- 1. Prepared For: Mohammad Hannan Miah Prepared By: Khandker Sabbir Hasan 073656030 Syed Mashhud Quader 1010792030 Syed Shafquat Huq 0910337030 Syeda Tubla Tasneem 083194530 Tahia Asad 0930544530
- 2. OUTLINE • Google • PESTEL • Porter’s 5 FORCES • 3 ‘i’ Analysis • SWOT Analysis • Functional Level Strategy • Business Level Strategy • Control System • Recommendation
- 3. • An American multinational corporation founded by Larry Page and Sergey Brin. • Google was first incorporated as a privately held company on September 4, 1998 • The company offers online productivity software including email, an office suite, and social networking.
- 4. Continued… • Google's products extend to the desktop as well, with applications for web browsing, organizing and editing photos, and instant messaging. • Google leads the development of the Android mobile operating system • Google has been estimated to run over one million servers in data centers around the world.
- 5. Why • Google is far and away the most successful search engine in the world. it dominates its industry like few other companies can. Its success was the reason behind why we chose Google. • Far and away the biggest reason for Google's success is that they provide the best search results for their users. • The reason that Google are able to provide the best search results brings us to the second reason for their success, they invest far more in technology than any other search engine. • Another key to Google's success is that they have actually figured out a way to make money with their search engine. Advertising today accounts for 99% of the revenue of a company whose market capitalization now tops $100 billion. • The last key to Google's success is that they have built one of the best known brands in the world. In fact Google is not just a company name
- 6. So, the things which have made Google so successful is their ability to adapt, their work ethic, their philosophy, their aggressive stance in terms of acquiring business which they believe add value to their services, and most importantly providing an outstanding service to its users.
- 7. ‘s PESTEL Political Technological • may face • constant constraints from innovation different countries • advancement of Economic technology • stock market Environmental growth • involved in Social ecological actions • leader of the Legal society • Fraud clicking • Google bombing
- 8. Organizational Structure Grouping Tasks, Functions and Divisions • Google’s teams are grouped based on tasks and functions who work together and perform the same types of tasks in an org. • These teams are then divided into divisions and each divisions are different than one another and perform different tasks.
- 9. Allocating Authority and Responsibility • As mentioned earlier, Google leaders allocate responsibility among employees to group tasks in divisions Minimum chain of command • Google follows the minimum chain of command and chooses the hierarchy with the fewest levels of authority to use the org resources efficiently and effectively
- 10. Is Google a centralized or a decentralized company? • Google can be characterized as a transnational company because it has offices located in 17 countries, which mainly consists of sales offices. These subsidiaries report back to Google's HQ in the United States or Europe. Decision making mainly comes from their United States based HQ.
- 11. GOOGLE’S CULTURE Google hire people who are smart and determined, and favor ability over experience. Although Googlers share common goals and visions for the company, they hail from all walks of life and speak dozens of languages, reflecting the global audience that we serve. Google’s culture is informal, equal, involvement, and empowerment and it has an aversion to bureaucracy.
- 12. Strategic control systems- PERSONAL control Larry Page and Sergey Brin founded Google in September 1998. Since then, the company has grown to more than 30,000 employees worldwide, with a management team that represents some of the most experienced technology professionals in the industry.
- 13. • As a motivation technique, Google uses a policy often called Innovation Time Off, where Google engineers are encouraged to spend 20% of their work time on projects that interest them. Some of Google's newer services, such as Gmail, Google News, Orkut, and AdSense originated from these independent endeavors
- 14. LARRY PAGE(CEO)- helps his employees to lead the company’s product development and technology strategy, and conduct day to day operations. ERIC E SCHIDMT(EXECUTIVE CHAIRMAN)-Under his leadership, Google employees dramatically scaled Google’s infrastructure and diversified its product offerings while maintaining a strong culture of innovation. NIKESH ARORA(Senior Vice President and Chief Business Officer) -By directly supervising his employees, they also developed and managed the company’s operations in the European, Middle Eastern and African markets.
- 15. David C. Drummond (Senior Vice President, Corporate Development and Chief Legal Officer)- his employees leads Google’s global teams for legal, government relations, corporate development (M&A and investment projects) and new business development All these leaders personal approach is useful because they can find out the problems that arise within employees and get a better understanding of the situation, and also ensure that their subordinates are performing their work effectively and not hiding any information that could cause problems down the line.
- 16. Behavior Control Systems Pack them in: • Google teams have to communicate . The best way to make communication easy is to put team members within a few feet of each other and share an office. This way, when a programmer needs to confer with a colleague, there is immediate access: no telephone tag, no e-mail delay, no waiting for a reply. Even the CEO shared an office at Google for several months after he arrived.
- 17. Make coordination easy: • Because all members of a team are within a few feet of one another, it is relatively easy to coordinate projects. Eat your own dog food: • Google workers use the company's tools intensively. The most obvious tool is the Web, with an internal Web page for virtually every project and every task.
- 18. Encourage creativity: • Google engineers can spend up to 20 percent of their time on a project of their choice to be creative. ideas mailing list: a companywide suggestion box where people can post ideas. The software allows for everyone to comment on and rate ideas, permitting the best ideas to percolate to the top. Strive to reach consensus: • At Google, the role of the manager is that of an aggregator of viewpoints, not the dictator of decisions. Don't be evil: • They foster to create an atmosphere of tolerance and respect, not a company full of yes men.
- 19. Output Control Individual Performance Measurement The internal The LDC Google executive compensation team Committee used officers drafted assesses each executive’s this assessment their own to inform its performance against performance goals, for the his or her pre- discretion in established goals and determining the organizations they provided the LDC manage, and agreed Committee with a individual on them with Eric. performance component of the appraisal. cash bonus,
- 20. Continuation Role of Executives in Determining Compensation: • Eric, CEO, makes recommendations to the LDC Committee regarding Google executive pay practices, but the LDC Committee must approve any changes before they are made. Company Performance Measurement • Google Senior Vice President of Business Operations and Chief Executive Officer, working with their internal compensation team and upon consultation with the LDC Committee, proposed bonus funding metrics for executive officer bonus plan
- 22. RECCOMENDATIONS • Google must keep updating their search engine so it finds relevant and helpful websites or they will just be one of the others. • Google should implement a human rights approach, addressing ethical apprehensiveness accordingly. Google should be more attentive to customer’s moral entitlements and what they should expect in regards to protecting their privacy and also honest pricing strategies.
- 23. • Google should strengthen and maximize the company’s current Research and Development (R&D) team. • Google should continue to be innovative and try new things. they must keep hiring only the most suitable and able employees