Google Human Resource Team Case Study

According to the table on page 301, “The Evolution of a Team”, a work group becomes a team when leadership becomes a shared activity (Kreitner, R., & Kinicki, A. p.301, (2013). Google’s “Three-Thirds” human resources team is sub-divided into too many groups, leaving out employees who have little to no experiences with the hiring process. Google has their human resources team divided into to many sub-groups and are working within the groups in order to solve problems. Their groups are focusing too much, on whether a candidate can solve a math problem rather than work out a problem with a coworker. There are too many routes with these groups, which can lead to bias decisions, about who they hire. They rely too highly on comparing whom
All organizations could use the information in this table in perfecting their problem solving skills, manage the teams’ performances, give positive feedback and take care of conflicts within the team. In order for a team to be great in problem solving situations, they must have an understanding of the problems they are trying to solve ( Kreitner, R., & Kinicki, A.p.306. (2013). Google could use a little more training in the problem solving area. Instead, they focus on finding employees who possess high cognitive capacity and too much focus is about an employee’s recent evaluations Kreitner, R., & Kinicki, A. p.326.(2013). It is true that Bock says’ “they hire those with tremendous problem-solving skills and knowledge about everything outside of HR works” Kreitner, R., & Kinicki, A. (2013). This is generally is a good idea for those responsible for hiring, but a little closed minded on Bock’s part. It reminds me of when I was in the education program and we had to take the Praxis series of testing. I often thought about just because someone can pass a standardized test does not mean he or she will be a great teacher, or as the experts say when you pass the test “Highly Qualified.” Highly qualified to me means years and years of experience and dedication in the same field and perfecting that area. These HR people at Google think they have a master plan with predicting
(2013). Instrumental cohesiveness would be more important for this cross-functional team. They need to have that updated information given to them often and reminded of what their goals are. This is a large group and they should all be actively involved in working toward the goals and objectives of the team. This is where diversity also plays key roles in solving these problems and achieving the goals of the group. Diverse employees bring special talents and skills to help meet those goals and objectives. It is vital to encourage these team members to continue using and building on these talents and skills. Rewarding the team when the task is complete is a great reinforcement of a job well done. By recognizing each team member’s contributions, it can be expected that the team members will continue to work even harder to meet the next goals or expectations in the future. These employees need that mutual dependency in order to get the job done and including those diversities is a main factor in achieving