cross cultural management final exam

2.2.2 Time Google also places great importance on its employees'''' time.. Maintaining this balance is crucial for the emotional and physical well-being of employees, and Google ensures tha

CROSS CULTURAL MANAGEMENT

Lecturer : PHAM THI MY DUNG

ID : 19071534

Class: IB2019D

EXECUTIVE SUMMARY 3

Part 1 : Introduction about Google LLC 3

Part 2 : Analysis and evaluation of multicultural management of Google 4

I Management task of Google 4

1 Planning 4

2 Organizing 4

3 Leading 4

4 Controlling 4

II Hofstede Cultural Model of Google 5

1 Power Distance Index (PDI) 5

2 Individualism And Collectivism 6

III Global Leadership of Google 8

1 Leaderships Style 8

Part 3: Success and Failure in Cross-Cultural Management at Google 9

Part 4: Reasons to choose the company and preparations to be able to work at Google 10

I Reasons to choose 10

II Preparations to be able to work at Google 10

CONCLUSION 11

REFERENCE 12

EXECUTIVE SUMMARY

Cross-cultural management plays a significant role in contemporary corporate governance As the global economy advances and cultural diversity becomes more prominent in work environments, effectively managing and utilizing cross-cultural aspects has become a decisive factor for organizational success In today's global economy, managers need to acknowledge and engage with the diverse cultures present within their companies or business networks Cultural components such as norms, values, attitudes, symbols, beliefs, morals, conventions, and rituals are essential considerations Instead of viewing cultural differences as challenges, managers can seize this opportunity to acquire specialized skills that enable them to operate in various environments Each culture experiences concepts like authority, bureaucracy, creativity, camaraderie, validation, and responsibility differently Google LLC, an international company, sets an excellent example of successful cross cultural management, attracting many aspiring candidates To -enhance businesses' understanding of the value and applications of cross cultural -management worldwide, this study aims to introduce a novel approach to cross-cultural awareness and management It focuses on Google's implementation of cultural integration within core business processes, offering initial steps for enterprises to embrace cross-cultural management

Part 1 : Introduction about Google LLC

Google is a prominent American multinational technology company headquartered in California, USA It focuses on various areas such as online advertising, search engine technology, cloud computing, e-commerce, artificial intelligence, and consumer electronics Along with Facebook, Apple, and Amazon, it is considered one of the Big Four tech giants Founded in 1998 by Sergey Brin and Larry Page, Google is now a subsidiary of Alphabet Inc It handles over 70 percent of global online search requests, making it an integral part of most people's internet experience Google's growth has led to the development of a wide range of products and services Apart from its core search engine, it offers productivity tools like Google Docs, Sheets, and Slides, email services like Gmail, scheduling with Google Calendar, cloud storage with Google Drive, social networking with Google+, and video sharing through YouTube, among many others Google also leads in the development of the Android operating system, the Google Chrome web browser, and Chrome OS In addition, the company has ventured into hardware, producing devices like the Google Pixel smartphone, Home smart speaker, and Daydream View virtual reality headset It has also launched initiatives to provide internet connectivity, such as Google Fiber and Google Station, which offers public Wi-Fi With popular services like YouTube and Blogger, Google has multiple offerings among the top

100 most visited websites worldwide Its continuous innovation and diverse product

portfolio make Google a significant player in the technology industry

Google's Board of Directors includes:

● Founders: Larry Page, Sergey Brin

● CEO: Sundar Pichai

● CFO: Ruth M Porat

● CEO of Google Cloud: Thomas Kurian

● CMO: Lorraine Twohill

Part 2 : Analysis and evaluation of multicultural management of Google

I Management task of Google

1 Planning

Google is a producer and marketer of different products and technology-based services, it operates directly in these three industries: computer hardware, software, and Internet It has used an effective business strategy to provide all customers with great experiences and give them the tools they need to realize their full potential At Google, planning involves various aspects, such as setting strategic goals and objectives, identifying target markets, and allocating resources This function helps Google outline its direction and make informed decisions regarding its products, services, and overall business strategy The leaders at Google plan to invent wild ideas that help humanity and at the same time invent something that gets themselves to be adopted by the users at the very early stage when Google first comes out to the world They used the corporate structure to gain profit and keep inventing new things

