Google Case StudyEssay Preview: Google Case StudyReport this essay1.A true team is a small group with complementary skills who hold themselves mutually accountable for a common purpose, goals, and approach this is according to Katzenbach and Smith, the authors of The Wisdom of Teams (Spencer, 1993). The key to utilizing and unleashing the full effectiveness of teams relies on an organizations willingness to recognize their potential to deliver results and understand the benefits they provide. This can include the development of individual members, team accomplishments, and superior company-wide performance (Spencer, 1993).
Google is an extremely successful organization but it is unclear from the case study if the items in table 11-1 are being utilized. The “Three-Thirds” staffing model is not meant to segment but to diversify the talents available in the groups. It would be useless if each part of the third worked independently without sharing their talents and skills with the rest of the groups. To turn this model into an effective and successful team would require that Google ensured that these conditions be met. In such a diverse group, their teams need to have leadership that becomes a shared activity, responsibility and accountability that shifts from individual to collective, develop its own purpose or mission, create the mindset that problem-solving is a way of life and effectiveness that is measured by the group’s collective outcomes and products (Kreitner & Kinicki, 2013).
ReferencesKreitner, R., Kinicki, A. (2013). Organizational behaviour. 10th ed. New York: McGraw-Hill/Irwin.Spencer, K. L. (1993). The Wisdom of Teams: Creating the High-Performance Organization. Academy Of Management Executive,7(3), 100-102. doi:10.5465/AME.1993.9411302368
Yes, Google should have instructed their team members in the teamwork competencies before hiring. To give an example, if the groups had been informed about the Organizes and Manages Team Performance competency (Kreitner & Kinicki, 2013). This particular teamwork competency can be used to help teams establish specific, challenging and accepted team goals. This would be of great value to the Google HR groups. As the three groups have specific duties, they would benefit greatly from the monitoring, evaluations and by receiving feedback on team performance. This type of continuous feedback, evaluation, and support can help any team to be a success.
Another way for Google to encourage effective teamwork is to hold regular training on teamwork competencies. A well trained individual proficient in teamwork helps the group come together as a whole. In this way, the team comes together to solve problems objectively. Each person in the group should be responsible for establishing team goals and providing feedback as needed. It is equally as important to maintain norms such as respect and tolerance to help promote a positive working environment. Strong conflict management skills should be developed as well. Lastly, each member of the team needs to have the ability to promote their own perspectives respectfully. All of these teamwork competencies can and should be something that Google trains its employees on (Kreitner & Kinicki, 2013).
ReferencesKreitner, R., Kinicki, A. (2013). Organizational behaviour. 10th ed. New York: McGraw-Hill/Irwin.Trust can be defined as the reciprocal faith in others intentions and behaviors. Trust is fragile and must be earned not demanded. Trust is a fundamental characteristic of any work relationship and one of the most frequently studied constructs in organizational research today (De Jong, Dirks & Gillespie, 2016). According to research, it is a necessary component in team performance. Trust is a key component of cross-functionalism. As the text states, cross-functionalism defined is a team made up of technical specialists from different areas (Kreitner & Kinicki, 2013). According to the text, there appears to be a couple of ways to build trust among team members. Try and make sure everyone is involved. Also, make sure to
Situational knowledge can be a useful way to get ideas/conceived ideas out of someone
The research shows that people are less good at getting ideas out of people who they have good observational skills.
Kreitner, R., and Wahlquist, M. (2014). Intervening with the public: The role of communication and trust in team performance (Springer).
You can find more information and video about these beliefs, practices and ideas here.
Practical Applications
Using technology to gather, summarize, improve and disseminate an information and information technology service could benefit many people in different areas like medical research, business development and human resource development (MVC)
Innovation
Innovations that will lead to better workflows, faster communication, higher quality work, better performance and productivity are in need of many people’s support, the use of technology to gather information about, summarize, improve and disseminate information will, in turn, benefit everyone. In addition, it is important that people use different methods of collecting information:
Organizational information gathered using data mining, e-learning and other methods.
Data mining by crowdsourcing and other research on human cognition such as deep learning
Organizational intelligence
Organizational Intelligence (ONI) is a computer scientist’s (POC) research that can determine the productivity of the team in an organization. To maximize your team’s utilization of ONI, it would be best to do research using different methods of data analysis. For example, many of the methods that have been proposed to work with ONI have been evaluated and adopted by organizations with more than 2 years of experience. It might not be the best decision to make. Another reason to choose ONI is to learn as much as possible from research done by researchers from different fields.
When using on-demand tools, the work of analyzing data that is collected from on demand (i.e. a phone call, fax, email, and phone order) could make the organization’s productivity significantly better than before using ONI (Kinicki, 2014). When using on-demand tools, other sources of information (such as personal and corporate records) could be used to make an organization’s performance more efficient. As research is developed and developed and better data are mined, it might not be good to use ONI to collect more data.
Summary in an e-Solutions Strategy
Using information technology with a higher level of reliability can lead to improvements in workflows, efficiency, or productivity, e.g.,
More information about the capabilities of data mining and information management capabilities is available for download in the new Paper: http://arxiv.org/abs/1603.02768
References
Gillespie, W., De Jong, B., Dirks, U., & Dirks, D. (2016). The importance of human resources and communication to work. Journal of Human Resource Economics 12, 100–140.
Liu, J., Lin, A., & Wu, C. Laptop productivity: The new research from the team of C
Situational knowledge can be a useful way to get ideas/conceived ideas out of someone
The research shows that people are less good at getting ideas out of people who they have good observational skills.
Kreitner, R., and Wahlquist, M. (2014). Intervening with the public: The role of communication and trust in team performance (Springer).
You can find more information and video about these beliefs, practices and ideas here.
Practical Applications
Using technology to gather, summarize, improve and disseminate an information and information technology service could benefit many people in different areas like medical research, business development and human resource development (MVC)
Innovation
Innovations that will lead to better workflows, faster communication, higher quality work, better performance and productivity are in need of many people’s support, the use of technology to gather information about, summarize, improve and disseminate information will, in turn, benefit everyone. In addition, it is important that people use different methods of collecting information:
Organizational information gathered using data mining, e-learning and other methods.
Data mining by crowdsourcing and other research on human cognition such as deep learning
Organizational intelligence
Organizational Intelligence (ONI) is a computer scientist’s (POC) research that can determine the productivity of the team in an organization. To maximize your team’s utilization of ONI, it would be best to do research using different methods of data analysis. For example, many of the methods that have been proposed to work with ONI have been evaluated and adopted by organizations with more than 2 years of experience. It might not be the best decision to make. Another reason to choose ONI is to learn as much as possible from research done by researchers from different fields.
When using on-demand tools, the work of analyzing data that is collected from on demand (i.e. a phone call, fax, email, and phone order) could make the organization’s productivity significantly better than before using ONI (Kinicki, 2014). When using on-demand tools, other sources of information (such as personal and corporate records) could be used to make an organization’s performance more efficient. As research is developed and developed and better data are mined, it might not be good to use ONI to collect more data.
Summary in an e-Solutions Strategy
Using information technology with a higher level of reliability can lead to improvements in workflows, efficiency, or productivity, e.g.,
More information about the capabilities of data mining and information management capabilities is available for download in the new Paper: http://arxiv.org/abs/1603.02768
References
Gillespie, W., De Jong, B., Dirks, U., & Dirks, D. (2016). The importance of human resources and communication to work. Journal of Human Resource Economics 12, 100–140.
Liu, J., Lin, A., & Wu, C. Laptop productivity: The new research from the team of C