Google`s Flat Organization Structure

The determination of an appropriate organization structure is vital for the growth and development of an entity. The choice of the desirable structure calls for sobriety of the owners of the organization. A good structure should be one that gives the employees and the management room to interact and consult on work related issues. Additionally, a structure that gives the employees a good environment to work boosts their morale and leads to productivity.

The purpose of this report is to show the benefits that arise from the adoption of a flat organization structure. Google has been used as an example due to its operationalization of the flat structure. This has been illustrated from the kind of employees it recruits, collaborations, innovation, and creativity. Through this, the organization`s employees have been able to work and develop products and services that are unique and desirable in the market. Consequently, the organization has competed favorably and dislodged its rivals from the market.

Google’s competitors and the need for uniqueness. It operates in the communication environment that is made up of competitors such as Microsoft, Apple, and Facebook. This compels it to develop its products and services to be unique and serve the market better. Hence, compelled to have subsidiaries such as YouTube and AdSense for videos and online marketing.

Introduction

An organizational structure denotes the internal plan of resources and processes geared to attaining an entity`s objectives. Google applies a flat organizational structure in its operations. The arrangement allows teamwork among its employees whereby the top, middle and lower levels of management can communicate and work directly. The cross-functional structure enhances the sharing of ideas, co-operation and unity in the organization (Vaccaro et al. 2011.p 3). This enables it to give room for innovation, initiative, and creativity within its organization. Eventually, it translates into high productivity, favorable competition, growth, and efficiency in operations.

Additionally, the cross functional flat structure enables it to fit well multinational by aligning its objectives operationally to address complexity in the industry (Lowe 2009). Hence, its reluctance to change the structure. The flat structure dominates its functional and production structure since everyone can consult the other from up to down.

Background of Google Company

Google Company is one of the participants in the world wide web. It commenced its operations in October 2005 in the field of technology internationally. It does charitable activities such as setting aside approximately US$ 100 million annually towards investments and grants for technological innovators (Google Company). It supports education by translating books from one language to another. For instance, in China where there are a lot of languages, it translates books to specific native languages for students. Google also aids American job seekers to by creating technologies that ease their ability to look for jobs.

Google`s Subsidiaries

The companies deal in robots, telecommunication, mapping, advertisement, as well as video broadcast (Kevin n.d,) Some examples of its companies are the YouTube that deals in videos, AdSense and DoubleClick for advertisement, and google map that aids in giving locations.

Flat Structure Organization Theory

Google is a flat organization structured company. A flat organization is also referred to as a horizontally structured company are characterized with few or no management levels (Fiss 2011, p. 384). It permits employee autonomy hence giving them an avenue for decision making. There is little supervision provided to the staff by their immediate managers. Teams and groups can conduct meetings and get information that is needed for innovation. Through this, new ideas concerning products or services are developed. Eventually, such organizations compete favorably within the market and save cost incurred in maintaining many managerial positions. Moreover, employee satisfaction is enhanced due to the freedom that is offered by the structure.

The flat structure enables employees to communicate effectively. Nobody is barred from talking to a fellow employee or the management. This allows the staff to always update themselves of the organization`s shared objectives and goals (Cummings, and Worley 2014, p.4). Equally, unity among the employees and the management is entrenched that enables them work as a team and account for their work with minimal supervision. Hence, the company`s mission and vision are still known by every one of them leaving no room for diversion from the core objectives.

Additionally, new techniques of handling tasks are made easy. Through this, the organization`s work and assignments are regularly attended to, and no disruptions arise. Moreover, employees complement and learn from one another.

It employs highly experienced and educated persons and gives them an opportunity to work. This arrangement makes its staff conscious of their environment and their competitors. Consequently, they are constantly adapting to the new business environment by conducting market research. Through this, their products have always remained superior in the market and outdone their counterparts in competition (Nathaniel n.d). They have managed to incorporate new services such as the YouTube, AdSense and so forth which has given them a niche in the market.

Google`s Organizational Structure

It is made up of technical professionals from the information technology field as well as other areas. These three complements each other for the seamless operations of the company. When lumped together, the professionals are hierarchically divided into power, authority and decision-making categories (Galbraith 2011, p. 6). Despite the hierarchy, created due to functions and professions, communication and work among members passes from any direction to enhance productivity, competition, innovation, and growth.

Professionals occupy the administrative level, and it is the highest in the company. The occupants of these positions are expected to be highly experienced and knowledgeable in their area of specialization. The second level in the hierarchy is also occupied by professionals. They are charged with undertaking administrative actions of the company. They assume the work of team leaders in their departments in-charge of all professionals under their team. The last and third category is the operational level. It consists of professionals that are charged with definite and particular areas in the company. They do the day to day work for the organization.

What Google Adopts for its Flat Organization Structure and How It Works

Google manages to compete favorably by outsmarting its competitors through hiring smart and creative employees during recruitment.

Initiative Given to the Best Recruits

It usually hires smart and creative employees who make it competitive. Its employees have managed to meet and exceed consumer expectations regarding product quality, price, and satisfaction. Additionally, the application of technology required them to produce goods and services faster due to the demand volume (Karl n.d). Moreover, they compare what their competitors produce and make their production better. This has been possible due to the freedom and initiative gave by the company to its employees.

