive edge in the industry as well as remain productive and profitable. The employees not only interact and collaborate among themselves but also with the customers across the globe. The strategy has helped it create a strong link and relationship with its employees.
References
Feitelson, D. G., Frachtenberg, E., & Beck, K. L. (2013). Development and deployment at facebook. IEEE Internet Computing , 17 (4), 8-17.
Laschinger, H. K. S., Wong, C. A., Cummings, G. G., & Grau, A. L. (2014). Resonant leadership and workplace empowerment: The value of positive organizational cultures in reducing workplace incivility. Nursing Economics , 32 (1), 5.
Rushdi, Y. A. K., & Kamal, A. N. (2014). A Evaluation of Google’s Organisational & Recruitment Culture. Management , 4 (4), 98-101.
Schmiedel, T., Vom Brocke, J., & Recker, J. (2014). Development and validation of an instrument to measure organizational cultures’ support of Business Process Management. Information & Management , 51 (1), 43-56.
Stewart, D. (2017). Move Fast and Break Things; How Facebook, Google, and Amazon Cornered Culture and Undermined Democracy.
Wei, Y. S., Samiee, S., & Lee, R. P. (2014). The influence of organic organizational cultures, market responsiveness, and product strategy on firm performance in an emerging market. Journal of the Academy of Marketing Science , 42 (1), 49-70.
