Introduction of Company Google Inc. is an American multinational corporation specializing in Internetrelated services and products.

These include search,cloud computing, software and online advertising technologies.[7] Most of its profits are derived from AdWords.[8][9] Google was founded by Larry Page and Sergey Brin while they

were Ph.D. students at Stanford University. Together they own about 16 percent of its shares. They incorporated Google as a privately held company on September 4, 1998. An initial public offeringfollowed on August 19, 2004. Its mission statement from the outset was "to organize the world's information and make it universally accessible and useful",[10] and its unofficial slogan was "Don't be evil".[11][12] In 2006 Google moved to headquarters in Mountain View, California, nicknamed the Googleplex. Rapid growth since incorporation has triggered a chain of

products, acquisitions and partnerships beyond Google's core search engine. It offers online productivity software including email (Gmail), an office

suite (Google Drive), and social networking (Google+). Desktopproducts include applications for web browsing, organizing and editing photos, and instant messaging. The company leads the development of the Android mobile operating system and the browser-only Chrome OS[13] for a netbook known as

a Chromebook. Google has moved increasingly into communications hardware: it partners with major electronics manufacturers in production of its highend Nexus devices and acquired Motorola Mobility in May 2012.[14] In 2012, a fiber-optic infrastructure was installed in Kansas City to facilitate a Google Fiber broadband service.[15]

The corporation has been estimated to run more than one million servers in data centers around the world[16] and to process over one billion search requests[17] and about 24 petabytes of user-generated data each day.[18][19][20][21] In December 2012 Alexa listed google.com as the most visited website in the world. Numerous Google sites in other languages figure in the top one hundred, as do several other Google-owned sites such as YouTube and Blogger.[22] Its market dominance has led to criticism over issues includingcopyright, censorship, and privacy.[23][24]

History: Google began in January 1996 as a research project by Larry Page and Sergey Brin when they were both PhD students at Stanford University in Stanford, California.[26] While conventional search engines ranked results by counting how many times the search terms appeared on the page, the two theorized about a better system that analyzed the relationships between websites.[27] They called this new

technology PageRank; it determined a website's relevance by the number of pages, and the importance of those pages, that linked back to the original site.[28][29] A small search engine called "RankDex" from IDD Information Services designed by Robin Li was, since 1996, already exploring a similar strategy for site-scoring and page ranking.[30] The technology in RankDex would be patented[31] and used later when Li founded Baidu in China.[32][33] Page and Brin originally nicknamed their new search engine "BackRub", because the system checked backlinks to estimate the importance of a site.[34][35][36] Eventually, they changed the name to Google, originating from a

misspelling of the word "googol",[37][38] the number one followed by one hundred zeros, which was picked to signify that the search engine was intended to provide large quantities of information.[39] Originally, Google ran under Stanford University's website, with the domains google.stanford.edu and z.stanford.edu.[40][41] The domain name for Google was registered on September 15, 1997,[42] and the company was incorporated on September 4, 1998. It was based in a friend's (Susan Wojcicki[26]) garage in Menlo Park, California. Craig Silverstein, a fellow PhD student at Stanford, was hired as the first employee.[26][43][44] In May 2011, the number of monthly unique visitors to Google surpassed one billion for the first time, an 8.4 percent increase from May 2010 (931 million).[45] In January 2013, Google announced it had earned $50 billion in annual revenue for the year of 2012. This marked the first time the company had reached this feat, topping their 2011 total of $38 billion.[46]

Organizational Culture at Google Inc.