Participative Hiring Process

It uses a rigorous hiring process that considers the opinion of other organization members in the decision. It designs a committee that is made up of sale representative, a manager, and an engineer (Samson n.d). Through this, the company`s operations are taken into account. Through this, intrinsically motivated individuals are recruited and given an opportunity to serve.

Flexibility

Flexibility in planning and operations is permitted and practiced in the organization. Inflexibility makes it unable to change even when circumstances dictate. Through flexibility, the staff is given the opportunity to embrace new developments (Vaccaro et al. 2011.p 6). The flat structure applied by Google offers its team an avenue to change with the environment. Consequently, the company has continuously remained at par with the market requirements and stayed relevant. Flexibility can be evidenced from the product innovations initiated by the company in the market. Additionally, it is explained by the consideration given to everyone in the organization to give suggestions to the management for adoption. This explains the organization`s tremendous growth since its inception.

Collaboration

It gives its employees an avenue to collaborate and work together. This enables the employees and the management to learn from one another (Cummings, and Worley 2014, p.30). This practice is actualized by organizing company-wide meetings where each quarter`s reports are presented. These reports are meant to enable every employee to know the state of the company`s performance to add their input. Everyone is given the opportunity to ask questions which are answered by fellow members. Additionally, their intranet alerts them on every new product in the offing to learn its characteristics and know the responsible staff assigned the job. The staff are given an opportunity to know their fellows’ weaknesses and complement them during assignments. This creates understanding and appreciation of others weakness thus enabling the organization to stand tall among its peers by uplifting one another.

Debates and Discussions

Lastly, the organization allows for discussions and debates before making decisions. Unlike the vertical structure where resolutions are passed from the superior without question, it engages its smart employees in decision making (Karl n.d)). This makes the decisions to be acceptable, right, and dependable by the company. Additionally, the company works as a team in a unified direction thus achieving its goals. The use of debates and discussions gives the employees and managers to deliberate on contentious issues that affect the company`s strategy. Through it, bad proposals are discarded before adoption thus saving the company from engaging in non-productive activities. Moreover, it accords the participants an opportunity to realize the benefits of a proposal for adoption as well as the procedures for its actualization.

Conclusion

The adoption of a flat organization structure is a good strategy for every organization`s success. It gives the company an opportunity to nurture and get the highest output from employees and management. Apart from increasing the morale of employees, its collaborative work style promotes learning, initiative, creativity, and innovation. Consequently, the changes made translate into superior products and favorable competition. Additionally, such organization`s work efficiently through saving resources and continuously improving their products and services. Hence, the importance of organizational structure as a vehicle for the organization`s victory.

The flat organization structure reduces the number of hierarchies and mangers to be reported to by the employees. This enables the company to save a lot of cost that would be incurred in paying the managers and duplication of duties that may arise. Additionally, communication reaches the employees at the appropriate time thus giving them an opportunity to work on their assignments satisfactorily. Lastly, decision making is fast because the managers involved are few and misunderstandings are also reduced.

References

Cummings, T.G. and Worley, C.G., 2014. Organization development and change. Cengage learning.

Fiss, P.C., 2011. Building better causal theories: A fuzzy set approach to typologies in organization research. Academy of Management Journal, 54(2), pp.393-420.

Snow, C.C., Fjeldstad, Ø.D., Lettl, C. and Miles, R.E., 2011. Organizing continuous product development and commercialization: the collaborative community of firms model. Journal of Product Innovation Management, 28(1), pp.3-16.

Galbraith, J.R., 2011. Designing the customer-centric organization: A guide to strategy, structure, and process. John Wiley & Sons.

Vaccaro, I.G., Jansen, J.J., Van Den Bosch, F.A. and Volberda, H.W., 2012. Management innovation and leadership: The moderating role of organizational size. Journal of Management Studies, 49(1), pp.28-51.

Nathaniel SamsonGoogle’s Organizational Structure & Its Characteristics (An Analysis) - Panmore Institute Panmore Institutehttp://panmore.com/google-organizational-structure-characteristics-analysis

Levels of Google Company Hierarchy chart-Hierarchy structure Hierarchy Structure https://www.hierarchystructure.com/google-company-hierarchy/

Kevin Johnston Top 4 Companies Owned by Google Investopediahttps://www.investopedia.com/investing/companies-owned-by-google/#ixzz5VvOiJJYD

Karl Niebuhr How Google works — Summary | Karlbooklover https://www.karlbooklover.com/how-google-works-summary/

Lowe, J 2009, Google Speaks : Secrets of the World’s Greatest Billionaire Entrepreneurs, Sergey Brin and Larry Page, Wiley, Hoboken, N.J., viewed 5 November 2018, http://165.193.178.96/login?url=http%3a%2f%2fsearch.ebscohost.com%2flogin.aspx%3fdirect%3dtrue%26db%3dnlebk%26AN%3d274965%26site%3deds-live

Appendix

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