Solve case studies Study Example | Topics and Well Written Essays - 1500 words

Solve studies - Case Study Example The qualities Google possesses; creativity, passion, taking risks, self-motivation, and self-management successfully attract the best talent around. This culture of controlled chaos is maintainable, although it may suffer if Google’s management begins to prioritize profits in the long term over innovation by being too rigid. Without a hierarchy, Google maintains teamwork and coordination across its engineering, marketing, product management, operations, and sales divisions (Marion, 2013). However, with increasing employee numbers and the hiring of mid-level managers, it is possible that they could suffer from international inconsistency, lack of visibility, delayed decision-making and increased bureaucracy. Bureaucracy is one threat to the maintenance of the organized chaos culture. As Google continues to grow and expand, they may have to come up with new guidelines and policies for the management of their employees, which could hurt innovation (Marion, 2013). Bureaucracy may increase if the diverse employee base does not comply with the vision and mission at Google. For this reason, they may have to control these elements via new policies and procedures, which could impact on other groups’ agility. Internal tools and meetings could become impossible to carry out as the geographical locations become more diverse and unfeasible. Decision-making may also be affected as the employee base increases, especially given the unfeasibility of consensus and open discussion. They could also lose the ability to oppose decisions, take risks, and critique the decisions (Marion, 2013). Achieving cross-functional decisions may prove harder, while they may also stall the mechanism of innovation. The culture of organized chaos may also lead to decreased visibility as workers spending a fifth of their working hours on project ideas may lead to role duplication. Reinvention of the wheel, productive time loss, and replication of effort may lead to decreased visibility due to the difficulty of maintaining an employee base that is multi-cultural (Marion, 2013). A growing and expanding employee base makes it more difficult to establish visibility. Finally, Google could suffer from decreasing international consistency as it becomes harder to attract and retain talent at locations across the world. Exporting their culture to other locations and implanting it may clash with local perceptions, tastes, and cultures. In the international context, it will become more difficult for Google to balance cultural homogeneity and diversity (Marion, 2013). These aspects are the threats to the maintenance of Google’s culture of organized chaos. However, their current organized chaos culture suits their innovative nature with the generation of ideas. Google’s founders are still committed to the fostering of an innovative culture in the company. However, while their culture works well in the attraction of talent, they may find it harder to pursue with r egards to demand and supply market dynamics (Marion, 2013). As long as Google is able to maintain collaboration, competence, control, and cultivation of values for customer enrichment, business diversification may not hurt their organized chaos culture and the innovation it breeds. They also need to diffuse their current structure of governance, organizational processes, and culture of innovation to new areas of acquisition, while also adapting to change in

DQ Assignment Example | Topics and Well Written Essays - 250 words

DQ - Assignment Example e process , why is engagement important for successful implementation and lastly how might engagement with management differ from techniques that you might use to engage staff employees. A consultant can engage others in the change process through various ways. A consultant can use a survey by use of questionnaire or conduct a research on the change he wants to bring. He can also use total quality management tool by accessing the current and expected performance. Through the various studies and engaging various stakeholders, you could bring constructive engagement through it (Seneque & Bond, 2012). Engagement is important for successful implementation because the consultant is able to determine the weakest and strongest area on the implementation of change. Understanding this enables those intending to bring the change address the weaknesses and strengths and bring about change successfully (Kettinger, Teng, & Guha, 1997). Engagement with top management and lower management differs as a result of various factors. Usually the needs of the executive and the employees are different. In most cases, the fear of change creates tension among employees because they fear they would be laid off. The top management greatest fear is on how they would continue asserting their powers in the organization (Aladwani, 2001). Seneque, M., & Bond, C. (2012). Working with the complexities of transformational change in a society in transition.European Business Review,  24(5), 425-443.