Google Organizational Structure
Abstract
Google has been one of the most well known search engines in the world for many years now. The organization is well known for getting people the information that they need when they want it. This type of a company will encounter issues that a normal business wouldn’t however. The organizational structure is very different because they are made up of many shareholders that have a say in what the company does and turns into. In this paper many questions will be addressed and answered about how Google’s organization works and what could improve it.
Insights on Organizational Design
Google has a very different organizational structure than most companies have to deal with. It is made up of many different share holders and this makes it hard to keep the organization in the levels of the company. Sergey Brin and Larry Page are the actual owners of Google and in order to keep that standing they have had to structure things very differently. They set up a dual-class voting structure for public ownership of the company. This will ultimately give Brin and Page the power over all of the other stockholders and they will be able to stay in control of the company in the future no matter how many people invest in its stock. Brin and Page will get ten votes after the IPO versus everyone else only getting one. This will keep them in control and will eliminate the potential that someday the stockholders could take over the company and they would be kicked out of the picture.
Google’s culture is informal, equal, involvement, and empowerment and it has an aversion to bureaucracy. They feel that if they operate with very little bureaucracy it will encourage their engineers to develop good ideas at a faster pace. There are ten principles that Google relies on:
-“Focus on the user and all else will follow”
-“It’s best to do one thing really, really well.”
-“Fast is better than slow.”
-“Democracy on the Web works.”
-“You don’t need to be at your desk to need
Google has been one of the most well known search engines in the world for many years now. The organization is well known for getting people the information that they need when they want it. This type of a company will encounter issues that a normal business wouldn’t however. The organizational structure is very different because they are made up of many shareholders that have a say in what the company does and turns into. In this paper many questions will be addressed and answered about how Google’s organization works and what could improve it.
Insights on Organizational Design
Google has a very different organizational structure than most companies have to deal with. It is made up of many different share holders and this makes it hard to keep the organization in the levels of the company. Sergey Brin and Larry Page are the actual owners of Google and in order to keep that standing they have had to structure things very differently. They set up a dual-class voting structure for public ownership of the company. This will ultimately give Brin and Page the power over all of the other stockholders and they will be able to stay in control of the company in the future no matter how many people invest in its stock. Brin and Page will get ten votes after the IPO versus everyone else only getting one. This will keep them in control and will eliminate the potential that someday the stockholders could take over the company and they would be kicked out of the picture.
Google’s culture is informal, equal, involvement, and empowerment and it has an aversion to bureaucracy. They feel that if they operate with very little bureaucracy it will encourage their engineers to develop good ideas at a faster pace. There are ten principles that Google relies on:
-“Focus on the user and all else will follow”
-“It’s best to do one thing really, really well.”
-“Fast is better than slow.”
-“Democracy on the Web works.”
-“You don’t need to be at your desk to need