The world is presently relying on the internet to pursue a number of missions and goals. One of the greatest roles of the internet is to share and transmit information in a timely manner. Business leaders, governments, and corporations are in need of evidence-based information than ever before (Belfo & Sousa, 2011). Google Incorporation has been availing the most desirable content in order to ensure the gears of different economies are running. An analysis of Google can present unique features and organizational attributes that make it one of the most reputable corporations today. The company is targeted for this exercise because it is one of the leading multinational companies with a global presence (Google, 2016). The company has been on the frontline to deliver internet-based products and services to many customers across the globe. Google’s core products “include online advertising technologies, hardware, software, cloud computing, and search engine” (Belfo & Sousa, 2011, p. 3).
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Google Incorporation’s mission is “to organize the world’s information and make it universally accessible and useful” (Google, 2016, para. 2). This strategy has made it easier for the company to deliver eminent services to many people in different corners of the globe. This mission guides the corporation as it seeks to support the changing needs of many people and business partners across the globe.
Description of the theories
The human relations theory (HRT) is founded on the premise that people can be more productive when allowed to be part of a team (Jabeen, 2011). The newly-created team should facilitate growth, collaboration, and participation. Leaders use this notion to empower, mentor, and motivate their followers. The approach makes it easier for them to improve organizational performance. The second important theory is the political economy model. This theory argues that those who have a clear comprehension of wealth, labor, utility, and value will create the best strategies in order to realize their potentials. The theory goes further to indicate that labor is used to determine value (Wei & Yazdanifard, 2014). This is achieved by “varying the level of utility of the commodity through a limitation (or increase) of the supply” (Wei & Yazdanifard, 2014, p. 11).
Key concepts of the theories
These two organizational theories are governed by unique concepts. To begin with, the human relations theory argues that recognition and provision of attention are powerful attributes towards promoting organizational effectiveness (Jabeen, 2011). Motivation, according to the model, is critical towards supporting the performance of a team (Wei & Yazdanifard, 2014). Human relations, when developed positively, will eventually deliver desirable results. The model views human beings as powerful resources capable of achieving a wide range of goals. When motivated and empowered, human beings can play a positive role towards delivering positive results.
The second theory is guided by different economic concepts such as distribution of wealth, availability of labor, and government policies. Political economy therefore “refers to the study of trade and production, and how the two relate to the distribution of income and the law” (Dreher & Michaelowa, 2008, p. 332). The model asserts that labor is what causes value (Dreher & Michaelowa, 2008). According to the theory, utility can be varied by either reducing or minimizing supply (Dreher & Michaelowa, 2008).
Applying the theories to Google Incorporation
Many theorists support the role of motivation towards increasing the level of employee performance. At Google, employee motivation is treated as a powerful strategy in an attempt to realize every targeted objective. Human relations should be taken seriously by organizational leaders who want to empower their followers. The level of organizational hierarchy at Google has been significantly reduced. The approach makes it possible for the company to create new teams that can deliver the targeted business goals. The company used the human relations theory to ensure more workers are guided and equipped with the most desirable resources (Wei & Yazdanifard, 2014). The workers are encouraged to present their grievances and problems. The managers at the firm use the model to meet the diverse needs of every worker.
The major basic needs of the workers are taken seriously. Abraham Maslow’s hierarchy of needs model is considered at the company. The human resource (HR) function avails the most desirable ideas and technologies to empower the workers (Sosik & Jung, 2010). Attention is availed to every worker in order to support the company’s approach to research and development (R&D). The workers use their ideas to innovate and produce superior products that can compete successfully in the global market (Belfo & Sousa, 2011). The company has used the theory to create the most desirable organizational culture and behavior.
The political economy model is used by Google Incorporation to pursue its global business objectives. The managers focus on the best approaches to strike a balance between the issue of polity and that of economy. By so doing, the company focuses on specific political attributes that dictate business performance in different regions. As a multinational firm, Google embraces this theory in order to ensure its actions are ethical and sustainable. The company analyzes the global economy to identify new approaches that can deliver positive outcomes (Sosik & Jung, 2010). The company considers issues such as political power and international climate in an attempt to develop sustainable strategic models. The political and economic environments are used to enact laws that have the potential to support the company’s business performance.
Type of structure continuum
A detailed analysis of Google Incorporation shows clearly that it falls on the unstructured end of the continuum. The most outstanding fact is that the organizational structure is organic in nature. Although there are distinct roles and positions in the company, many employees are allowed to pursue their personal goals and eventually support the firm’s goals. At Google, an organic structure is embraced in order to minimize the level of formalization (Wei & Yazdanifard, 2014). The company lacks strict rules or procedures to govern the responsibilities of different workers. The role of different leaders is to present the best ideas, create functional teams, and address the diverse needs of the targeted employees. This end of the continuum makes it easier for the company to make the most desirable decisions. The level of supervision is low because most of the workers are self-motivated.
