Future of business organization on Google.
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This document discusses organizational development and the relationship between human resources and technology. It begins with introducing what an organization is and how they are structured. It then discusses trends in the environment that are pushing organizations to become more technologically enabled, skilled, oriented towards innovation and learning. The document raises the question of whether human resources or technology is more important for organizations. It argues that while technology provides benefits, human resources are unique and key to innovation. The focus then shifts to Google, describing its present growth across various metrics and products, and its future plans to open retail stores and develop new technologies. The conclusion emphasizes that both technology and trained human resources are needed for organizations to develop and sustain growth over the long run.
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All about Google
This document discusses why Google acquired DoubleClick. The acquisition positioned Google on the banner advertising market and allowed it to reach highly popular websites. With DoubleClick, Google "moved up" the long tail of advertisers by gaining market shares of main online advertisers in relation to website traffic. The acquisition helped Google expand from the traditional text ad market to the larger banner market.
Presentation on-google
Larry Page and Sergey Brin founded Google in 1998. Over the next decade, Google introduced many innovative products like AdWords, Gmail, Google Maps, and Android. In 2011, Larry Page replaced Eric Schmidt as CEO of Google. Page's vision is to build search engines that can understand all information in the world. Under Page's leadership, Google continues focusing on innovation and improving the user experience.
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1. Sign up for an AdWords account on the AdWords website.
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4. Design your first ad by writing headlines, descriptions, and choosing a display URL and destination URL.
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Google Ppt
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Running head GOOGLE MANAGMENT1GOOGLE MANAGMENT8GOOGLE M.docx
Running head: GOOGLE MANAGMENT
1
GOOGLE MANAGMENT
8
GOOGLE MANAGEMENT
Author Name(s), First M. Last, Omit Titles and Degrees
Institutional Affiliation(s)
Table of Contents
Introduction to the company3
Who founded Google?4
How is Google funded?4
History of Company4
What impact has the brand had within its category?5
How have you differentiated yourself from your competitors?5
Mission of company5
Best practice6
Best practice into concepts8
It gives value to work8
Optimize efforts through analytical tools8
How could another organization adopt this best practice?9
Boosts flexibility at work10
Conclusion10
Introduction to the company
Google LLC is a US international technology organization that focusses on Internet-related products and services, which contain search engines, online marketing technologies, cloud computing, hardware, and software. The purpose of Google management is to organize all the information in the world and create it nearby and beneficial to everyone (Shane, & Wakabayashi, 2018).
The company Google was born as a search engine for more information on the web. Its main characteristic with respect to its competitors was its advanced system of analysis of relations between pages, which allowed a higher ranking or ranking. Google's next step was to use this information to introduce advertising and manipulate the ranking based on the payment for such advertising. The enormous benefits that the company achieves are reinvested in new services and new policies that have strengthened the individual-segmentation relationship, reaching perfect segmentation (Mingers, & Lipitakis, 2010).
Google is an American multinational company focusing on products and services linked to the Internet, electronic devices, software and other expertise. Google's key product is the Internet content search engine of the similar name, although it also provides other services such as an email service called Gmail, its Google Earth map and Google Maps service, the YouTube video website, others Web values such as Google News or Google Books, the Google Chrome web browser, the Google+ social network. It provides an easy and quick way to find info on the web, by access to a catalogue of over 8,168 million web pages. As said by the Google company, currently replies to above 200 million queries a day (Verma, et.al. 2015, April).
Who founded Google?
The American of Larry Page and the Russian Sergey Brin , are the founders of this magnificent company. In 1995, Page had finished his studies at the University of Michigan and went to do his graduate degree at Stanford University, California. In this same university he meets Brin, 21, who was in charge of teaching him the campus (Verma, et.al. 2015, April).How is Google funded?
Faced with the great and rapid growth, in the year 2000, Google develops what today gives them the highest proportion of their profits: Google Adwords. Which is a Digital Marketing strategy that is based on making money throu ...
