Beruflich Dokumente
Kultur Dokumente
(MBSA 1623)
LECTURER: DR. ROSSILAH JAMIL
Keeping
Googley
PREPARED BY:
INDIRAN
(MBS141104)
CHONG KUEN SOON (MBS141133)
MOHD. FAIZAL
(MBS141114)
CHIA WI PAEW
(MBS141106)
LEE YEW HOONG
(MBS141102)
Outline
Executive Summary
Q1. Analysis of Company & industry
Issues in Case Study.
Identify & Forecast critical factors in the Case Study
Q2.Based on relevant theories (refer to relevant texts), analyze
Google's:
Leadership
Task design
People strategies
Structure
Culture
Alternatives & Recommendation
Q3. Now with the rapid expansion, do you think Google can
remain 'googley'? Explain and justify your arguments. Give
suggestions if any.
What
What is the
whole case
study about
Why
Who
When
&
Where
How
Supplier Power
Google maintains
strong market
dominance; supplier
power is low
Google products may
not compatible with
MS & Apple new
software
Competitive
Rivalry
Microsoft, Yahoo,
Baidu Apples iOS
Rules/ethics have not
been defined so the
environment is easily
manipulated
Threat of
Substitution
High, switching costs
are negligible
Demanding more and
better services
Buyer Power
many competitors
that host
alternatives to
Googles offerings
Leadership
Google hired smart engineers, promoted the most brilliant
into leadership positions and then left them alone.
The assumption was that they were smart and would figure it
out or ask questions if they needed help.
Googles Management claims that the teams working under
the best managers perform better, are happier, and stay
longer with the company.
Task Design
Core Job
Dimensions
Skill variety
People Strategies
People Strategies
Plan
Strategy
Promotions
Recruitment &
Selection
Compensation
Training &
Development
Alignment
Organization Structure
Triumvirate
[trahy-uhm-ver-it, -vuhreyt]
aboardofthreeofficialsjoint
lyresponsibleforsometask
Organized by function
Flat organization
Organization structure
with few or no level of
middle management
between staff and
executives.
Loose Organization
Very nimble without
letting hierarchy,
organization structure,
titles and levels get in the
way of creativity and
execution.
People are self managed
and self-motivated at
Culture
Google Culture
9.
10. Google ensures its culture in all its offices whether locally
or internationally, by hiring local employees to start its
offshore business. This way, the local employees are
already ingrained by the Google culture which they could
impart to the international employees or new hires.
Conclusion
1. From the analyses done, we conclude that the founders of Google
has laid down a strong fundamental principles when venturing in
the industry, parallel with notion devised by Peter Drucker: The
successful person places more attention on doing the right thing
rather than doing things right.
2. Strong internal culture and full top management supports has
brought Google as an outstanding world company which make
Google remains googley. This is evidenced by the continuous
growth and the high satisfaction of employee, as mentioned in the
case.
Thank You
PRESENTED BY:
INDIRAN
(MBS141104)
CHONG KUEN SOON
(MBS141133)
MOHD. FAIZAL
(MBS141114)
CHIA WI PAEW
(MBS141106)
LEE YEW HOONG (MBS141102)