Human individuality and well-being
The organizational culture at the company makes it easier for the leaders to promote the most desirable behaviors. Workers are treated as autonomous individuals who have the potential to add value to the company. The organic approach embraced at Google Incorporation encourages the workers to focus on their potentials. Using different motivational approaches, Google focuses on the best actions and incentives to support the wellbeing of every employer. The HR department presents the most desirable resources and opportunities (Belfo & Sousa, 2011). The concept of work-life balance is encouraged in order to support the welfare of the workers.
On the other end of the continuum, the company uses a powerful organizational strategy to support different objectives and ensure activities are completely successfully. Google Incorporation uses its vision and mission statement to outline the most desirable procedures in order to ensure the workers understand every objective. Research and development (R&D) is supported in each and every organizational level in order to achieve the most desirable results. New employees (commonly known as Noogles) are mentored and guided by their team leaders (Google, 2016). Existing workers are encouraged to establish teams characterized by individuals from diverse backgrounds (Sosik & Jung, 2010). This approach makes it possible for the targeted goals to be realized within the stipulated period. Deadlines are used to ensure different tasks are completed within the specified time. The organizational structure embraced by Google is worth emulating because it has continued to deliver desirable results.
Different organizational theories present specific approaches towards promoting the concept of diversity. The human relations theory (HRT) has continued to support the company’s diversity agenda. This is the case because Google uses powerful motivational approaches to ensure the workers are empowered to deliver positive results (Wei & Yazdanifard, 2014). The concept of diversity is addressed by different leaders at Google. The human relations model offers powerful approaches that can be used to bring together individuals from diverse backgrounds. Google utilizes this model to attract employees from different backgrounds.
The theory has been observed to address the issue of human differences. This is the case because every organization employs individuals from different backgrounds. Such people tend to portray unique differences, opinions, and expectations. Google has successfully used the HRT model to empower its workers thus being able to achieve its business goals (Belfo & Sousa, 2011). The political economy model is used when recruiting individuals from diverse backgrounds. The differences of such employees are considered whenever assigning specific roles (Jabeen, 2011). The company hires competent workers from different continents in order to deliver quality services to its customers.
Using Theories to Understand the Organization
The use of the above theories has made it easier for me to understand this organization much better. The HRT model explains why Google Incorporation has remained successful. The theory supports the use of positive organizational practices and motivation in an attempt to achieve the most desirable results. The model has outlined the roles of different leaders and followers in the organization (Google, 2016). Such roles play a positive role towards supporting every organizational objective. This theory has a number of strengths. For instance, the HRT model identifies the unique factors capable of driving business performance. The theory can be replicated in different departments in order to produce positive results (Jabeen, 2011). However, the model fails to explain how the diverse needs of different workers can be met in order to improve performance.
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On the other hand, the political economy model has informed me about the company’s approach towards being a leading competitor in the global environment. The model is appropriate whenever trying to understand the political, social, and economic environments affecting a company’s business model (Wei & Yazdanifard, 2014). The major weakness of the model is that it cannot be used to study the internal strategy of a firm.
Usefulness of Multiple Theories
The exercise required the use of two organizational theories. The selected models have the potential to describe the major approaches, and strategies used by different companies to achieve their potentials. The tools can make it easier for researchers to identify the major forces that support business performance. After using the two models, I have understood how they can be applied in different organizational settings. The theories can outline the major weaknesses and challenges that affect the level of performance (Sosik & Jung, 2010). Personally, I strongly believe that the two theories have made it easier for me to understand the organizational behaviors and strategic approaches embraced by Google. When applied appropriately, these models can identify the major issues that support or affect the performance of a business firm.
Core Value of Responsible Stewardship
Saint Leo University has outlined a number of core values that can have positive implications. One of these core values is that of responsible stewardship (Sosik & Jung, 2010). This core value is therefore applicable to this assignment. The core value focuses on the best approaches towards responsible management, planning, and utilization of resources. The concept of responsible stewardship can be used to examine Google’s approach to corporate social responsibility (CSR). The first approach towards effective CSR is ensuring that the organization recruits individuals from diverse backgrounds while at the same time engaging in sustainable practices. This core value can be used to analyze the company’s approach towards supporting the welfare of many societies. The core value should be used whenever analyzing the business model of an organization. Google has therefore been on the frontline to engage in sustainable practices.
Belfo, F., & Sousa, R. (2011). Workforce incentives at IT companies: The Google’s case. International Conference ICT, Society and Human Beings, 1(1), 1-16.
Dreher, A., & Michaelowa, K. (2008). The political economy of international organizations. Review of International Organizations, 4(4), 331-334.
Google. (2016). Retrieved from www.google.com
Jabeen, M. (2011). Impact of performance appraisal on employee motivation. European Journal of Business Management, 2(4), 197-204.
Sosik, J., & Jung, I. (2010). Full range leadership development: pathways for people, profit, and planet. New York, NY: Routledge-Taylor & Francis Group.
Wei, L., & Yazdanifard, R. (2014). The impact of positive reinforcement on employees’ performance in organization. American Journal of Industrial and Business Management, 4(1), 9-12.