2 Organizing

A cross-functional organizational structure with a higher degree of flatness has been designed by Google LLC This is a crucial quality that enables this company to grow its operations and maintain its competitiveness in various marketplaces According to Chen, Eshleman, and Soileau (2017), Google prioritizes particular aspects in its corporate model

to affect performance, like goods and functions Its managers group their employees according to their abilities, specializations, and contributions to their various units using the notion of function Individual groups seek careers in product development, engineering, design, and sales operations Google has taken things a step further by using the concept of products to classify its employees (Rajasekar 2014) This tactic guarantees that all staff members are prepared to interact or work together in an effort to meet their individual objectives This organization has been able to accomplish the majority of its objectives and maintain its position as a leader in its industries thanks to the utilization of

a cross-functional structure

3 Leading

Google LLC's current CEO is Sundar Pichai Pichai is known for motivating, inspiring, and empowering his employees, encouraging them to be aware of the company's goals

He takes responsibility for his actions and promotes positive attitudes within the organization At Google, the leaders remain task oriented and relationship oriented in an - -attempt to influence organizational performance This happens to be the case since the CEO is always passionate about positive interactions among employees and first-line managers (Szczepańska-Woszczyna 2015) The leaders encourage workers to establish meaningful teams, support each other, make evidence-based decisions and engage in activities that will eventually maximize profits (Maritan & Lee 2017) These elements enable both leaders and followers to set objectives, provide sufficient resources, and create suitable models for enhancing operations

4 Controlling

The leaders of Google identify and assign specific objectives to different departments and teams and expect them to deliver results within a specific period The CEO and other

supervisors will decide whether or not the implemented efforts are effective using the documented results as a guide Google combines the three fundamental control techniques

of feedback control, concurrent control, and feed forward control to implement corrective measures.They also have a control system of their own They rely on the Objectives and Key Results structure, which was first presented to founders Larry Page and Sergey Brin

by venture capitalist John Doerr in 1999

II Hofstede Cultural Model of Google

1 Power Distance Index (PDI)

Since Google's headquarters are in the US, its cultural features will be examined using this model to comprehend cultural values and norms Power distance rankings for the United States are low, and Google's culture reflects this The organizational structure of the corporation is rather flat, and the employees are allowed a lot of freedom and independence The company's executives embrace open communication and are friendly and accessible

Figure 1: Scores for Power Distance (source: https://www.hofstede- insights.com/country comparison -

-tool?countries=china%2Cfrance%2Cunited+states%2Cvietnam)

1.1 Organizational hierarchy

Google's organizational hierarchy is relatively flat, which means there are fewer levels of management This structure enables employees to have better visibility and easier access

to management Consequently, this fosters trust, a sense of belonging, and enhances employee motivation to perform at their best

1.2 Organizational decision making

The organizational decision making practiced at Google is more decentralized Regional teams have the authority to adapt global strategies to meet the specific needs and demands

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of local cultures Similarly, teams within regional districts or offices have the autonomy

to make decisions related to achieving their goals while adhering to the organization's values and norms

1.3 Compensation bands

The compensation bands are not placed at a distance from each other Rather, the pay scales and bands overlap as per job roles and descriptions The compensation is largely based on a pay band system that takes into account flatter hierarchies and provides more -options to individuals for improved compensation opportunities

1.4 Power delegation

Due to Google's low power distance culture, the company sees managers and leaders delegating power without any restraint and concerns This delegation of power increases employee responsibility, accountability, work performance, loyalty, and organizational commitment Furthermore, it instills a sense of ownership among employees

1.5 Leadership

Google exhibits a charismatic leadership style The leaders are visionaries who inspire employees by fostering self-belief and self-appreciation They work closely with employees to support their personal and professional growth and to contribute to the overall business growth Google's leadership is visible, accessible, and actively demonstrates their commitment

1.6 Supervisory staff

With a low power distance culture, the need for supervisory staff is reduced at Google Employees are trusted with responsibilities and often have the autonomy to set their own goals and targets within their job requirements This autonomy provides employees with greater motivation to achieve their goals without constant and direct supervision

2 Individualism And C ollectivism

2.1 Individualism

The United States has the highest individuality rating among countries, as shown in Figure