Running head WEEK 3 ASSIGNMENT 1 1WEEK 3 ASSIGMENT 16We.docx
Running head: WEEK 3 ASSIGNMENT 1
1
WEEK 3 ASSIGMENT 1
6
Week 3 Assignment 1
Nikema Foster-Carrero
Strayer University
BUS499 Business Administration Capstone
Dr. Brian C. Grizzell
Date July 22, 2018
Week 3 Assignment 1
Introduction
The company that I have chosen to discuss in this writing assignment is Google. Starting as Backrub by two graduate students who had the vision to create a search engine with links attached to the world wide web. Google is a leading technology company that consists of vast amounts of software and hardware that is available worldwide. Their unconventional methods were the basis Google was founded by and they are continuing by creating hundreds of products used daily by millions of people and majority of their services are free. Their headquarters is in Parkway in Mountain View, California, United States. As of now, this company has developed and implemented the mechanisms that have enabled it to compete effectively in the global realm of Information technology. Also, the company has heavily invested in the most modern programs and services that have enabled it to consolidate its global business status.
In this paper I will be discussing how globalization and technology changes have impacted Google, how the company can earn above average returns based on the industrial organizations model, how the vision and mission statement influences its’ overall success, and how each category of stakeholder impacts the success of the company.
Globalization
Since Google has dominated the search engine industry, it seems only fair for them to dominate the rest of world, right? Google is a leader in reaching a global market. In 2005, the company decided it was going to expand their market to China, Europe, and Japan. Today, Google serves over 100 countries however, 25 of them are partially blocked. Although you would think that Google would be in competition with Bing or Yahoo, according to an article from searchengineland.com the Executive Chairman, Eric Schmidt stated that their biggest search competitor is Amazon. Apple and Facebook are among the global competiors. These companies are also innovative which creates heat for Google. Although Android controls majority of the market, Apple’s innovative creations can’t be ignored. The article also states that Facebook and Google combined make up more than 50 percent of the overall markets, from a mobile and market share perspective.
Technology
Technology evolves at a speed of 18 months according to Moore’s Law which is also known as technology diffusion. According to the text book disruptive technology destroy the value of an existing technology and creates new ones and new products contribute to the information age. Google’s strategy always keeps consumers fresh with new technology that is designed to never keep the consumer waiting. They are surpassing their competitors with items such as Google Duplex which is a speaker like Amazon’s Alexa, Gmail upgrades, Google Maps, .
Google
Larry Page and Sergey Brin founded Google in 1998 after developing their search technology as a Stanford University project. They created a unique, ambitious culture focused on innovation, collaboration, and ethics. Google's management model emphasizes continuous change, empowering employees, and integrating internal and external ideas. Key products and services include Google Search, Android, Chrome, Gmail, Maps and Google Glass. Google has been highly successful due to its strong culture, focus on people, and ongoing development of new technologies.
Project career reseach google vs apple
This document provides a career research report comparing Google and Apple. It analyzes each company's background, products, customers, culture, SWOT analysis, and the author's opinion. After considering both companies against criteria of valuing employees and giving back, the author concludes that Google better fits their ideals and would be a stronger choice for employment due to its mission of providing information to people worldwide regardless of income. The next steps discussed are continuing education goals to become a competitive job applicant for Google or Apple.
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Generative AI in Organizations: Insights and Strategies from Communication Le...
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Research paper eddited (3)
This document discusses a crisis management plan for Google LLC. It provides background on Google's business activities, risks it faces such as data breaches and fines from regulators, and its financial performance. The document then discusses Google's risk analysis, mitigation strategies including security policies, and risk management approach. It analyzes Google politically in terms of international relations and information flow. The crisis management plan is important to help Google prepare for and respond to crises and avoid risks that could threaten its operations.
The next era of human-machine PARTNERSHIPS - IFTF for Dell Technlogies 2017
EMERGING TECHNOLOGIES IMPACT ON SOCIETY & WORK IN 2030
© 2017 Institute for the Future for Dell Technologies.
Ift ffor delltechnologies_human-machine_070717_readerhigh-res
The document discusses emerging technologies that will impact society by 2030, including robotics, artificial intelligence, virtual/augmented reality, and cloud computing. It states that these technologies will underpin new human-machine partnerships where humans and machines leverage their complementary strengths. Specifically, the technologies will enhance daily activities through coordinating resources and in-the-moment learning. This will reshape expectations for work and require organizations to adapt to the expanding capabilities of human-machine teams.
Google Powerpoint presentation
Google is an American multinational corporation that provides internet-related products and services. It has become the most used search engine due to its innovative engineering capabilities. Google cultivates a culture of innovation and was named the best company to work for in 2014. The presentation provides an overview of Google's history and background, products, revenue sources, management structure, marketing strategies, and CSR activities. It establishes that Google's mix of marketing ideas and culture of innovation have led it to become a prominent player in the internet service industry.
Searchandsocial
- The document discusses trends in search engines, social networking, and how companies can leverage these tools for marketing and PR purposes. It notes that Google accounts for 60-80% of US internet traffic and covers Google's expansion into various new areas.
- It also summarizes various social networking and professional networking tools like LinkedIn, Facebook, and ZoomInfo and their features. It emphasizes the importance of finding and networking with people.
- Finally, it discusses challenges from the increasing commoditization of traditional marketing services and the importance of human intelligence and creativity over automated or aggregated approaches.
Organization culture of google
This document provides an analysis of organizational culture through reviewing definitions from various researchers. It defines organizational culture as the shared assumptions, values, beliefs, and behaviors that bind members of an organization together. Researchers like Freytag and Grunig define culture as the totality of shared symbols, meanings, and expectations that organize people working together. A pioneering researcher, Schein, defines culture as a pattern of basic assumptions learned by a group in solving problems, which are then taught to new members. The document analyzes Google's unique culture which emphasizes putting users first, treating employees well, encouraging innovation, and making decisions through team-based consensus.
Moving Fast and Slow
My IPA Diploma thesis. This piece examines a new operating system for a modern communications agency, a system which fuses old hierarchical models so familiar to us with newer models and systems borrowed from software companies and technology startups.
I believe not in an answer which promotes one over the other, but one which adopts a mix of the two.
Google case study
Google began as a research project at Stanford University in 1995 and was founded as a company in 1998 by Larry Page and Sergey Brin. It has since grown to be a massive, publicly traded company. Google uses a cross-functional organizational structure with open communication between departments and management to encourage innovation and creativity among employees. As a public company, Google is overseen by a board of directors and executive management team that oversee departments like engineering, finance, legal, products, and sales. This structure aims to maintain Google's startup culture as it continues growing into a large corporation.
5.1 PRD- A report on People Resourcing of Google (Individual)
1. The document discusses Google's human resource management practices related to performance management, people resourcing, and development. It covers Google's organizational structure, recruitment and selection processes, training programs, and performance management.
2. Google forecasts human resource needs through trend and scenario analysis to balance supply and demand. It uses a matrix structure and recruits both internally and externally, focusing on creativity, smartness, and excellence rather than experience.
3. Google provides competitive compensation and benefits to attract and retain top talent. It implements various training programs and performance management to maximize employee capabilities.
Building a High-Quality Machine Learning Model Using Google Cloud AutoML Vision
Building a High-Quality Machine Learning Model Using Google Cloud AutoML VisionBellakarina Solorzano
This capstone project sheds light on a new readily available generation of tools that are changing the marketing landscape. This study uses Google’s AutoML Vision interface to train a custom visual recognition model, while taking an in-depth look at how visual recognition technology works and how Artificial Intelligence, Machine Learning and Deep Learning are changing the way things get done across industries.
To conclude, this capstone project illustrates examples of the ways organizations across the world are getting the most out of these technologies and discusses the limitations and expectations of Artificial Intelligence and Machine Learning models going forward.Management Excellence - Google
Google started in 1998 and has since grown into a global technology leader known for its innovative culture and commitment to employees. It employs over 40,000 people across over 40 countries. Google prioritizes investing in employees through benefits like free meals, transportation, and work environments designed for collaboration. This focus on culture and employee happiness has helped Google become a top employer and innovator in technology.
