Discuss about the Change management in Google Australia.
Organizational Change management is a process of implementing new rules of operation in the business process. This involves changes in the organizational structure and culture within the workplace. It is important for every company to follow a certain Framework in order to implement change within the operational process. Effective models are applied in order to implement change within the organization and ensure that there is no resistance (Hornstein, 2015).
The aim of this current report is to describe in details about the history of Change management that are being implemented in Google Australia. In the past several years, the company has encountered several changes within the organizational structure due to introduction of various digital products. Due to the implementation of timely changes over the years, it is possible for the company to become one of the technological giants at global scale.
It is also important to mention in the context that most of the organizational changes are highly essential in the current period of digital market that can help in the process of maintain sustainability and gain competitive advantage.
Google is one of the companies, that has is famous for its innovation. In the quest of innovation, the company has undergone various changes. Google started as a research project of Larry page and Sergey Brin, in the year 1995. They were students of the Stanford University and they had taken up this project as their PhD project (Hayes, 2014). This marked the beginning of the greatest IT Company that rules the world today. Originally, the search engine that the two students made used the Stanford University’s website with the domain google.standford.edu (Laudon & Laudon, 2016). The domain google.com was registered for the first time on September 15, 1997. This was a major change, and a major initiative for the formation of the company Google. The formal inauguration of the company was done on September 4th, 1998, in a garage in California (Hayes, 2014). Both the founders, Brin and Page were against the advertising pop-ups in the search engine that was conventional in the contemporary search engines of that time. By the end of the year 1998, Google had an index of 60 million pages, for their search engines (Laudon & Laudon, 2016). This enhanced the search features of Google and had a better result than contemporary search engines such as Hotbot or Excite.com (Verma et al., 2015). The development of the company was so rapid, that by the year 2006, the company was successful in buying a property from SGI for US$319 million (“Change management – Google Setup”, 2017).
The search engine of Google was so efficient, that soon it started attracting thousands of customers. With the increase of the customer base of Google, the need for effective change management was felt (Helfat & Martin, 2015). Along with giving importance to innovation and technological development, the customers had to be effectively handled and choice of the customers were to be identified and incorporated (Verma et al., 2015). Another significant change that marked the beginning of a new phase is the launch of the Google+ in the year 2011. This change was a major one, and changed the outlook of the use of the Internet and the various features of Internet. Google has challenged the conventional way of thinking and management and thus established them as the leader in the information technology industry. The five major principles that Google have been working on, in order to implement changes and manage the changes for years are:
It is important to note that at the initial stage of change implementation process there are various resistances that are obtained from the employees and various stakeholders of the organization. There are some critical elements that are implemented in Google Australia in order to implement change within the organization of structure and thereby able to improve upon the Quality of service that is provided by the company (Aladwani, 2001).
Strong executive sponsorship for every project that is being implemented by Google is one of the primary processes of change implementation. The business leaders are the primary sponsorship that helps in the process of change implementation of the company (McCalman et al., 2016). Communication is one of the important aspects that the leaders of Google have shown in order to implement change within the organizational structure and culture. New resources are being allocated with the help of effective leadership skills that are needed to satisfy the needs of the organizational staffs. Buy in support from the senior management is also one of the Essential elements that are implemented by Google Australia in order to encourage their employee to deal with the challenges of Change management.
Complete organizational analysis is done in order to understand the impact of change and also deal with the new skills and tools that are required after the changes of policies are being implemented within the organization. Google have provided timely training today employees after implementing change within the organization of structure. As new services are being implemented, it is essential for them to understand the nature of the market and the demand of the stakeholders. Google have also recruited new employees, with latest skills and of software and digital technology that have helped them to deal with new services and products that are being introduced in the market. With the introduction of new operating system of Google that include Android Smartphone, Google has developed new training program for the working software engineers and other employees in order to provide them, the expertise level that is required to deal with the challenges and issues. The project teams that are in charge of implementing change should have high level of skills in order to ensure that they are able to meet up with the new requirements (Hamel, 2008).
It is important for every organization to have a clear vision and also the ability to predict the changes within the market after new policies and products are being launched (Hayes, 2014). This will help the stakeholder to understand the importance of change and also have the ability to understand its advantage in context of the current situation. Effective communication plan is highly necessary in this context in order to ensure that most of the stakeholders can overcome the resistances that are being obtained by the process of change implementation.
One of the major reason for successfully applying in management in Google Australia is due to the fact that they are able to celebrate the success that are being obtained after the launch of every new product. The company has also shared detailed information related to extra profit that is gained by the company after the process of change has been implemented. This will help the stakeholders to motivate themselves about the positive effects of change implementation.
Hence, it can be said that high level of working motivation and effective communication skills of the leaders have enabled the company to deal with the changes over the years in history.
