Failure Analysis and Change Strategy
March 16th, 2015
Dr. Timothy Glaid
Failure Analysis and Change Strategy
Businesses can succeed or fail while attempting to achieve their goals depending upon their ability to change. Google is a well know organization whose change and leadership strategies have led to their success. Leaders of unsuccessful businesses often fail to make changes that ultimately lead to failure. RadioShack is a failing organization whose leadership did not make changes to prevent the impending failure. Analysis of successful organization’s leadership, behavior, structure, and culture could be used as a reference to changing of failed businesses. The following paper will analyze reasons for success and failure of Google and RadioShack, as well as possible leadership strategies that could have prevented RadioShack’s failure. Google Inc.
According to Google, its mission is “to organize the world’s information and make it universally accessible and useful” (Google, 2015). As today’s technology has advanced access to the world's information, this has become the new corporate model. The vision of the company is, "Focus on the user and all else will follow" (Google, 2015). The recognition of the customer has given Google a foundation from which they have catapulted into a multi-billion dollar corporation. “Google is a customer-centered company—its innovation process begins and ends with the customer” (Mourdoukoutas, 2011). Google’s Leadership
The team is ultimately run by Google’s Executive Officers, Senior Leadership, and The Board of Directors (Google Company Management Team, 2015). It is essential that the leadership team works in close collaboration in order to direct the goals and plans for the organization as well as oversee day to day activities. Google feels that the key to success in their organization is to hire effective leaders that can implement the right culture, behavior, and structure that lead the objectives, vision, and mission of the organization. Google created a leadership and development plan that came up with three leadership competencies which the management uses for hiring. The three competencies include: be a good coach, empower your team and don’t micromanage, and express interest in team member’s success and personal well-being (Robbins & Judge, 2013). Google leaders have qualities that inspire a healthy culture, communication, and diversity. Allowing employees to have some influence over decisions that will affect them is called participative leadership (Yulk, 2013). Participative leadership is often necessary as part of a political process for getting decisions approved and implemented in organizations (Yulk, 2013). “Participative Leadership also has implications for achieving task objectives and implementing change” (Yulk, 2013). Using strategies such as Participative Leadership styles have increased employee participation and job satisfaction during change and innovation. According to Wojcicki (2011), “nurturing a culture that allows for innovation is the key” to Google’s successes. Google’s operational culture is based on the sharing of information and ideas. Google’s most senior executive officers sponsor a weekly meeting to share publically unknown technical issues and operational failures with their employees, and host a question and answer session. Such culture makes Google employees decision makers and participants of Google’s day-to-day and future operation (Yale School of Business, 2011).
Despite a Google’s global diversity, it is successful at communicating. Google Inc. is an immensely diverse organization, hiring the brightest minds from around the world, favoring ability over experience (Google, 2015). Google's span reaches almost every continent with over 70 offices in 40 countries and is offered in 130 languages (Google, 2015). Global companies are faced with issues such as cross-cultural factors and language barriers (Robbins & Judge)....
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Robbins, S. P., & Judge, T. A. (2013). Organizational Behavior (15th ed.). Retrieved from The University of Phoenix eBook Collection database.
Wojcicki, S. (2011, July). The Eight Pillars of Innovation. Retrieved from https://www.thinkwithgoogle.com/articles/8-pillars-of-innovation.html
Yale School of Business
Yukl, G. (2013). Leadership in Organizations (8th ed.). Retrieved from The University of Phoenix eBook Collection database.
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