What is Organizational culture? Organizational culture is the behavior of humans who are part of an organization and the meanings that the people attach to their actions. Culture includes the organization values, visions, norms, working language, systems, symbols, beliefs and habits. It is also the pattern of such collective behaviors and assumptions that are taught to new organizational members as a way of perceiving, and even thinking and feeling. Organizational culture affects the way people and groups interact with each other, with clients, and with stakeholders. Ravasi and Schultz (2006) state that organizational culture is a set of shared mental assumptions that guide interpretation and action in organizations by defining appropriate behavior for various situations. At the same time although a company may have their "own unique culture", in larger organizations, there is a diverse and sometimes conflicting cultures that co-exist due to different characteristics of the management team. The organizational culture may also have negative and positive aspects. Schein (2009), Deal & Kennedy (2000), Kotter (1992) and many others state that organizations often have very differing cultures as well as subcultures.

INTROUCTION to Google Organization culture.

Organizational culture means a common perception held by the organization's members. Google follows the corporate culture. Googles mission is to organize the worlds information and make it universally accessible and useful. Google is home to countless communities of unique people. They offer hundreds of internal groups and clubs ranging from runners at Google to theatre lovers and game developers. Many of these groups are actively engaged in supporting diversity initiatives both at Google, and in their communities. Google Company has packed a lot into a relatively young life. Since Google was founded in 1998, weve grown to serve hundreds of thousands of users and customers around the world. Founders Larry Page and Sergey Bring met at Stanford University in 1995. By 1996, they had built a search engine (initially called Backrub) that used links to determine the importance of individual WebPages.

CULTURE AT GOOGLE On Fortune magazine's list of best companies to work for, Google ranked first in 2007, 2008 and 2012[200][201][202] and fourth in 2009 and 2010.[203][204] Google was also nominated in 2010 to be the world's most attractive employer to graduating students in the Universum Communications talent attraction index.[205] Google's corporate philosophy includes principles such as "you can make money without doing evil," "you can be serious without a suit," and "work should be challenging and the challenge should be fun."[206]

Employees After the company's IPO, founders Sergey Brin and Larry Page and CEO Eric Schmidt requested that their base salary be cut to $1. Subsequent offers by the company to increase their salaries have been turned down, primarily because their main compensation continues to come from owning stock in Google. Before 2004, Schmidt made $250,000 per year, and Page and Brin each received an annual salary of $150,000.[207]

Eric Schmidt. In 2007 and early 2008, several top executives left Google. In October 2007, former chief financial officer of YouTube Gideon Yu joined Facebook[208] along with Benjamin Ling, a high-ranking engineer.[209] In March 2008, Sheryl Sandberg, then vice-president of global online sales and operations, began her position as chief operating officer of Facebook.[210] At the same time, Ash ElDifrawi, formerly head of brand advertising, left to become chief marketing officer of Netshops.[211] On April 4, 2011, Larry Page became CEO and Eric Schmidt became Executive Chairman of Google.[212] In July 2012, Google's first female employee, Marissa Mayer, left Google to become Yahoo!'s CEO.[213]

New employees are called "Nooglers," and are given apropeller beanie cap to wear on their first Friday.[214] As a motivation technique, Google uses a policy often called Innovation Time Off, where Google engineers are encouraged to spend 20% of their work time on projects that interest them. Some of Google's newer services, such as Gmail, Google News, Orkut, and AdSense originated from these independent

endeavors.[215] In a talk at Stanford University, Marissa Mayer, Google's Vice President of Search Products and User Experience until July 2012, showed that half of all new product launches at the time had originated from the Innovation Time Off.[216] Googleplex Main article: Googleplex

The Googleplex, Google's original and largest corporate campus

Google Mountain View campus garden

Google Mountain View dinosaur 'Stan'

