Google’s organizational culture
The key seven dimensions of organizational culture include the detail-oriented that tends to explain the degree to which employees are expected to exhibit precision, analysis and attention to detail. Employees need keeping meticulous records. The other aspect is about innovativeness whereby the individuals that need inventing in new products and services need working with companies that not only encourage innovation but give employees also time to work on their projects. The fact is that despite other companies valuing cooperation, others love aggressiveness in competition. A company like Stratasys aggressive approach has gotten it into legal battles, but the company has continued thriving in their performance.
Outcome-oriented businesses mainly focus on getting results. For instance, at RE/MAX employees have the right training on selling products, and their evaluations are based on their sales performances. Employees that are usually at a stable corporation will know precisely who is in charge, what needs to be accomplished and who to report to. Foods, for example, is a very stable organization with a strong bureaucracy. For the people-oriented companies, there are high chances of the company caring about you. These companies that do value fairness and support individuals dignity and rights. These companies; like SAS, offer their employees with a wide range of individualized benefits rendering a loyal and dedicated workforce. More so, Employees who like to collaborate and cooperate with team members do well in team-oriented companies. Whole Foods, for example, expects its employees to function as members of teams and to support other members of the team when necessary. This creates strong, solid relationships within working groups.
A strong culture is critical values, beliefs and norms that have a significant impact on organizations showing what the organization expects, and what it considers to be the proper code of conduct in the workplace. Organizations will have different cultures that could affect the overall performance of businesses. It helps to influence the attitudes and the work behaviour of the manager and the organizational members at large. A strong culture will set the right direction for the company towards everyone aiming at the same goal. Managers must be able to pass on the culture of the organization by communicating the culture to its subordinates for them to adapt. When good communication is present, it motivates workers to accomplish their key objectives
More so, the acceptance of the culture by the members of the organization contributes to consistency, structure, greater
efficiency from individuals and groups and commitment to the job. Employees can perform better and complete the tasks assigned. Members of the organization know what is expected of them in contrast to a weak culture where the direction of the business is not clear. On the contrary, in some organizations, a strong culture can affect diversification.
. An excellent example of a strong culture organization is Google. Google’s organizational culture focuses on innovativeness and valuing their employees. They want their employees to enjoy their job by offering perks, flexible working hours and many other things. However, there are organizational policies that must be followed to maintain the kind of working environment that managers are looking for. Their culture results in employees becoming motivated, having high job satisfaction and commitment to tasks that are assigned.
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