2 This means that there is a culture of limited group expectations and a loose connection among individuals In this culture, people tend to prioritize their own interests and do not heavily rely on extended family or government support Similarly, Google seeks employees who possess similar traits They value individuals who are proactive and self-motivated Autonomy and self expression are highly valued within the company, and -employees are driven by personal success and individual goals rather than solely focusing

on group objectives

Figure 2: Scores for Individualism (source: https://www.hofstede-insights.com/country- comparison

-tool?countries=china%2Cfrance%2Cunited+states%2Cvietnam)

2.2 Individualism versus collectivism

2.2.1 Privacy

Google highly values the privacy of its employees, both in their professional workspace and personal lives The organization respects boundaries and refrains from interfering in personal matters, providing employees with the necessary privacy Additionally, Google offers support and assistance when required

2.2.2 Time

Google also places great importance on its employees' time All tasks and job activities are carefully planned to ensure they do not disrupt an individual's social and personal life, promoting a healthy work-life balance Maintaining this balance is crucial for the emotional and physical well-being of employees, and Google ensures that employees feel valued for their time

2.2.3 Challenging tasks

Google consistently provides its employees with challenging tasks and goals These assignments are designed to engage employees and keep them motivated to perform at their best Google invests in ensuring that all employees are presented with stimulating challenges to prevent boredom and job dissatisfaction

2.2.4 Individual accomplishments

Individual accomplishments at Google are celebrated and recognized Employees receive appreciation and acknowledgment for their professional and personal achievements These recognitions are delivered through both intrinsic and extrinsic benefits, further boosting employees' motivation to strive for improvement

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2.2.5 Work-life vs social life

Google maintains a clear distinction between an employee's personal and social life The company ensures that the workplace culture remains separate from social relationships and obligations While Google values and encourages employees' social lives and relationships, it upholds workplace ethics by not allowing social connections to infiltrate professional workspaces

2.2.6 Creativity

Google fosters and celebrates creativity among individuals The company frequently promotes and involves employees in challenging tasks and problem-solving activities to encourage the utilization and further development of their creativity This emphasis on creativity is vital for cultivating a culture of innovation and flexibility, which is crucial for Google's organizational growth and development

2.2.7 Merit

At Google, all decisions, including promotions and compensation management, are based

on merit The company strictly adheres to the principles of employee performance when determining promotions and rewards Google believes it is fair to utilize these criteria to facilitate employee growth and to foster a culture of honesty and transparency within the organization, thereby minimizing conflicts

III Global Leadership of Google

1 Leaderships Style

Google’s leadership style is known for emphasizing innovation, creativity, and collaboration This can involve elements of democracy, such as encouraging employees

to share their ideas and giving them a voice in decision-making processes Google is known for practicing a democratic leadership style This leadership style allows for a collaborative environment where leaders seek input from all team members In this style, every team member has a voice, and decisions are made through a democratic process The leaders at Google encourage their employees to share ideas and opinions, collaborate, and work together to solve problems This approach creates a sense of ownership and accountability across the organization, leading to increased motivation and engagement among team members The democratic leadership style at Google emphasizes open communication, creative problem-solving, and a focus on team success Google is known

as one of the most innovative workplaces in the world, including free food, laundry and fitness centers, on-site childcare, and more Google encourages its employees to think outside the box and to come up with innovative solutions to problems The company provides its employees with a work environment that fosters creativity and innovation During the pandemic, Google was among the first companies to allow employees to work from home Google places a high value on its employees and invests heavily in their training and development The company believes that by hiring the best and brightest talent and providing them with the tools and resources they need to succeed, it can achieve its goals more effectively Google promotes open communication among its employees, encouraging them to share their ideas and opinions The company believes that open communication leads to a better understanding of issues and a more effective resolution

of problems

2 Management model

● Flat Organizational Structure: Google is known for its relatively flat

organizational structure, which minimizes hierarchical layers and promotes a more agile decision-making process This structure allows for increased collaboration, quick communication, and easier access to management, fostering a culture of openness and innovation

● Function-based: Google's management model incorporates functional

departments for various aspects of the company, such as finance, sales, marketing, and research and development Each function is overseen by an executive who manages the department and makes strategic decisions specific to that area