Bicycles painted in the corporate color scheme are available for free use by any employee travelling around the Googleplex Google's headquarters in Mountain View, California, is referred to as "the Googleplex", a play on words on the number googolplex and the headquarters itself being a complex of buildings. The lobby is decorated with a piano, lava lamps, old server clusters, and a projection of search queries on the wall. The hallways are full of exercise balls and bicycles. Each employee has access to the corporate recreation center. Recreational amenities are scattered throughout the campus and include a workout room with weights and rowing machines, locker

rooms, washers and dryers, a massage room, assorted video games, table football, a baby grand piano, a billiard table, and ping pong. In addition to the recreation room, there are snack rooms stocked with various foods and drinks, with special emphasis placed on nutrition.[217] Free food is available to employees 24/7, with paid vending machines prorated favoring nutritional value.[218] In 2006, Google moved into 311,000 square feet (28,900 m2) of office space in New York City, at 111 Eighth Avenue in Manhattan.[219] The office was specially designed and built for Google and houses its largest advertising sales team, which has been instrumental in securing large partnerships.[219] The New York headquarters is similar in design and functionality to its Mountain View headquarters, and includes a game room, micro kitchens, and a video game area.[220] As of February 2012, a significant engineering team is based in New York City,[221] and has been responsible for more than 100 engineering projects, including Google Maps, Google Spreadsheets.[citation York.[222] In November 2006, Google opened offices on Carnegie Mellon's campus in Pittsburgh, focusing on shopping-related advertisement coding and smartphone applications and programs.[223][224] By late 2006, Google also established a new headquarters for its AdWords division in Ann Arbor, Michigan.[225] Other office locations in the U.S. include Ann Arbor, Michigan; Atlanta, Massachusetts; Georgia; Austin, New York Texas; Boulder, City;San Colorado; Cambridge,
needed]

As of September 2013,

Google's East Coast office is located at 76 Ninth Ave, New York City, New

Francisco, California; Seattle,

Washington; Reston, Virginia, and Washington, D.C. Furthermore, Google has several international offices.

Google's NYC office building houses its largest advertising sales team.[219] In October 2006, the company announced plans to install thousands of solar panels to provide up to 1.6 megawatts of electricity, enough to satisfy approximately 30% of the campus' energy needs.[226] The system will be the largest solar power system constructed on a U.S. corporate campus and one of the largest on any corporate site in the world.[226] In addition, Google announced in 2009 that it was deploying herds of goats to keep grassland around the Googleplex short, helping to prevent the threat from seasonal bush fires while also reducing the carbon footprint of mowing the extensive grounds.[227][228] The idea of trimming lawns using goats originated from R. J. Widlar, an engineer who worked for National Semiconductor.[229] Google has faced accusations in Harper's Magazine of being an "energy glutton". The company was accused of employing its "Don't be evil" motto and its public energy-saving campaigns to cover up or make up for the massive amounts of energy its servers require.[230]

At Google, being you is a job requirement. When they encourage Googles to express them, they really mean it.

 Intellectual curiosity and diverse perspectives drive their policies, their work environment and our profits. It's the amazing diversity of Googles that allows them to do extraordinary things. Google provides some links to follow his culture: 1. Celebrating a culture of diversity: In 2010 they organized the 6th sense a weeklong event with the theme of "diversity and inclusion" a first in Google india.Over 750 gougers enthusiastically participated in this initiative to increase employee sensitivity and awareness of differences across genders, cultures, and sexual orientation. 2. Awards: Google awarded with many awards here some of them National Association of the Deaf (NAD) Accessibility Award International Gay and Lesbian Chamber of Commerce Award (IGLCC): 2nd place 2010 Hispanic Bar Association of Orange County - Corporate Citizen Award UK IT Industry Awards: Organizational Excellence, Diversity in IT Award 3. Benefits: The people we hire that make Googles culture what it is.

Googles are smart. They are inclusive, open and transparent, and they care. Googles want to improve the world. This creates a sense of community that brings people to Google, and its why they stay and this is not by accident. Google works hard to ensure an inclusive culture where people can come to work, be themselves and thrive. Below are some of our

programs and benefits that are specifically focused on creating an inclusive environment for all of our Googles. Adoption Assistance Day Care Mother's Rooms Maternal/Paternal Leave Program Domestic Partnership Programs Accommodation Policies (including those for visually, mobility and hearing impaired Googles) Transgender and Transitioning Workplace Support

4. Equal opportunities: Employment is based upon individual merit and qualifications directly related to professional competence. They strictly prohibit unlawful discrimination or harassment of any kind, including discrimination or harassment on the basis of race, color, religion, veteran status, national origin, ancestry, pregnancy status, sex, gender identity or expression, age, marital status, mental or physical disability, medical condition, sexual orientation or any other characteristics protected by law. They also make all reasonable accommodations to meet their obligations under laws protecting the rights of the disabled.