SWOT_analysis.txt
Google is the world's largest search engine company with over 54,000 employees. They have created a strong work environment to maintain their dominance in search. Google's main strengths are its search engine and success in Android mobile market. Their main weakness is social media advertising. Opportunities lie in growing smartphone markets while threats include European antitrust investigations. The document recommends Google establish intellectual property rights over employees' ideas developed during work to diversify revenue beyond advertisements.
HRM Google ,Apple, Amazon, Facebook (Recruitment, Selection and Placement)
The Four (Apple, Amazon, Facebook, and Google) have generated unprecedented wealth and inspired innovation over the last 20 years. They have created hundreds of thousands of high-paying jobs and their products and services are used by billions worldwide. Each company appeals to different human instincts - Google to the brain, Amazon to acquisition, Facebook to emotion, and Apple to lust/status. Their market capitalizations now exceed the GDP of many countries. If invested in at their IPOs, $1000 would be worth millions today. They have all become enormously influential global companies.
At Google, It Takes a Village To Hire an Employee 7142008 .docx
At Google, It Takes a Village To Hire an Employee
7/14/2008
Aliah D. Wright
ORLANDO, FLA.—Want to work for Google? Be prepared to handle the crowd.
The $167 billion company with more than 19,000 employees uses “crowd sourcing” when it comes to making hiring decisions. So said Google’s Manager of HR Technology and Operations Melissa Karp during the recent International Human Resource Information Management systems conference.
The company’s web site states: “Virtually every person who interviews at Google talks to at least four interviewers, drawn from both management and potential colleagues. Everyone's opinion counts, ensuring our hiring process is fair while maintaining high standards as we grow.”
Released in June 2008, a Universum IDEAL Employer Survey found that nearly one in five undergraduate students (17 percent) chose the web’s leading search engine as their ideal employer.
And why not?
According to its job site, not only does Google provide excellent benefits, it also pays for lunch, dinner and snacks, offers on-site oil changes, car washes, dry cleaning, massage therapy, a gym, a hair stylist, fitness classes and bike repairs, and it even offers new parents a “take-out benefit” through which they can expense up to $500 for take-out meals during the first four weeks that they’re home with their newborn. Tack on back-up child care, tuition reimbursement, movie day, holiday parties, a ski trip—there’s actually too many perks to mention.
So with a work culture unlike any other—it stands to reason its hiring processes are unique, too.
Wisdom of the Crowds
Google’s hiring premise is based on James Surowiecki’s The Wisdom of Crowds: Why the Many Are Smarter Than the Few and How Collective Wisdom Shapes Business, Economies, Societies and Nations (2004), which, in short, states that any given group of people is always smarter than any given expert. Google also uses the basic premise behind the creation of Wikipedia that “people are willing to contribute to the collective knowledge, especially if they receive information in return.”
Google’s not the only one using crowd sourcing to get things done. According to Wired.com, Lego encourages customers to design robot operating systems and Lego sets; Zazzle.com allows users to place their designs on mugs, shirts, posters and the like and gives the designers a cut if people buy them. Even the Beastie Boys’ latest concert movie, whose name we can’t divulge, was shot by 50 fans using Hi8 cameras.
Still, Google believes that it has them beat hands down.
According to Karp, Google uses technology to create “wise, collaborative crowds that include a diversity of opinion, independence of members from one another, decentralization, a good method for aggregating opinions and return for contributors’ investment.”
What that translates to is this: At Google it takes a village to hire an employee.
Here’s what happens:
A prospective employee applies for a job at Google. The company uses its applicant tr ...
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- 1. PRESENTED TO: Dr. Pradyumna Kr. Tripathy PRESENTED BY: Barsha Ghosh (07) Rameez Ahmed (08) Subhadip Mitra (10) Ekta Singh (11) Subhankar Pal (12)
- 2. INTRODUCTION What is an organization? Organization is a social unit of people that is structured and managed to meet a need or to pursue collective goals. All organizations have a management structure that determines relationships between the different activities and the members and subdivides and assigns roles, responsibilities and authority to carry out different tasks. Organizations are open systems--they affect and are affected by their environment.
