Googleplex Case Study

At this level, it is caring about the relationship to global and human. For those smile factory such as hotels, airlines, Disney, etc., they must always be friendly and smile when serving their customer (surface manifestation), although they are unhappy (basic assumption). In this condition, emotional intelligence plays a significant role in their work performance. Moreover, emotion labor is also related to this condition. Emotion labor is the key to the manifestation of an interactive service industry. Managers will always try to control their employees' emotions so that they can perform well in their job.
One of the best known writers, Handy, have determined 4 types of culture to fit a scope of organisational circumstances. The four types
With the application of criterion company organisational formation, this company has exploited an organisation culture by affording workers numerous freedom of exploited new ideas. Headquarters of google, is named as Googleplex. This idea has come from both Google and Comaplex. Apart from that, the life in Googleplex is just too sweet. There are some coffee stations for workers so that they can assemble with other workers to have some free grains and have some small chat over there during their break time. There’s also refreshment rooms which stocked with some snacks in the scope from sweets to wholesome foods and some beverages as well. In this company, there is also an exercise space which contains a gymnasium, snooker tables, piano, and others. Moreover, workers of Google will also get a very broad welfare, which not only comprises the aspect of both medical and dental, but other services as well. These other services welfare comprises tuition recompense, a conservation center for their child, free haircut within the Googleplex, monetary planning lessons, so on. The Google worker also has plenty chances to assemble with other workers at a particular organization
The reason of why I would like to belong in this culture is, first, the workers rely on the manager in this culture. In Google company, it is supervised by a board of directors, which spread command down via an administrator management crew which supervises few units. Secondly, it is a strong and elastic culture, but workers have lots of liberty in this culture. Just like in the Google company, this company has exploited an organisation culture by affording workers numerous freedom of exploited new ideas. Third, trust between manager and workers is very important in an organisation. If there has no trust between these two parties, there will have lots of conflict in the company and the company become an unsuccessful and weak company.
As a conclusion, certain culture of an organization can be changed or formed by the managers. The “has” theory provides us the other interpretation of succeed and unsuccess of an organisation. But we should think of the other way too, instead of just think of the “has” theory. If the culture of an organization is difficult to change or formed by the manager, it does mean that an organisation is also having a strong culture. With strong culture, the workers of the organisation and managers will work hard together to achieve those goals which set by managers since they are having a fixed