DIVERSITY IN GOOGLES WORKFORCE Google has unique pattern of work but there is some minor diversity which makes it effective. Asians at Google: Asian Google Network (AGN) The Asian Google Network was formed in 2007 with the goal to support employee retention and career advancement, educate Google employees concerning Asian American culture and perform community outreach. They accomplish this by enabling professional development, networking, mentorship, community service and knowledge sharing. Active AGN chapters in the U.S. include Ann Arbor, Boston, Mountain View, New York, and San Francisco. Blacks at Google:BGN: The Black Googles Network The mission of the Black Google Network (BGN) is to attract, recruit, retain and develop Black talent at Google. Since its establishment, BGN has been actively involved in supporting diversity at Google and in the communities in which we operate. In June 2006, the Black Google Network (BGN) began as a mailing list for Black people at Google to communicate and establish a community. BGN members volunteered to attend numerous campus recruiting efforts and help spread the word about Googles diversity efforts Women at Google: Google sponsors a variety of internal workplace programs to ensure that it is a great place for women to work, and sponsors external organizations and initiatives designed to promote Science,

Technology, Engineering, and Mathematics (STEM) education among women, from middle school girls to female university students. Google Women Engineers Network (GWE): The GWE International Network is a group of passionate female engineers that strives to create a community among members and connect with girls and women around the world. In offices around the world, GWE members create communities, reach out to local youth, and support Google's numerous education initiatives to generate a greater interest in STEM among girls and women. Womens Leadership Community (WLC): The Women's Leadership Community (WLC) at Google is a platform for connecting our senior female Googles. The goal of the WLC is to address leadership challenges in support of personal and professional development, and has active chapters throughout North America, Europe and Asia. 6 ways Google Builds Company Culture

Culture and its relation to customer service was a hugely popular theme at this years Call Center Weekin Las Vegas. Two top brands with well developed company cultures took to the stage at Caesars Palace to discuss the role of culture in helping to deliver world-class customer service; Google, Fortunes Best Place to Work , and Telus International, whose parent company is now recognized as one of Canadas Ten Most Admired Corporate Cultures.

First up, Googles Director of Enterprise Global Support, Peter Scocimara offered up three key values that help shape his organizations culture and drive their customer service efforts in the process. 1. Work as a Family The idea of family is woven into Googles fabric, from their hiring processes, to performance management, product development, and customer support. They trust their associates, or Googlers, with sensitive information youd only trust with people you think of as family. Googlers have a voice and are actively empowered to have a say in how the company is run. You cant choose your family members at home, but you can in the work environment, and Google does so very carefully. 2. A Culture of Learning Actively try to invest in both the personal and professional development of your employees. Create the time and space for your team to think and innovate. Scocimara makes note of the companys 20% Time philosophy, in which they allow employees to pursue any initiatives they want, even if its not part of Googles immediate business goals. Your contact center may not have the ability to duplicate the Google model, but your customer service team spend countless hours dealing directly with your customers, theyve likely got some ideas that may be of note, encourage them to spend time shaping them. This is how a search engine company ultimately creates things such as the self-driving car.

