Due Week 10 and worth 300 pointsIn this assignment, you will combine the previous four (4) assignments into a proposal that you could present to the executive leadership and board members. You will ar

Change at Google

Yesenia Mejias

Strayer University

Dr. Patricia Obiefule

Managing Organizational Change (HRM 560)

April 30, 2018

Google Inc is an American internet search organization, established in 1998 by Larry Page and Sergey Brin that is an auxiliary of the holding organization Alphabet Inc. Over 70% of overall online inquiry demands are taken care of by Google, putting it at the core of most Internet clients' understanding. Its base camp is in Mountain View, California (Gilbert, 2009).

Google started as an online inquiry firm; however, it now offers more than 50 Internet administrations and items, from email and online report creation to programming for cell phones and tablet PCs. Likewise, its 2012 securing of Motorola Mobility place it in the situation to offer hardware such as cell phones. Google's extensive item portfolio and size make it one of the leading four persuasive organizations in the innovative commercial center, alongside Microsoft, Apple and IBM. Regardless of this horde of items, its unique hunt instrument remains the center of its prosperity. In 2016 Alphabet earned almost the majority of its income from Google promoting given clients' hunt demands.

Google has over 61,814 employees serving full-time. The number has been massively growing in every year. The company was started by Larry and Brim while still schooling. The two took time to officially start the company after raising enough capital (Google, 2015).

Google had to reorganize itself in 2015 to convert into a subsidiary of the holding firm Alphabet Inc. After the reorganization, Schmidt became the executive chairman of Alphabet, Page the CEO, Brin its president, and Sundar, the senior vice president of products (Google, 2015).

Google is one of the best companies in the world. Without doubts, the dream of many graduates is to work at Google Company. Despite possessing one of the best HR departments, there are various changes that Google should make. First, Google should simplify the recruitment process to ensure that job applicants don't go through a lengthy and a complicated process. The budget for the recruitment process is further very high. Google should come up with a strategy to reduce the budget. Additionally, the free rides to work, for instance, at Mountain View campus can be made more efficient to all. This is where all employees across the globe get free rides to areas of their job (Google, 2015).

Google should adopt the mentioned changes to promote its further growth. According to Chinda (2012), productivity is critical in determining the level of competitiveness of a company. Simplifying the hiring process will enable Google to attract more job candidates. An organization is made those who work for it. With highly talented employees, Google will stand a chance to effectively compete with organizations such as Cisco, IBM, and Alphabet.

Google should reduce the budget allocated for the recruitment process and invest it in other organizational activities such as marketing and CSR. Recruitment plays a crucial role in an organization, but overspending in it has its negativities. Though Google has one of the best recruitment policies, it should reduce the budget because companies such as Cisco, Microsoft, and Apple also hire top job candidates with a lower budget (Palmer, Dunford, & Akin, 2009).

Equality is one of the best strategies that lead to the growth and development of every organization. Google has one of the best diversity policy and workforce. Despite this, not all Google employees are entitled to the free rides to work. This is a sign o inequality which may create some conflicts and dissatisfaction among the employees. Google should ensure that all the employees receive free rides to work despite their location. This will create a better work environment filled with loyalty and satisfaction.

Many diagnostic tools can be used to determine the organizational readiness to change. In this case, the two diagnostic tools that will be applied are the Six-Box organizational model (1976) and the Star-model.

Six-Box organizational model is one of the most punctual diagnostic models made (Hamid et al., 2011). This model was proposed by Marvin Weisbord and is focused on six factors that would make the association pose six inquiries concerning its structure, purposes, effective instruments, leadership connections, and rewards. This model is exceptionally worker-centered and enables staff to project a voice that easily is heard. The changes that Google needs are based on the side of the employees. The reason as to why this model is effective is because it is employee-centered ant it aims is to improve the welfare of the employees. Google should adopt this model to ensure that all the employees are fully satisfied. The model is also important in ensuring that the fundamental goal of the human resource is met. The fundament goal of every HR is engrossing, continuing advancing human fore so that if directors can utilize specialists, keep them for the association using diverse motivational and lawful rights and advance their position and positioning, they have really made the best and the most attractive condition for the staff (Hamid et al., 2011). This leads to a relaxed work environment which makes it easier to implement any changes.

The other diagnostic tool that I can propose using is Star-model. Just like the Six-Box model, the Star model focuses more on the employees and surveys the structure, strategy, lateral capability, processes, reward systems and the practices of people. The reason as to why this tool is efficient in testing the readiness of change in Google is because it looks at all the aspects of the organization and aligns them with the organizational goals and corporate culture (Hamid et al., 2011). This would be a better tool to be applied to Google is because it studies the consequences of misalignments with industry and shows how it cataracts in its structure. Palmer, Dunford, and Akin (2009) found that "Misalignment of any of these five components is considered to create imperfect execution" (p.126). The Star-model possibly indicates how the manager has the high ground to control workers conduct, which can influence the associations' execution in general.

Google reorganized itself in 2015. This was a significant change to the organization. The diagnostic tool that would be implemented to test the readiness of change in Google and analyze the results is the Star model. Google is a company that embraces change and a minor change such as restructuring its reward system can easily be implemented. The reason as to why Google would implement the change is because it is evident that the issues mentioned above cause misalignment which can result in poor performance. In this case, the analysis provides a positive report illustrating that the readiness to change in Google is very. Google wants to be competitive, and anything that can hinder the company from accomplishing this should be dealt with immediately.

Google can utilize the Kotter’s model for managing resistance which may arise as a result of the intended change in the organization. In case Google happens to follow the Kotter’s model, the implementation of the changes would be easier due to minimal resistance. Change management is crucial because it determines the growth and development of the organization (Kotter, 1996).

In conclusion, it is Google's business practice and dreams of declaring, retaining and supporting the success that is unmeasured. This is the path ahead for the organization on the off chance that Google team live, rest, eat and inhale these techniques for maintaining the change then the organization will survive, and we will give quality search services to the world for quite a while!

References;

Google. (2015). ECOS. http://dx.doi.org/10.1071/ec14171

Hamid, R., Siadat, S., Reza, H., Arash, A., Ali, N., &Azizollah, A. (2011). The analysis of organizational

diagnosis based on six box in Universities. Higher Education Studies, 1 (1) 84-92 DOI:

10.539/hes.v1n1p84. Retrieved September 7, 2015.

Kotter, J.P. (1996). Leading change. Boston, MA: Harvard Business Review Press.

Palmer, I., Dunford, R., &Akin, G. (2009).Managing Organizational Change: A multiple perspectives

Approach 2nd Edition. New York: McGraw-Hill.

The Google way: how one company is revolutionizing management as we know it. (2009). Choice Reviews Online, 47(04), 47-2095-47-2095. http://dx.doi.org/10.5860/choice.47-2095

Gilbert, S. (2009). The story of Google. Collingwood, ON Saunders Book Co.