Google is the topic
Overview
You will research the organization you selected in the Week 2 activity and present your analysis and identified issue. To ensure successful completion of this and the Week 4 assignment, you will need your completed Fishbone Diagram from the Week 2 activity.
Instructions
For this assignment, write a 1–2 page double-spaced paper in which you will:
Describe the organization you selected based on the following criteria.
Identify the organization you have selected.
The organization should be one you are familiar with.
You have access to internal processes.
It has an organizational issue that needs to be resolved.
You can think of a realistic and enforceable solution to the issue.
Discuss the issue you will be analyzing.
Explain why the issue hinders the organization’s efficiency.
Use the description and feedback from the instructor in the Week 2 Activity.
Confidentiality: Since you will be addressing real issues in real organizations in your assignments, it is important to respect confidentiality. Feel free to use an alias for any company or individuals you might mention in your assignments. Remember that all discussions about these organizations should only occur within this course and not be shared with people outside the course.
This course requires the use of Strayer Writing Standards (SWS). The library is your home for SWS assistance, including citations and formatting. Please refer to the Library site for all support. Check with your professor for any additional instructions.
Note: Review the instructions for the Organizational Issues and Solutions assignment due in Week 4.
The specific course learning outcome associated with this assignment is:
Propose a solution for an organizational culture issue.
Help Resources
Check out the BUS520 Library Guide.
Check out this interactive tutorial: Using Your Own Words: Preventing PlagiarismLinks to an external site..
View RubricWeek 3 Assignment – Organizational OverviewWeek 3 Assignment – Organizational OverviewCriteriaRatingsPtsDescribe the organization selected that meets all the stated criteria.30 to >27 ptsExemplaryDescribed the organization selected that meets all the stated criteria.27 to >24 ptsCompetentDescribed the organization selected but the organization does not meet all the criteria.24 to >21 ptsNeeds ImprovementDescribed the organization selected but the organization does not meet any of the stated criteria.21 to >0 ptsUnacceptableDid not describe the organization selected and the organization does not meet all the stated criteria./ 30 ptsDiscuss the organizational issue you will be analyzing.30 to >27 ptsExemplaryDiscussed the organizational issue you will be analyzing.27 to >24 ptsCompetentDiscussed the organizational issue you will be analyzing, but the discussion is incomplete.24 to >21 ptsNeeds ImprovementDiscussed the organizational issue you will be analyzing, but the discussion is incorrect.21 to >0 ptsUnacceptableDid not discuss the organizational issue you will be analyzing./ 30 ptsExplain why the issue hinders the organization’s efficiency.30 to >27 ptsExemplaryExplained why the issue hinders the organization’s efficiency.27 to >24 ptsCompetentExplained why the issue hinders the organization’s efficiency, but the explanation is incomplete.24 to >21 ptsNeeds ImprovementExplained why the issue hinders the organization’s efficiency, but the explanation is incorrect.21 to >0 ptsUnacceptableDid not explain why the issue hinders the organization’s efficiency./ 30 ptsClarity, writing mechanics, and SWS formatting requirements.10 to >9 ptsExemplary0–2 errors present.9 to >8 ptsCompetent3–4 errors present.8 to >7 ptsNeeds Improvement5–6 errors present.7 to >0 ptsUnacceptableMore than 6 errors present./ 10 pts
BUS520_WK2_Fishbone_Template.xlsx
TheFishboneDiagram.docx
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Week 2 Assignment Fishbone Diagram Template
BUS520 – Leadership and Organizational Behavior
Use the Fishbone Diagram below to complete and submit the activity.
Student Name:
Phyllis Jones
Professor Name
Dr. Eva M. Ananiewicz
Selected Organization Name:
Date:
14-Apr-24
Cause
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1
The Fishbone Diagram
Phyllis Jones
Strayer University
EDU520
Dr. A.
April 14, 2024
The Fishbone Diagram
Nurturing Employee Engagement: A Critical Examination of Organizational Culture at Google
Employees who take an active role in their work are one of the crucial pillars of corporate vitality, which, in turn, positively impacts productivity, creativity, and the Company’s performance. This paper will analyze Google, the most powerful corporation in the US, as well as its organizational culture and subculture. With the help of a fancy Fishbone Diagram, we will dive into the elements that, in turn, may cause a lack of motivation on the part of the workers. Actions will be suggested to address them.
Understanding Google’s Organizational Culture
Google is recognized for its new products and open approach. Still, the Company’s culture is aligned with different grounds of transparency and autonomy and is firmly committed to the employees’ well-being. This culture has been paramount in Google’s global tech leader status, and obviously, it is one of the main reasons that vigorous job seekers are now choosing Google (Isensee et al., 2020). However, although Google thoroughly deserves those accolades for its high employee engagement, it needs significant help as the Company constantly changes its work environment.
Companies engage employees and allow them to develop their potential fully. As a result, they become active participants in determining organizational goals. Google believes in autonomy, and it gives employees the chance to explore their ideas and their passions by following their projects (Sal et al., 2021). Google gives them independence and pride, which owners of their businesses carry. Besides this, Google takes care of employee welfare virtually through coffee shops, food, and tech belonging to Google, in addition to offering employee wellness programs.
