Organizational Culture and Structure Concept to the Case “Keeping Google ‘Googley’"

Analysis of Organizational Culture and Structure to the case, "Keeping Google 'Googley'"
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The consistency of an organization to produce original products and creative business models grows difficult as time goes by. Companies made use of different standardized organizational routines to maximize their efficiency; however, many of these companies lose their sense of innovation and eventually die out (Steiber& Alange, 2013). Although consistently keeping up with today’s fast changing industries shows great difficulty, Google managed to exhibit continuous innovation and be active in a fast-changing environment due to their unique organizational culture and structure.
Google is generally known for their innovation oriented culture (Steiber & Alange, 2013). The founders of Google built the company to mirror their values and implore their vision. The founders created shared beliefs such as "do no evil" and "change the world." (Levy, 2011; Steiber & Alange, 2013). These beliefs created a clear mission for Google where they organized information around the globe and made it accessible for the people to search. The term "googley" was coined to capture the essence of the company’s culture. It signifies the employee’s behavior and attitude towards company values (Steiber & Alange, 2013). This culture motivates the employees to contribute in their innovation of business and products.
Google uses their unconventional organizational structure to reinforce the notion of their organizational culture (Smithson, 2019). Google operates a mat...