- 3. ORGANIZATIONAL DEVELOPMENT Some constant changes has taken place in the environment: Environmental responsibility is on the rise. The workforce is ever becoming more diverse, educated, and free-agent oriented. Technology is enabling greater productivity and more e-commerce, networking, and knowledge- based work.
- 4. Contd.. In response to such trends, Thomas Cummings and Christopher Worley of the University of Southern California have predicted that the future will require organizational development to become: More embedded in organizational culture More technologically enabled More technically skilled human resource More geared for shorter intervention cycle times More oriented to innovation and learning More interdisciplinary More diverse in client organizations More cross-cultural Clearer about values
- 5. THE BIG QUESTION..???? Human Resource Technology
- 6. WHY TECHNOLOGY? Human Resource has become a cost centre with sorts of monetary incentives and benefits, bonus acts as a financial burden for the organization. ‘Employee turnover’ “Brand Loyalty” It’s better to trust machine than to trust a human being. Emergence of Trade Union
- 7. Why Human Resource? Human resource is unique. We can imitate technology but can never imitate a human being. Innovation, Creativity emerges out of a human mind, these can’t be expected out of a machine Technology without human effort is like a three-legged a chair. Employees provide a brand image to a organization.
- 8. WAYS TO ACHIEVE GROWTH Joint Venture & Alliances Licensing Divestment of older technology or products Outside Financing Knowledgeable Work Force/Human Resource Tapping New Market New Product Development
- 9. GROWTH AGENDA Just published by Wiley, this new book by some of the Growth Agenda team looks at the most successful growth companies of the last decade. AMAZON AUDI P&G SAMSUNG GOOGLE APPLE PEPSI CO. NESTLE TATA
- 10. Its Present & Future Growth
- 11. COMPANY PROFILE Founders Larry Page and Sergey Brin They built a search engine (initially called BackRub) incorporated as GOOGLE on 4th September 1998 Generates revenue primarily by delivering online advertising In recent years they have launched an email service (Gmail), mapping services (Google Maps and Google Earth), a finance site (Google Finance), a mobile software platform (Android), its own web browser (Chrome), a social network (Google +), and a tablet computer (Nexus).
- 13. GOOGLE’S PRESENT GROWTH Sales grew at a 33.4% and earnings per share increased at a 23.9% annually. November 2012- Google took a record 67% of all U.S. search traffic, followed by Bing’s 16.2% and Yahoo’s 12.1%. Android is currently the leading operating platform for smart phones. Listed in the Business Week top 50 performing firms Larry Page was ranked No. 4 among CEOs by glassdoor.com No. 3 on Fast Company’s most innovative companies No. 3 among the world’s strongest product brands The search and software giant hit a record stock price, crossing $800 per share for the first time ever.
- 15. FUTURE SCENARIO Additionally, Google’s earnings are forecast to grow to $46.31 and $54.84 per share in 2013 and 2014, respectively. Google CEO Larry Page spoke about next-generation materials and interfaces for forthcoming smart phones after Google-owned Motorola clears out its current product pipeline. Google plans to open its own retail stores sometimes this year similar to Apple's and Microsoft's, featuring its line of Nexus and Chrome book products. Eric Schmidt says that GOOGLE will give the world such technology which are never thought of.
- 16. HUMAN RESOURCE AND TECHNOLOGY Larry Page says that only technology cannot sustain it’s growth and so its choice of human resource is very important. Making all this happen depends on Google’s ability to attract and engage top talent. Google CEO Eric Schmidt says that technology is the mother of their presence but it can only be handled with expert human resource which are trained expertly. Innovations do come from human resource and then requires technology. Google was named the best company to work for by FORTUNE magazine for four consecutive weeks recently.
- 17. CONCLUSION Organizations require technology as well as human resource. Human Resource should be trained in order to cope up with the technologies. To sustain in the long run organizations should change with the modernization and environment. Organizations require continuous research and development.
- 18. THANK YOU TO ALL