However, maintaining staff engagement at the maturity phase of the organization’s evolution is still challenging for Google, which is undergoing growth and transformation. National activities across various backgrounds and functions after the organization’s development become more intricate as staff expansion and diversification go out of hand (Pratama & Khasanah, 2023). Not only that, but the workplace is now shifting with changes like technological improvements and remote work. As a result, the Human Resource department always strives and innovates the employee engagement that best fits the workplace.
Fishbone Diagram Analysis
Major Cause Categories:
· Leadership and Management
· Company Culture and Values
· Work Environment
· Compensation and Benefits
· Career Growth and Development
Potential Causes of the Problems
· Leadership and Management:
· Lack of transparent communication from leadership
· Perceived favoritism or bias in decision-making
Company Culture and Values
· Erosion of trust due to inconsistent actions or messaging
· Discrepancies between stated values and actual organizational practices
Work Environment
High-pressure work culture leading to burnout
Lack of opportunities for meaningful collaboration or feedback
Compensation and Benefits:
Perceived disparities in compensation and rewards
Limited access to benefits or perks
Career Growth and Development:
Unclear career progression paths
Limited opportunities for skill development or advancement
Most Likely Causes of the Problems on the Diagram:
Leadership and Management:
Lack of transparent communication from leadership
Company Culture and Values:
Erosion of trust due to inconsistent actions or messaging
Work Environment:
High-pressure work culture leading to burnout
Compensation and Benefits:
Perceived disparities in compensation and rewards
Career Growth and Development:
Unclear career progression paths
Root Problem
Google’s leadership cannot correctly communicate dialogue, internal culture weakens, burnt out, compensation and reward rules are lost, and leaders cannot tell their members what they do, which are the root of the problem at Google (Plank, 2019). These components decrease worker engagement, preventing the Company from keeping the best workers.
Proposed Solutions
To deal with the base cause issues indicated in the Fishbone Diagram, Google can use the following key measures. Foremost, boosting discourse is vital. By cutting the lines of accessible communication between employees, one may achieve one’s goal, determining aim and attitude. Acknowledging and promoting company culture and values are essential to a successful employee engagement strategy. These value-anchored practices can provide a foundation for trust, inclusion, and accountability in the organization and the staff.
However, for a start, it is a very important workplace-personal time balance. Plans such as enforcing flexible work arrangements, mental health resources, and stress management programs can serve as an excellent support system for the employees and enhance employee engagement at the workplace. Besides the payment and other benefits available to all working professionals, the fairness and rights of every person must be considered (Nekula & Koob, 2021). We encourage you to conduct regular reviews that eliminate the salary gaps and tailor a package of incentives that satisfy different employee groups with the ultimate intention of creating a more focused and contented labor force, which, in turn, results in higher productivity.
First, encouraging people’s ability to grow and develop is critical. Job orientation Paying attention to offering the staff’s next career development plan, which involves career pathways, skill learning programs, and mentorship programs, is one of the ways to finally make their career deployment possible and improve their engagement(Tran, 2017). Meaningful solutions have to be implemented so that this Company has an understating and interactive environment: high morale, stable employee retention, and, ultimately, the organization’s accomplishment and efficiency.
Conclusively, the general solution that will allow Google to get rid of the leading causes of the engagement level increase consists of the use of new communication forms by leadership, the encouragement of the already existing culture, acting with the methods of stress-free promotion, implementation of the approval of wages and benefits and giving the employees an opportunity of an improvement of the career. One of the ways Google could develop a culture that will enable employees to build good working relationships is to ensure open communication channels, plug in values that are part and parcel of daily occurrences, and, most importantly, have employee welfare as the driving force.
References
Isensee, C., Teuteberg, F., Griese, K. M., & Topi, C. (2020). The relationship between organizational culture, sustainability, and digitalization in SMEs: A systematic review. Journal of Cleaner Production, 275, 122944.
Mesfin, D., Woldie, M., Adamu, A., & Bekele, F. (2020). Perceived organizational culture and its relationship with job satisfaction in primary hospitals of Jimma zone and Jimma town administration, correlational study. BMC Health Services Research, 20, 1-9.
Nekula, P., & Koob, C. (2021). Associations between the culture of health and employee engagement in social enterprises: A cross-sectional study. PLoS One, 16(1), e0245276.
Plank, C. C. (2019). Talent, Engagement, and Organizational Culture Experiences: A Case Study Exploring Perceptions of a Holistic Approach to Training Human Capital Management (Doctoral dissertation, Northcentral University).
Pratama, M. A., & Khasanah, A. U. (2023, December). Analysis of Zoom cloud meeting application problems based on end-user reviews using text mining and fishbone diagram. In AIP Conference Proceedings (Vol. 2828, No. 1). AIP Publishing.
Sal, B., García-Saiz, D., & Sánchez, P. (2021). Automated Generation of Datasets from Fishbone Diagrams. In Model and Data Engineering: 10th International Conference, MEDI 2021, Tallinn, Estonia, June 21–23, 2021, Proceedings 10 (pp. 249-263). Springer International Publishing.
Tran, S. K. (2017). GOOGLE: A reflection of culture, leader, and management. International Journal of Corporate Social Responsibility, pp. 2, 1–14.
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