Organizational culture is a powerful strength that can make many companies successful. Many successful firms have their unique symbols of culture. Such symbols are usually known as artifacts (Baack, 2012). Such artifacts include stories, symbols, organizational behaviors, and rituals.
Most of these stories and rituals are practiced every day. This essay examines the culture of Google Incorporation. I am a former employee of Google Incorporation.
Symbols of Culture at Google
Observable Artifacts
Google Incorporation has a unique logo. This logo portrays the three primary colors. However, letter “L” portrays a secondary color. This strategy means that “Google does not follow the rules” (Steiber & Alange, 2013, p. 246). This kind of practice continues to inspire most of its employees.
The company uses different identifiers for its employees. Newly-recruited employees “are called Nooglers while the existing ones are given the name Googlers” (Kuntze & Matulich, 2011, p. 4).
This approach promotes the level of responsibility at the company. Google issues bicycles, caps, laptops, handheld devices, and T-shirts to its employees. This strategy always empowers the targeted employees.
Google promotes a number of rituals and behaviors. For instance, Google allows its employees to celebrate different holidays and occasions. This practice produces positive values and practices thus making the firm successful.
Google Incorporation also supports the changing needs of every employee. Google has a Chief Cultural Officer (CCO) whose role is to monitor the company’s culture (Steiber & Alange, 2013). This practice reduces the hierarchies that can affect its performance.
Espoused Values
Google has a number of espoused values. The company’s employees embrace and support such values. To begin with, Google supports different ethical practices. For example, the firm has formed a project called Google Green (GG). The purpose of this project is to ensure the firm develops renewable sources of power (Kuntze & Matulich, 2011).
It also avoids the use of lawnmowers. This practice has created a powerful culture that attracts many stakeholders. Google’s employees embrace such projects because they are sustainable. The firm also offers special perks to its employees.
Google also hires physicians and nurses to support the health needs of its workers. This fact explains why the company’s employees are always satisfied (Steiber & Alange, 2013).
The company supports its employees using fully-equipped food stations. Such “stations are placed everywhere in its campuses” (Kuntze & Matulich, 2011, p. 2). The “employees are always inspired with greener technologies” (Kuntze & Matulich, 2011, p. 4).
These practices have established a powerful workforce at Google. Most of the employees support the above values and ideas. This culture has made Google a leading global competitor. The company also supports different Corporate Social Responsibilities (CSRs). Such CSRs explain why Google is an ethical organization.
Enacted Values
Google does not force its employees to behave in a specific manner. However, it has established a unique culture that produces the best behaviors. Google uses a powerful approach to empower and guide its employees.
This approach is called the “Eight Good Behaviors”. These behaviors encourage “every worker to be a team player” (Steiber & Alange, 2013, p. 258).
The firm encourages its employees to be innovative. Every employee is required to support the targeted organizational goals. The employees have also established powerful teams.
These teams have created a powerful culture at Google. This culture encourages Google’s employees to maximize their outputs (Steiber & Alange, 2013). In conclusion, the organizational culture has made Google Incorporation successful.
Reference List
Baack, D. (2012). Organizational Behavior. San Diego, CA: Bridgepoint Education Inc.
Kuntze, R., & Matulich, E. (2011). Google: Searching for Value. Journal of Case Research in Business and Economics, 1(1), 1-10.
Steiber, A., & Alange, S. (2013). A Corporate System for Continuous Innovation: The Case of Google Incorporation. European Journal of Innovation Management, 16(2), 243-264.