Diversity Management And Organizational Change Management At Google

Company Profile

Globalization is an important component in a growing business environment. With a significant growth in the business it has become important to work efficiently in a diverse environment. This will allow in managing the opportunities in best possible way ensuring sustainable business environment. In such a competitive environment, it is important to regulate the effective role of employees (Mazur, 2010). It is necessary for attaining a diverse organizational management. This strategy will certainly allow in maintaining the balance in arranging different approaches that are related with the diversity management. On a long term development and organizational growth depend on including people from a different culture. This will certainly allow in managing the organizational development (Angeline, 2011). It is necessary for the managers to adopt a sustainable business environment which will ensure management of work. Diversity is the uniqueness that brings efficiency in the Organization. With a high level of growth and development it has become important to include the component like diversity management in attaining organizational growth.  This will certainly allow in making effectiveness and developing a better role and responsibility (Hogan, 2012).

Google is an American based MNC providing with technology and internet related services and products.  The company has undertaken the process of cloud computing, software and hardware.  The founder of Google is Larry Page and Sergey Brin. They founded the company in the year 1998.  After that the company gained a quick growth; Due to this Google has added on products, acquisitions, and partnerships for the company. Diversity management and cultural integration has been an important component of Google’s strategy. The organization has been incorporating an effective diversity management organization with a wide understanding of people perspective. As per the current scenario, it is evident that the internal factor in the organization that lead to maximum number of changes. The factors which are contributing toward the overall organizational growth and development are important to be focused. It is necessary to maintain a valid effective goal. The purpose can only be met by defining the cultural gaps and looking forward to maintain an effective organizational validity (Patrick and Kumar, 2012). The purpose is to manage the changes and developing the most effective internal and external process. This has a capacity to manage the rational changes and admiring the most effective process to introduce changes. The change management policies are therefore important enough for gaining the most effective policies. The cultural diversity and changes at Google allows in managing the most effective necessary procedure (Thomas, 2012). This is important for gaining a consistent process and allocating the effective change management theory. On a long run, such a process is important enough for balancing the gaps and allocating the applicable resources (Nathan and Lee, 2013).

Management of change

The internal drivers that enforced change management have helped in implementing a variety of changes in the company. There has been growing necessity that has helped in improvising the changes on a large scale. It has been focused on improving the organisational changes and creating a requirement for variety of changes that need to be addressed (Yang and Konrad, 2011). From the existing policies and changes, it has been confirmed that the company has been utilizing the effective market changes. These changes are important enough for coordinating the scope and arranging the necessary procedure in order to reclaim growth. The external factors are important for regaining the changes that are been taking place in the global scenario. The wide range of changes is important enough to regain applicable growth and applying the necessary plan. This is important from the point of gearing up knowledge in a speedy way. The process is important to be enforced in order to manage changes and understanding the applicable plan. The purpose of the planning campaign is to understand the variety of changes and gaining applicable growth. This is important enough for attaining systematic plan and gathering necessary information in order to attain effectiveness. The internal and external planning is important enough to attain knowledge pertaining to the growth.

