* Awards &
Top of Form
Bottom of Form
Home - Human Resources Management - HR strategy - Article Details
Case study of organisation culture: Google
2 June 2010
Google, one of the world’s wealthiest and fastest growing companies, is often presented as a model of a ‘progressive’ organisation. What lessons can other businesses learn?
The white paper on work in 2020, released by the Australian Human Resources Institute (AHRI) last month, contained a summary of aspects of Google’s culture, and drew some conclusions about its implications for other organisations.
Established ...view middle of the document...
All business ‘problems’ are circulated to all staff for ‘solution sessions’.
Amenities and benefits at Google’s US Head Office include 19 restaurants, free dental care, a health centre, haircuts, massages, a crèche, gymnasiums, a hotel, laundry, car wash and community bus.
The restaurant tables are oval-shaped, on the assumption that social interactions stimulate knowledge and learning breakthroughs. The aim is for people to interact with each other while they are eating, and the underlying cultural assumption is that work and other life should be merged as much as possible. Google wants its employees to spend as much time as possible there.
But it’s not for everyone
The AHRI white paper points out that one of the potential drawbacks of this ‘work is life’ culture is that if things go wrong at work, they are likely to go wrong in other aspects of your life as well. It is therefore important to maintain connections with people in your life outside employment.
Genuine work–life balance implies that everyone needs to be part of something else outside the workplace — not all the core family, friends and relationships should reside or be nurtured within the workplace.
People@Work/2020, white paper released by AHRI in May 2010.
The above article is a summary of the case study presented on p 40 of the paper.
How to make change work for you
HR current and future issues: 3 case studies
Brought to you by: