Googling Google's Organizational Culture & Communications

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Elmer Fudwinger
March 21, 2011

Fortune's magazine repeatedly crowns Google as ranking in the top 5 of the "100 Best Companies to Work For". Since its beginning in 1998, what role does Google's organizational culture and communications play in this coveted achievement? Their values are proudly displayed within their company website, particularly under their "Philosophy" link. How do such espoused values harmonize with their enacted values? What role might perception and conflict in group communication be credited with this companies incredible success? The correlation between Google's growing success and culture is a perfect example of Robbins and Judge's (2007) observation that "every organization has a culture and, depending on its strength, it can have a significant influence on the attitudes and behaviors" (p. 572). Key influential elements shaping Google's culture of positive attitudes and behavior begin with their core philosophy and extend throughout their mission, hiring policy, socialization process, down to company rituals. New employees are called Nooglers who soon advance to Googlers. The resultant effective and professional communication in such a relaxed work environment (couches, dogs, and scooters) is the genius of Google's founders Larry Page and Sergey Brine (p. 571). Co-Founder Page states their philosophy on the companies main website as, "The perfect search engine would understand exactly what you mean and give back exactly what you want." (Google, 2011, para. 1) They summarize their organizational focus in the following core guiding principles: 1. Focus on the user and all else will follow.

2. It's best to do one thing really, really well.
3. Fast is better than slow.
4. Democracy on the web works.
5. You don't need to be at your desk to need an answer.
6. You can...
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