ORGANIZATIONAL-BEHAVIOR (1)
Page 1: Introduction
Presentation Details
Presented by: Conrad M. Caldit and Kristine Joy Caldit-Salvador
Topic: Organizational Behavior Case Study
Focus: Google Inc in 2020
Key Themes: Organizational Culture and Employee Engagement
Page 2: Company Overview
Organizational Culture
Known for: Unique and highly effective organizational culture
Key Characteristics: Fosters innovation, collaboration, and employee engagement
Adaptation: Maintained core cultural values during the COVID-19 pandemic
New Work Modes: Adjusted to new modes of working as global workforce faced challenges
Page 3: Google’s Organizational Culture: Core Elements
Innovation-Centric Culture
Encourages: Risk-taking, experimentation, and technological advancements
Belief: Failure as part of the creative process
Communication and Inclusivity
Practices: Open communication and transparency
Structure: Flat organizational hierarchy allowing all employees to voice ideas
Page 4: Core Elements Continued
Psychological Safety
Significance: Employees feel safe to speak up and collaborate
Result: Builds trust and teamwork
Employee Autonomy and Flexibility
Work Practices: Flexible hours and pursuit of passion projects (20% rule)
Support: Full support for remote work in 2020
Page 5: Employee Engagement at Google: 2020
Engaged Workforce
Culture Elements: Openness, autonomy, innovation contribute to engagement
Employee Engagement Report: High motivations despite remote work challenges
Focus on Well-Being
Initiatives: Mental health resources, flexible hours, home office stipends
Impact: Maintained work-life balance and engagement
Page 6: Collaborative Work Environment
Tools and Practices
Digital Tools: Use of Google Meet, Docs, and Drive to maintain collaboration
Result: High engagement levels sustained through remote work
Page 7: Supporting Remote Work
Digital Infrastructure
Transition: Easy shift to remote work due to existing infrastructure
Company Support: Technology, stipends for home office, mental health resources
Feedback Mechanism
Adaptation: Regular surveys to address employee needs and improve satisfaction
Page 8: Outcomes of Culture and Engagement
Positive Outcomes
Continued Innovation and Productivity: Advancements in Google Cloud, Meet, etc.
Low Turnover: Employee loyalty remained despite uncertainties
Adaptability
Successful transition to remote work without compromising engagement
Page 9: Motivation at Google
Intrinsic Motivation
Definition: Driven by internal satisfaction and passion for innovation
Empowerment
Key Strategy: Employee autonomy and decision-making
Purpose
Company Mission: To organize information and make it accessible driving commitment
Page 10: Team Dynamics at Google
Focus on Psychological Safety
Importance: Safe environment encourages risk-taking and open communication
Collaboration
Tools: Google Docs and Meet facilitate teamwork across distances
Shared Goals
Alignment: Team objectives align with the company's mission promoting accomplishment
Page 11: Motivation and Team Dynamics
Cultural Synergy
Driven Engagement: Autonomy allows meaningful project involvement
Team Innovation: High levels of engagement contribute to productivity
Page 12: Conclusion
Summary
Organizational Culture: Affects employee engagement and innovation positively
Cultural Elements: Key role in adaptation to remote work challenges
Overall Impact: Employees feel valued, engaged, and motivated
Page 13: References
A compilation of sources underpinning the case study findings, including academic journals and industry reports.
Page 14: Acknowledgements
Thank You
Presented by: Conrad M. Caldit and Kristine Joy Caldit-Salvador