● Product-based: Google organizes its product development through dedicated

product groups that involve employees from different functions The company has two primary product-based groups, one focusing on cloud operations and the other

on artificial intelligence operations Each group is supported by an executive who plays a key role in the development of product lines within their respective areas

● Data-Driven Decision Making: Google emphasizes the use of data and analytics

to inform decision making The company's strong focus on collecting and analyzing large amounts of data enables managers to make informed choices based on empirical evidence, leading to more effective strategies and outcomes

● Innovation and Experimentation: Google places a significant emphasis on

innovation and encourages employees to explore new ideas and experiment The company's "20% time" policy allows employees to dedicate a portion of their work hours to pursue independent projects, fostering a culture of creativity, exploration, and continuous improvement

● Focus on User Experience: Google's management model places a strong emphasis

on delivering exceptional user experiences The company strives to understand and meet user needs through user centric design, usability testing, and continuous -improvement based on user feedback

Part 3: Success and Failure in Cross-Cultural Management at Google

Google is a multinational corporation that has challenges in over 100 countries It has been successful in managing its cross-cultural workforce, but it has also faced some

On the one hand, Google's success in cross-cultural management is the following First, Google has an inclusive culture that values diversity It recognizes the importance of cultural diversity and hires employees from different backgrounds This has helped the company to create a multicultural environment that fosters creativity, innovation, and collaboration Second is global presence As a global company, Google has a deep understanding of cultural differences and has developed strategies to navigate them effectively This includes things like offering translation services for employees who speak different languages and embracing different cultural practices and customs Effective communication is essential for successful cross-cultural management, and Google places a strong emphasis on clear and open communication channels Google uses various communication channels such as video conferencing, email, and chat to facilitate

communication among employees from different countries This has helped to overcome language barriers and facilitate collaboration Google invests heavily in training and development programs to help employees build cross-cultural competencies and develop the skills they need to work effectively with colleagues from different backgrounds This training helps employees to develop empathy, respect, and understanding of different cultures

On the other hand, Google also has faced failure in cross- cultural management First is the language barrier Despite providing cross-cultural training, language barriers can still pose challenges in cross-cultural communication This can lead to misunderstandings, misinterpretations, and conflicts Second is stereotyping Even with a diverse workforce, stereotyping can still occur Stereotyping can lead to misunderstandings, bias, and discrimination An example about the failure of Google In 2010, Google announced that

it would no longer censor search results in China, citing concerns over human rights violations The decision was met with significant backlash from the Chinese government, which resulted in Google effectively withdrawing from the Chinese market One of the main reasons for this failure was a lack of understanding of the Chinese culture and market Google's approach was very much based on Western values and assumptions, which did not align with the Chinese way of doing business

Part 4: Reasons to choose the company and preparations to be able to work at Google

I Reasons to choose

There are several compelling reasons to choose to work at Google.Firstly, Google is widely recognized as one of the top technology companies in the world, with a culture that fosters openness and innovation The company emphasizes encouraging employees to showcase their creativity and explore new ideas, through initiatives like the "20% time" policy that allows employees to dedicate a portion of their work time to pursue independent projects.Secondly, Google places a strong emphasis on personal growth and employee advancement The company provides a continuous learning and development environment, including training programs and opportunities to enhance skills Employees have the chance to work with highly skilled and experienced professionals in the technology industry, enabling them to learn and grow.Thirdly, Google has a unique and supportive work culture that promotes teamwork and collaboration Employees are encouraged to participate in team projects and work together to tackle challenges and achieve common goals The comfortable, creative, and diverse work environment fosters

a strong sense of camaraderie and encourages collaboration.Lastly, Google offers a range

of attractive benefits and perks From competitive salaries and comprehensive benefits packages to flexible work policies and work-life balance initiatives, the company ensures that employees are highly valued and treated fairly

II Preparations to be able to work at Google

The first is a clear career direction Multinational companies or Google recruit candidates not only because of their current ability but also because of their potential in the future It

is impossible to succeed without clearly defining what career path you are aiming for in the future When applying for a job, the employer will surely ask you the question "What

is your future direction/goal?" Being able to answer confidently and clearly about your goals will make employers believe that candidates know who they are and what they are