This document discusses Google's organizational culture. It notes that Google uses small project teams with lightweight development processes focused on early feedback. Management relies on feedback rather than rigid standards, and teams have autonomy. The culture also values collaboration, releasing products early, and recruiting employees with diverse skills and interests who are passionate about their work. However, the document also lists some criticisms, such as an emphasis on long hours, narrow recruitment focus on academics over experience, lack of benefits for contract workers, and confusion over decision-making structure.

1. By
Chirag Kanani
Pratik Negi
Shalini Kaushal
Gurpreet Bhardwaj
108/07/2010

2.  Founders Larry Page & Sergey Brin
 What is Google and how it works?
 Case Details
◦ Organization Culture
◦ Recruitment
◦ Innovation
08/07/2010 2

3.  Small teams
 Very few standards on development process and
practices
 Lightweight design process that is focused on early
feedback from
 peers and senior engineers
 Management by feedback – project teams have
complete responsibility and ownership
 Collaborative and egalitarian environment
 Release early, release often
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4.  People With/who
◦ Board knowledge and expertise in many different
areas of computer
◦ World class programming skill
◦ Excellent communication and organization skill
◦ Are passionate about work and colleagues
◦ Are having innovative skill
◦ With diverse interests and skill
 Yes, Google should give emphasis on
EXPERIENCE also.
408/07/2010

5.  12 Hour Working Day
 Recruitment is too narrow (Forcing only on
academics records and graduate ranks)
 30% of employee are on contract basis so
◦ Not given any employee benefits or stock options
◦ Not access to company’s intranet, meetings or social
events
 Confusing about control and decision making
power
 So many people on same job title.
 Yes, Google Need To Change its Organizational
Culture.
508/07/2010

6. 08/07/2010 6