It is important to note that resistance to change management is a natural process that is encountered by all organizations (Matos Marques Simoes et al., 2014). There have been several resistances to the Change management in the form of Criticism that are faced by the executives of Google Australia. With the introduction of new operating system for smart phones, there have been several criticisms among the stakeholders about it applicability due to the fact that Apple and Windows have introduced effective software that is highly developed for the use of Smartphone. Most of the stakeholders of Google did not understand the fact that it is not possible for a company of search engine of Internet to introduce the service of operating system (“Change management – Google Setup”, 2017).
The stakeholders hear that the company will have to face with financial loss due to the introduction of new operating system service. It is also important to note that most of the stakeholders hear that it is not possible for Google to survive in the competitive world of Smartphone industry due to the fact that Apple have introduced Smartphone under the brand name of iPhone which has been one of the most popular devices all around the globe (“Change management – Google Setup”, 2017). Moreover, due to the reputation of the Rival brands of Google including Microsoft and Apple, it was not possible for them to implement high level of changes that are needed in the process of improving the culture of digital technology (Cameron & Green, 2015).
The system of Google Map has been one of the significant parts of the service that were introduced by Google Australia. As during the time of its introduction, there were many reputed GPS navigation service that were already present in Australia. Hence, many of the stake holders also believed about the fact that it would not be possible for Google to survive in the tough world of competitive in the GPS navigation industry as most of the people and technology lover may not be able to accept the user interface that are offered by Google Maps.
The effective management of the Google, Australia can be implemented by proposing certain rules. Therefore, by applying certain principles the organization management can be successfully maintained. The change management involves thoughtful planning and implementing sensitively along with consulting and involving the people who are affected by these alternations. The problem arises when the changes are forced on the people. Thus, the changes should be real in nature, quantified and achievable. The aim of the change management is to confirm the quality chance in order to put a positive impact on a long term basis on the Google organization of Australia (You et al., 2017).
But it is found that the change in organization fails most of the time. Thus, before applying nay change the organization should be properly assessed in order to investigate whether it is ready for any change and the leaders should actively support the change by following the changing process (Kuipers et al., 2014). They can seek inputs from the stakeholders both internally and externally, and thereby maintains the support from stakeholders if the changed that is proposed is going to succeed. The person in charge for introducing and including the changes should definitely focus on the change process management. The change management can involve procedures such as planning, implementing, assessing, organizing and evaluating.
Hence, with the effective change management plans, it is possible for Google to have h ability to survive and sustain in the tough world of competition in the digital market industry.
Conclusion
Change is essential and has to be implemented by every business organization, in order to remain a leader in the competitive world. Google has incorporated various changes and managed the changes effectively. Though the company had started with no intension of becoming the leader of the IT world, yet the courage and the innovation that the company and the people associated with Google has taken up, makes it a true leader. The changes and its implementations have been done with the assistance of various effective leaders and the efforts of the employees. In order to ensure effective change management, the leaders have to play a key role. In case of Google, it is evident that the company, all the stakeholders associated with Google has played a key role. As a result of the effective change management, Google has been successful in becoming a leader in the technology world, with almost no company, which could be chosen as a true competitor of Google. Though face book and Microsoft is often seen as competitors of Google, yet that are on the basis of only few products. The effectiveness of the changes and its effective management makes Google an undoubted leader.
References
Aladwani, A. M. (2001). Change management strategies for successful ERP implementation. Business Process management journal, 7(3), 266-275.
Cameron, E., & Green, M. (2015). Making sense of change management: A complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers.
Change management – Google Setup. (2017). Gsuite.google.com. Retrieved 5 September 2017, from https://gsuite.google.com/setup/resources/change/
Hamel, G. (2008). The future of management. Human Resource Management International Digest, 16(6).
Hayes, J. (2014). The theory and practice of change management. Palgrave Macmillan..
Helfat, C. E., & Martin, J. A. (2015). Dynamic managerial capabilities: Review and assessment of managerial impact on strategic change. Journal of Management, 41(5), 1281-1312.
Hornstein, H. A. (2015). The integration of project management and organizational change management is now a necessity. International Journal of Project Management, 33(2), 291-298.
Kuipers, B. S., Higgs, M., Kickert, W., Tummers, L., Grandia, J., & Van der Voet, J. (2014). The management of change in public organizations: A literature review. Public Administration, 92(1), 1-20.
Laudon, K. C., & Laudon, J. P. (2016). Management information system. Pearson Education India.
Matos Marques Simoes, P., & Esposito, M. (2014). Improving change management: How communication nature influences resistance to change. Journal of Management Development, 33(4), 324-341.
McCalman, J., Paton, R. A., & Siebert, S. (2016). Change management: a guide to effective implementation. Sage.
Verma, A., Pedrosa, L., Korupolu, M., Oppenheimer, D., Tune, E., & Wilkes, J. (2015, April). Large-scale cluster management at Google with Borg. In Proceedings of the Tenth European Conference on Computer Systems (p. 18). ACM.
You, J., Kim, J., & Lim, D. H. (2017). Organizational Learning and Change: Strategic Interventions to Deal with Resistance. In Handbook of Research on Human Resources Strategies for the New Millennial Workforce (pp. 310-328). IGI Global.
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