3. Innovate for Big Impact (purpose) As a complimentary value to their culture of learning, Google says to think big and try to tackle the big problems, rather than run from them. The self driving car stemmed directly from the company culture and this value in particular. Their engineers believed there were too many deaths on the road. They thought big, and decided to try working on a way to revolutionize driving. Everyone at the company, particularly those in customer support roles are motivated because they believe they are changing the world, and they are. Telus President Jeffrey Puritt added that in todays business world, corporate culture is actually a strong business advantage. And nowhere is your corporate culture more on display than in your customer service efforts, where your frontline meets the world. Puritt offered up three of his own values that help shape Telus corporate culture. 4. Spirited Teamwork Build a community, not just a company. Telus has moved from a process based culture to a people based one. They have their own internal social network (TLife) that allows employees to swap schedules (crucially, without any management involvement), schedule break alerts, order food to their desks, and even make car pooling requests. The ease of schedule swapping is a huge factor in cutting attrition rates, since lack of flexibility is a top cause of agent churn, so they do their best to make shift swapping as easy as possible.

5. Agile Thinking At Telus, its career first, company second. Puritt notes that this value resonates with millenials in particular. This generation has huge career aspirations, and makes up their mind during training whether theyll work in customer support at your center. Telus University allows employees to gain arts and business credits while still working with the company. They fully invest in their customer support team members. These educational opportunities also contribute to a decline in agent attrition rates, which is still large challenge for the industry. 6. A Caring Culture Take care of your employees and their families, and they will take even better care of your customers. Its as simple as that.

GOOGLE'S PRODUCTS AND SERVICES

They provide a variety of services for people and businesses. With all their technologies from search to Chrome to Gmail their goal is to make it as easy as possible for you to find the information you need and get the things you need to do done. These programs form the backbone of their own business; theyve also enabled entrepreneurs and publishers around the world to grow theirs. Their advertising programs, which range from simple text ads to rich media ads, help businesses find customers, and help publishers make money off of their content. They also provide cloud computing tools for businesses that save money and help organizations are more productive. They build products that they hope will make the web better and therefore your experience on the web better. With products like Chrome and Android They want to make it simpler and faster for people to do what they want to online. Theyre also committed to the open web, so theyre involved in various projects to make it easier for developers to contribute to the online ecosystem and move the web forward.

ROAD MAP FOR GOOGLE

Google Inc.: Larry and Sergey named the search engine they built Google, a play on the word googol, the mathematical term for a 1 followed by 100 zeros. Google Inc. was born in 1998, when Sun co-founder Andy Bechtolsheim wrote a check for $100,000 to that entity which until then didnt exist. Out of the office: The first Google doodle in 1998 was intended to let visitors to the homepage know that Googles minders were offline at the Burning Man Festival in Nevada. Theres now a team of doodlers and theyve posted more than 1,000 different doodles on homepages worldwide.

Do-It-Yourself ads: In 2000, we introduced Ad Words, a self-service program for creating online ad campaigns. Today our advertising solutions, which include display, mobile and video ads as well as the simple text ads we introduced more than a decade ago, help thousands of businesses grow and are successful.

Gmail: no joke: On April Fools' Day in 2004, we launched Gmail. Our approach to email included features like speedy search, huge amounts of storage and threaded messages.

Gone public: Our Initial Public Offering of 19,605,052 shares of Class A common stock took place on Wall Street on August 18, 2004.

Location: We acquired digital mapping company Keyhole in 2004, and launched Google Maps and Google Earth in 2005. Today Maps also features live traffic, transit directions and street-level imagery, and Earth lets you explore the ocean and the moon.

Broadcast yourself: In 2006, we acquired online video sharing site YouTube. Today 60 hours of video are uploaded to the site every minute. Cat videos, citizen journalism, political candidacy and double rainbows have never been the same.

The little green robot arrives: Amidst rumors of a Gphone, we announced Androidan open platform for mobile devicesand the Open Handset Alliance, in 2007.

The comic heard round the world : Word got out about Google Chrome a day ahead of schedule when a comic book introducing our new open source

browser was shipped earlier than planned. We officially launched on September 2, 2008.

CEO and chairman: Word got out about Google Chrome a day ahead of schedule when a comic book introducing our new open source browser was shipped earlier than planned. We officially launched on September 2, 2008.

