Google is a high tech company with amazing growth rates. Inherent with its growth Google has to face challenges. In the following essay the personality of the founders of Google and the company is highlighted. Consequently the required personality of the candidates for employment at Google is explored. Furthermore the present selection process so far is in focus.
This research results in the answer of a best case selection process. Besides these themes the future development of Googles Corporate Culture and Structure affected by the enormous growth of the company is brought forward. The essay ends with a comparison of Google with the German High Tech company SAP which had a similar development 20 years earlier.
Thereby the structure of the work is divided into a theoretical part, in which the up to date theories are applied onto Google. In the practical part a forecast of the Google development for the future is made.
Table of Contents
I. Introduction
II. Identify
A. Synopsis of text structure
B. Prominent Characteristics
C. Crystallization of points of concern
D. Conclusion
III. Account
A. Organizational Structure
1. Description of the situation of management and teamwork
2. Managerial Structure: Personality/Personal Traits of the Google founders
a) Justification of model choice
b) Myers-Briggs Type Indication (MBTI) theory
c) Analysis of the Personality of Larry Page and Serge Brin and of the personality of the Google Culture
d) Conclusion
3. What personality is required to fit into Googles Corporate Culture and into the Team Structure
a) Justification of the theories in use
b) Explanation of the model Machiavellianism
c) Explanation of the model Type A vs. Type B
d) Personality Traits of a potential Google employee
e) Conclusion
4. How must a selection process for prospective employees be structured
a) Criteria a selection process has to cover
b) Choice of the right selection models for Google
c) Conclusion
B. Growth Development and Possible Consequences
1. Description of the Growth
2. Consequences of growth for organizational culture and structure
a) Consequences for Organizational Structure
b) Conclusion
c) Consequences for the Organizational Culture
d) Conclusion
IV. Excursion
Objectives and Research Themes
The primary objective of this work is to analyze Google's organizational behavior, focusing on how the founders' personalities and the company's culture influence employee selection and organizational structure in the face of rapid growth.
- Analysis of the founders' personality traits using the MBTI model.
- Determination of the required personality profile for Google employees using Machiavellianism and Type A/B theories.
- Evaluation of optimal selection processes for identifying "Google-fit" candidates.
- Investigation into how rapid corporate growth necessitates changes in organizational structure and culture.
- Comparative analysis of Google’s developmental challenges with those experienced by SAP.
Excerpt from the Book
Managerial Structure: Personality/Personal Traits of the Google founders
The managerial structure of a company is a reflection of the Corporate Culture. In small entrepreneurial firms, the influence of the founders is consequently greater than that in massive global conglomerates. Therefore an analysis of organizational Corporate Culture should start with scrutinization of the founders.
One of the most common models used for analyzing the personal traits is the Myers-Briggs Type Indicator (MBTI) Model. Normally the application of the model is restricted to individuals. But because the founders of Google shaped, determined and still control the corporate structure directly it is found that the model can be expanded from individual application to corporate description.
The Myers-Briggs Type Indicator (MBTI) is a personality test designed to assist a person in identifying some significant personal preferences. Katharine Cook Briggs and her daughter Isabel Briggs Myers developed the Indicator during World War II, and its criteria follow from Carl Jung's theories in his work Psychological Types.
Summary of Chapters
I. Introduction: This chapter outlines Google’s status as a high-tech company experiencing rapid growth and introduces the research focus on founder personality, employee selection, and the future of corporate culture.
II. Identify: This section provides a synopsis of the company’s evolution from a two-man operation to a global entity and highlights the uncommon, creative corporate culture that defines Google.
III. Account: This main part investigates the flat organizational structure, identifies the personality traits essential for prospective employees, and proposes an optimized selection process while discussing the challenges posed by global expansion.
IV. Excursion: This chapter concludes the essay by drawing parallels between Google's current organizational challenges and the historical growth experience of the German software company SAP.
Keywords
Google, Organizational Behavior, Corporate Culture, Founder Personality, MBTI, Machiavellianism, Employee Selection, Organizational Structure, Growth Management, Teamwork, Recruitment, Professional Intelligence, Job-Person Fit, SAP, Globalization.
Frequently Asked Questions
What is the core focus of this research paper?
The paper examines how Google’s corporate culture and organizational structure are influenced by the personalities of its founders and how these factors impact current and future recruitment and management challenges.
What are the central themes addressed in the analysis?
The themes include the identification of personality traits in founders and potential employees, the necessity of adapting selection processes, and the strategic implications of organizational growth.
What is the primary research question regarding employees?
The research seeks to determine which personality profile—specifically analyzed through MBTI and behavioral theories—best fits Google’s culture to ensure sustainable future performance.
Which scientific methods are utilized for this analysis?
The author applies the Myers-Briggs Type Indicator (MBTI), the theory of Machiavellianism, and the Type A vs. Type B personality model to evaluate organizational behavior.
What topics are covered in the main body of the work?
The main body covers the current management style, the personality of the founders, required employee traits, proposed assessment center selection models, and the consequences of scaling the organization.
Which keywords best describe this study?
Key terms include Corporate Culture, Organizational Behavior, Growth Management, Employee Selection, and Organizational Structure.
How does the author propose that Google should handle their recruiting as they grow?
The author suggests moving beyond simple interviews toward an assessment center approach that evaluates candidate behavior in group settings and stress situations.
Why is the comparison with SAP relevant to this study?
The comparison serves as a case study to demonstrate how a similar "garage-founded" company successfully transitioned from an organic to a mechanistic structure to overcome growth-related crises.
What specific role do the founders play in Google’s culture?
The founders, Larry Page and Sergey Brin, act as the primary shapers of the organizational culture; their personal values and "fun-to-work" philosophy dictate the current corporate environment.
What does the author conclude about the future of Google’s culture?
The author concludes that Google must carefully implement formalization and socialization processes to preserve its unique identity while scaling its operations globally.
- Quote paper
- Stephan Weber (Author), 2007, Organizational behaviour. Google corporate culture in perspective, Munich, GRIN Verlag, https://www.grin.com/document/88083