A majority of company around the world are undergoing change. The changes in delivering services and products have helped in gaining a competitive advantage.  The products and services of the company are restored well in order to provide better opportunities.  The change management is an important component and help in introducing effective roles and responsibility in order to attain sustainable result.  The organization generally fails to grow due to unavailability of talent. The gap in talent management is therefore causing a misbalance in attaining organizational goals.  For this purpose the large sized business organizations are managing the diversity. It is important to manage the diversity at workplace in order to avoid the crisis. The purpose of a business organization is to manage the functions in a well-defined way and accurately focused on maintaining the organizational competency. The purpose of the organization is to manage the strength and weakness and allowing an effective organizational competency. This allow in gaining effectiveness in order to manage the strength and developing scope.  The particular scope is to gain effectiveness. This is necessary enough for managing the balance and earning the best possible results. It is important for maintaining the scope and arranging effective roles and responsibilities.  The purpose is to manage the long term possibilities that allow in gaining competency. Google has a large-sized market with a well-defined market that has allowed in managing the competition. It is evident to locate effectiveness and maintaining long-term progress. The process of managing diversity is to gain long time growth. This is necessary for undertaking the process of maintaining the balance in order to attain distinguished business goals.  Google has distinguished name across globe that has allowed in managing effectiveness in the market.   The company has allowed in gaining effectiveness in order to maintain a synchronized role. The purpose of the brand is to attain significant market growth with a purpose of generating result. Google is a pioneer of change management and has evolved as a long term sustainable role.  The organization is known for introducing changes in order to manage an effective market name. The market centric approach has helped in gaining effective role and in managing effective roles that are essential product and development.  The changing market approach has therefore allowed in gaining competency in order to be more productive. Google has developed itself as a competent organization with a positive image to gain goals from the point of view of organizing effective results. This is important enough to integrate the organizational objective while managing the cultural diversity. This is important from the point of gaining effective role and aligning the objectives in order to be concrete.   A systematic approach regarding Google has established a sustainable organizational environment. This has certainly helped in rendering long-term goals and managing a systematic authority to attain long term efficiency.  This holistic approach will however allow in managing the systematic roles.   These approaches are evident in order to secure a healthy market place.  The approach is important enough for regulating the process in order to be more productive. These approaches are evident enough for ensuring effectiveness and gaining effective roles. For maintaining organizational competency and effectiveness, this is important for maintaining a balance which will allow in gaining evident roles. It is therefore important enough for generating better roles that are important in managing diversity (Cascio, 2018).

Google has been working across the world with a purpose to involve people belonging to different background. This will not only increase the overall market scope but also helps in delivering definite objectives.  This is progressive from the point of hiring people in order to gain definite objectives. The overall purpose of diversity management is to understand the core value and gaining the best result with the help of effectiveness. This process is evident from the point of gaining best results. This is done In order to presume services and managing the goals from the point of view of maintaining the diversity. The progress of organizational development and growth is necessary enough to locate the problem. Social diversity variety is when contrasts in race, ethnicity, age, capacity, dialect, nationality, financial status, sex, religion or sexual introduction are spoken to inside a group (Ang and Van Dyne, 2015). The people group can be a nation, area, city, neighbourhood, organization or school.  The multi-diversity environment has created connections in the organization which in return has helped in managing the situation in a well organize way. The purpose is to measure the changes and allocate the effective results. It is important from the point of gaining goals and generating most possible organizational goals and result. The purpose here is to understand the role of diversity and working accordingly as per the motive (Rice, 2015).

For Bringing quality, it must be esteemed and coordinated into organization practices and rationality. Google has been putting in efforts in order to attain diversity management at workplace. This requires some investment and a promise to commend diversity variety. It requires the readiness to adopt the changes that are taking place in the organization. With Contrast in elucidation of occasions it can prompt miscommunication. Biases can take place in the organization that might lead to employee-demotivation.  Individuals can form a hasty opinion and confound practices.

Financial Benefits- Organizations that are working in a multi-cultural environment expands benefits. Every year, Diversifying chooses the 50 most various organizations. The 43 that were open enterprises were 24 percent more productive than the S&P 500. They made up only 7 percent of the Fortune 500 however created 22 percent of its aggregate income.

Promoting –a multicultural organization therefore helps in incorporating an effective business roles and responsibility (Laroche, 2012).

Advancement – Diversity inside an organization help in improving capability. It had steady age dissemination as opposed to crests. Close to half of any group was any one ethnic gathering or nationality. For the individual, it actually pays to be on a diversity group. Grasping decent variety likewise eliminates legitimate expenses. That is on account of its illicit for bosses to oppress workers in view of their social diversity variety. The Equal Employment Opportunity Commission advances square with circumstance and handles dissensions about work environment separation. Government laws forbid working environment separation in six zones. These are age, handicap, national source, race, religion and sexual orientation.

This strategy will certainly allow in maintaining the balance in arranging different approaches that are related with the diversity management. On a long term development and organizational growth it is important to include people belonging to different culture. The reason behind the expansion of an organization is due to the fact that the company is doing extremely well through the process of assembling effectiveness. The diversity management and growth has become an important part to an individual. This is important enough for attaining systematic growth. The purpose of an organization is to manage the organizational function s and finding out the variety in order to meet the target. The purpose here is to manage the changes. Google is a multi-diversity organization with a lot many effective roles and responsibilities. These factors are important enough for matching up with the expectations and gaining better results. Thus for a multinational organization this is important to develop an effective business facilities which will allow in gaining competencies. On a long term development and organizational growth it is important to include people belonging to different culture. The diversified culture in an organization is giving a wide pool of opportunity in order to grow. These facilities are important from the point of view of generating better scope. These primary functions are important for the MNC in order to gain effectiveness.