Google+ : In June 2011, we introduced the Google+ project, aimed at bringing the nuance and richness of real-life sharing to the web, and making all of Google better by including people, their relationships and their interests.

THINGS THEY KNOW TO BE TRUE

They first wrote these 10 things when Google was just a few years old. From time to time they revisit this list to see if it still holds true. They hope it does and you can hold them to that.
Focus on the user and all else will follow.
Since the beginning, they have focused on providing the best user experience possible. Whether were designing a new Internet browser or a new tweak to the look of the homepage, we take great care to ensure that they will ultimately serve you, rather than our own internal goal or bottom line. Our homepage interface is clear and simple, and pages load instantly.

Placement in search results is never sold to anyone, and advertising is not only clearly
marked as such, it offers relevant content and is not distracting.

Its best to do one thing really, really well.

They do search. With one of the worlds largest research groups focused exclusively on solving search problems, they know what they do well, and how they could do it better. Through continued iteration on difficult problems, they have been able to solve complex issues and provide continuous improvements to a service that already makes finding information a fast and seamless experience for millions of people.

Fast is better than slow.

They know your time is valuable, so when youre seeking an answer on the web you want it right away and they aim to please. They may be the only people in the world who can say our goal is to have people leave our website as quickly as possible. By shaving excess bits and bytes from our pages and increasing the efficiency of our serving environment, theyve broken our own speed records many times over, so that the average response time on a search result is a fraction of a second.

Democracy on the web works.

Google search works because it relies on the millions of individuals posting links on websites to help determine which other sites offer content of value. They assess the importance of every web page using more than 200 signals and a variety of techniques, including our patented Page Rank algorithm, which analyzes which sites have been voted to be the best sources of information by other pages across the web.

You dont need to be at your desk to need an answer.

The world is increasingly mobile: people want access to information wherever they are, whenever they need it. Theyre pioneering new technologies and offering new solutions for mobile services that help people all over the globe to do any number of tasks on their phone, from checking email and calendar events to watching videos, not to mention the several different ways to access Google search on a phone.

You can make money without doing evil.

Google is a business. The revenue we generate is derived from offering search technology to companies and from the sale of advertising displayed on our site and on other sites across the web. Hundreds of thousands of advertisers worldwide use Ad Words to promote their products; hundreds of thousands of publishers take advantage of our Sense program to deliver ads relevant to their site content. To ensure that were ultimately serving all our users (whether they are advertisers or not), we have a set of guiding principles for our advertising programs and practices

Theres always more information out there.

Once theyd indexed more of the HTML pages on the Internet than any other search service, our engineers turned their attention to information that was not as readily accessible. Sometimes it was just a matter of integrating new databases into search, such as adding a phone number and address lookup and a business directory. Other efforts required a bit more creativity, like adding the ability to search news archives, patents, academic journals, billions of images and millions of books. And our researchers

continue looking into ways to bring the entire worlds information to people seeking answers.

The need for information crosses all borders.

Our company was founded in California, but our mission is to facilitate access to information for the entire world, and in every language. To that end, we have offices in more than 60 countries, maintain more than 180 Internet domains, and serve more than half of our results to people living outside the United States. They offer Googles search interface in more than 130 languages, offer people the ability to restrict results to content written in their own language, and aim to provide the rest of their applications and products in as many languages and accessible formats as possible.

You can be serious without a suit.

Their founders built Google around the idea that work should be challenging, and the challenge should be fun. They believe that great, creative things are more likely to happen with the right company cultureand that doesnt just mean lava lamps and rubber balls.

Great just isnt good enough.

Through innovation and iteration, they aim to take things that work well and improve upon them in unexpected ways.

Conclusion

Google is great search engine for information People can learn most of things from Google. Google is link for two people who are at different area. Google create whole world at small screen.
Google has one of the most interesting organizational cultures. They are not only one of the fastest and most useful web search engines around; they are also one of the top 100 companies to work for according to Fortune (2007).

