Google is one of the most popular search engines in the world. The company was formed by the collaboration of Larry Page and Sergey Brin, who managed to successfully blend technological innovation with strong organizational culture (Dutta&Subhadra, 2004). Google’s organizational culture is known as totality of values, symbols, meanings, assumptions, and expectations that can provide solutions to the growing factors outside the organization and able to be the glue for its members which was stated by Freytag (1990). Furthermore, Google’s CEO has declared its mission statement is “to organize the world’s information and to make it universally accessible and useful” (Page, 2008).

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Google has received a lot of attention for its unusual organizational culture. These include hiring employees only by focusing on their academic records despite their experiences which is revealed in Google (2014). The seniors do not always do decision-making, as decision-making is shared and therefore decentralized amongst lower positioned workers. 

 

 

For instance, all engineers are given 20% of their working time to think of their own ideas and every employee is free to share, discuss and listen to each other’s ideas and opinions, as there is a present staff authority, which was clarified by Eckoff (2009). Google (2014) also mentioned about recruiting employees from different cultural backgrounds with a diversity of languages reflecting the global users.

 

 

Moreover, Google encourages its employees to be risk takers while making decisions, as it leads to time efficiency and effectiveness in choosing the most appropriate decision (Marc, 2014). This attitude towards acting and solving deviations rapidly explains why the company is performing much ahead of competitors. Google's motto is ‘Don't Be Evil’, defined as wanted something that once had been put it in there, would be hard to take out, said Buchheit (2000). The key set of the motto was the fact that it was a clear guideline for all employees in Google to follow. The motto as well as the mission statement provided the firm’s core aims phrased to motivate internal employees and attracted external stakeholders. 

 

 

 

 

 

 

 

 

 

 

 

Keeping employees happy and satisfied is also a value that Google manages to maintain consistently by creating a unique work environment that attracts, motivates, and retains the best players in the field. Google has its incentive to provide all facilities such as transportation to work, cafes and restaurants, exercise rooms, game rooms, spas and many more (Google.com, 2014).

 

 

Employees are given the opportunity to receive free meals while interacting amongst its network, within and across teams, and to build cohesiveness in their work environment. Strickland (2006) stated that “Google believes that employees will come up with innovative, brilliant ideas while relaxing and enjoying sports.” For those employees who have children, they are allowed to send their children to child care center during working hours. The offices are enhanced with lava lamps and walls are painted in bright colors of the Google logo.

 

 

 

 

 

 

 

 

 

 

The appealing working condition results in workers being more motivated. The Saylor Foundation (2013) explained that “It creates an environment where employees feel that they are treated well and their needs are taken care of.” This in turn contributes to the honor and proudness achieved by Google workers obtaining a high demanded position in the job market. Likewise, Google implies that workers who have fulfilling needs results in better performance, innovative ideas and higher productivity which are all positive outcomes for the organization, added by Bulygo (2013).