Organization culture refers to the beliefs and principles of a particular organization. The culture followed by the organization has a deep impact on the employees and their relationship amongst themselves. Every organization has a unique culture making it different from the other and giving it a sense of direction. It is essential for the employees to understand the culture of their workplace to adjust well
When looking at organisation culture of company such as Google who culture is based on the fact that they “hire people who are smart and determined, where everyone is a hands-on contributor and feels comfortable sharing ideas and opinions”, it is clear that Google’s culture focus on Task culture according to theorist such as Charles Handy this refers to the use of teams to complete tasks and this same culture relates to Cooke’s Constructive culture which encourages discussions and exchange of ideas amongst employees. The influence of the founders is also heavily felt through the way in which they recruit and socialize the first employees of the new company. Since the founders are presumably heavily involved with the recruitment process at that stage there is a high likelihood, that these new hires and the founders will share the same personal values, interests and goals for the future of the company. Eventually these persons, if they remain with the company, can be expected to rise to positions of leadership within the organizational structure and serve as important teachers of the values and beliefs of the founders even as the founders themselves become more and more removed from day-to-day interaction with employees as the company grows. Furthermore, the way in which philosophy of the founders of Google may influence the culture developed the personal it could be that the founders of Google tend to impose their beliefs and values onto their employees, it could be argued that due to the fact that the founders of Google are committed to collaboration working and innovation which has encourages interaction among employees and sharing of ideas, news and excitement about new products and technologies; explicit empowerment of employees to invest time in pursuing new ideas increases the likelihood of successful innovation; and rewarding creativity that leads to new products and services through distribution of ownership interests. This has lead to a great influence on the way Google operates as the employees within the organisation has internalise the beliefs, values and assumption of their founders. This benefits Google as some innovation projects will require determination to discover and create the best product possible for customers.
Conversely, as a strong philosophy is showed and proved to be beneficial for Google Inc, other company such as Apple Inc who’s culture has also been influenced by founders such as Steve Job, who has also shown commitment to customer service and innovation which has led to Apple developing a culture of secrecy and according to Handy leading to a power culture where decisions are made by one or a small number of people and according to Cooke it is the passive culture where the main motive of the employees is to make his/her position safe and secure and abide by the rules and regulation given by the founders of Apple. This means that all authority above leaves Apples subordinates powerless to making decisions and ensures that they must accept and get on with any task