Google strives to have the fastest, most reliable search engine on the web and in order to accomplish this; Google has to hire employees that are the best in their technological field. Google rewards their employee's hard work with an extremely relaxed workplace that encourages creativity through fun activities such as roller hockey and through a casual dress code. Google also encourages their employees to take care of their minds and their bodies by offering them the ability to work out in the gym and get a massage inside the company building. "There is an emphasis on team achievements and pride in individual accomplishments that contribute to the company's overall success" (Google Corporate Information). I really like that Google understands that their employee's have active lives outside of the workplace and they encourage their employees to bring those parts of their lives into the Google employee community. I also really like the fact that they build such loyalty from their employees that many of the employees see each other and the Google management as a family. Google values a commitment to their users in that they strive to give a higher level of service. I personally believe in giving the best service

available. It does not matter where you work, if you are dealing with people, you should give them the best experience possible. I want any person that I encounter, either in a work situation or on a personal level, to feel like they are important. I hate when I encounter the random rude person whose job is to help me as a customer. I went to a Wal-Mart a while back with my mother who has a visual impairment. I was teaching her how to use the self-check out when the woman who monitored those lines got frustrated with my mother and made her feel stupid. This annoyed me to no extent. I ended up reporting this woman to her manager. I believe that when you are service oriented, you must make sure that you relate to the people you encounter. I don't like going into a store in a good mood, encountering a rude worker, and leave in a bad mood. If anything it should be the other way around. Even though Google works with their users virtually, they still value the customer relationship. I believe that Google embodies the team orientation primary characteristic of organizational culture. As stated earlier, Google encourages its employees to work and play together so that a family bond is formed. According to Google (2007), "Meetings that would take hours elsewhere are frequently little more than a conversation in line for lunch and few walls separate those who write code from those who write checks." This really does reinforce a team environment. Everyone is pretty much on the same level and everyone works together. The limited walls in the building help the employees to feel like a group rather than an outsider in another department.

Google's organizational culture is very strong. Google hires people that embody their company's values and feel the same intense desire for unlimited amounts of information. This desire allows the company's employees to work towards the same goals and intensifies the bond that they share. Google tends to have a low turn over rate and receives over 1,300 applications a day (Fortune, 2007). Google's culture is a combination of things. It is ethical, customerresponsive, and spiritual. Google encourages its employees to be creative in problem solving which sometimes calls for risk taking. These employees are allowed just enough freedom in their jobs that they do not take it for granted and this keeps them on ethical ground. The Google employees also have a sense of team instead of self so this encourages them to work together to achieve goals rather than compete against one another. This also prevents unethical behavior. Google's low formalization and service-oriented employees work to be customer-responsive. They are allowed the freedom to make decisions that benefit Google users. The employees strive to provide the best service available and to do this they must be able to relate to their users. They understand that "thinking outside of the box" is what they are known for so they go above and beyond what others would do to satisfy a customer need while maintaining company values. This "outside of the box" type of business also puts the company into a spiritual type of organization. Employees are rewarded for individual successes and for team accomplishments. They are also encouraged to have fun with their job. Google's ability to allow their employees to have fun

while at work is motivating in itself. This motivation shows itself in the work as well. It is a give and take relationship; both sides get something out of it. Google has a unique way of conducting business that appeals too many. It is this sort of culture that creates individuals that have the desire and the motivation to stay with a company.

Bibliography

http://www.google.com/diversity/index.html http://static.googleusercontent.com/external_content/untrusted_dlcp/ www.google.com/en//diversity/pdf/Google-Diversity-and-Inclusion-2011Annual-Report. www.google .com Fortune. (2007). 100 Best Companies To Work For 2007. Retrieved on July 11, 2007 fromhttp://www.money.cnn.com/magazines/fortune/bestcompanies/2007/sna pshots/1.html Google. (2007). Corporate Information. Retrieved on July 11, 2007 fromhttp://www.google.com/corporate/culture.html