CRITICALLY ANALYSE THE GOOGLEY WAY OF WORKING

Critically analyse the GOOGLEY WAY OF WORKING

Critically Analyse The Googley Way Of Working

Google's corporate culture is based on a number of principles that lay in the foundation of the company's success. First of all, members of the Google workplace are seen as equals. Of course for organizational purposes there are managers and those they manage, but this doesn't create any kind of barriers as communication flows swiftly back and forth and up and down throughout the company. Thanks to this as well various other efforts, there is a feeling of unity amongst the employees - this is well manifested by the term "Googlers", a unique group aligned by Google's mission.

Such togetherness is rarely seen in large organizations, especially those with offices worldwide. However for Google the diversity doesn't seem to be a barrier. On the contrary, the company boasts its international identity, with the presence of numerous languages within, and a goodrepresentation of Google users across the world. Considering this vast coverage of the world, it's hard to imagine that Google maintains a small company feel. Nevertheless, this is what's promised in the Googleplex, their central headquarters in California, where each employee has a say and quite an experience.

The Googlers are motivated to contribute their suggestions, ideas, or anything that pertains to potential profit-gaining activities through various means like meetings, intranet, and other forms of communication. Teamwork is also attributed to the positive effects upon the psychological health and well-being of organisations members.

The efficient feedback system of Google exemplifies their communication process in both internal and external business environments. Constant advance, evolution, creation new and improvement of old program decisions will lead to strengthening and company growth. Although Google has plus as key figures, the rest of the staff are not strictly structured. Organisational management structure isa basic element in planning and decision-making. An unclear definition of management structure can lead to organisational conflict.

This fluid, risk-taking, casual method of work is renowned to Google workers as the “Googley” way of working. Although this period has been said to grate on the ears of tourists (who should recall that Google's head agency are in California after all) it embodies the feeling that workers have of being part of an elite assembly of free-thinking IT experts. Google appears to flourish under a disorder administration scheme which has been mooted as the only way to organise in the up to date employed natural environment where data “storms” can conceive data overload. Chaos administration, interestingly, is not just a recount of how businesses organise in these chaotic times, but a documented administration system. It was first conceived by David Wojick at the Naval Research lab in Washington, DC. Wojick founded his concepts on a prescribed form of the dynamics of information. It makes sense that a naval agent, well-versed in management gales at ocean, should be the first individual to theorize how to handle data storms.

There are some proposals, although that the “Googley” way of employed ...