The same number of advertisers and corporate pioneers know diversity management and incorporation has been one of the most sweltering themes in the course of the most recent year. When we take a gander at the present regular meaning of diversity variety employing it’s characterized as enlisting in view of legitimacy with exceptional care taken to guarantee strategies are free from predispositions identified with age, race, sex, religion and sexual introduction. As pioneers, one has to burrow somewhat more profound and take a gander at how social and ethnic decent varieties add to an organization’s advancement and development.

Colleagues might be partial against each other. It might take more time for the groups to perform, yet it’s justified, despite all the trouble. Once the group bonds, the diversity make it more inventive and raise execution. Higher pay rates, rewards and even investment opportunities for everybody on the group. Wharton Business School expert Pamela Tudor found the way to overseeing decent variety. Individuals from the group must be devoted to a mutual objective. She found that this sense of duty regarding a shared objective conquered any decent variety issues. Different groups must be upheld by divisions that join representatives around the common objective. This is more probable in development arranged organizations. They know they should grasp decent variety to fuel the development that is their upper hand (Barak, 2016).

Johnson and Johnson is No. 5 on DiversityInc’s best 50 lists. It has 58 percent of its tasks outside the United States. Its nine-part governing body is differing. It contains two African-Americans and two ladies. Google has 80 percent of the worldwide pursuit piece of the overall industry. It covers in excess of 200 nations. Its main goal is to “Encourage access to data for the whole world, and in each dialect.” There are 4,000 dialects. Luckily, Google can achieve 99.3 percent of web clients with just 40 dialects. The most well known dialects are Mandarin Chinese (882 million), Spanish (325 million) and English (312 million). It impels the 40-Language Initiative to achieve this. It was effective on the grounds that it really esteemed the decent variety in various nations. It understood it must talk the dialect to achieve the market. That incorporates understanding the social contrasts characteristic in the dialect. Google’s decent variety maxim is “Never judge an internet searcher by its interface.” That’s Goggles for “Never judge a people by their appearance.” what’s more; Google was positioned as the third-most LGBT-accommodating organization by Glass Door in 2014.

Conclusion

Culture, ethnicity and dialect additionally assume an incredible part in driving business development, thought and advancement. It is exceptionally basic, when done right it can grow the accomplishment of an organization and advantage the way of life of an organization from various perspectives. On a long term development and organizational growth it is important to include people belonging to different culture. This will certainly allow in managing the organizational development. For an organization like Google it is important to manage the changes and allocating the resources in the best possible way.

References

Ang, S. and Van Dyne, L., 2015. Handbook of cultural intelligence. Routledge.

Angeline, T., 2011. Managing generational diversity at the workplace: expectations and perceptions of different generations of employees. African Journal of Business Management, 5(2), p.249.

Barak, M.E.M., 2016. Managing diversity: Toward a globally inclusive workplace. Sage Publications.

Cascio, W., 2018. Managing human resources. McGraw-Hill Education.

Hogan, M., 2012. The four skills of cultural diversity competence. Cengage Learning.

Laroche, L., 2012. Managing cultural diversity in technical professions. Routledge.

Mazur, B., 2010. Cultural diversity in organisational theory and practice. Journal of Intercultural Management, 2(2), pp.5-15.

Nathan, M. and Lee, N., 2013. Cultural Diversity, Innovation, and Entrepreneurship: Firm?level Evidence from London. Economic Geography, 89(4), pp.367-394.

Patrick, H.A. and Kumar, V.R., 2012. Managing workplace diversity: Issues and challenges. Sage Open, 2(2),

Rice, M.F., 2015. Diversity and public administration. ME Sharpe.

Thomas, K.M. ed., 2012. Diversity resistance in organizations. Psychology Press.

Yang, Y. and Konrad, A.M., 2011. Understanding diversity management practices: Implications of institutional theory and resource-based theory. Group & Organization Management, 36(1), pp.6-38.