Organizing Function of Management Essay

The purpose of this paper will be to evaluate the organizing function of management. The organizing function of management develops internal organizational structure. A key role of the organizing function is to address how people interact in various business environments. Management uses organizing activities to allocate resources, define responsibility, establish expectations, and group employees. “At high-tech firms such as Google that rely on employee skills, knowledge, and creativity to remain competitive, the importance of people is evident as well” (Bate & Snell, 1, 2009).

Human Resources Management at Google

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Human resources management is a formal system used to manage people in a business environment (Bate & Snell, 2009). Human capital is a source of competitive advantage that is irreplaceable. According to Bate & Snell, “human resource planning occurs in three stages: planning, programming, and evaluating” (2009). Perfecting the art of human resources management can provide strategic value to organizational performance. The Google Company has secured its place as one of the world’s leading employers.

Goggles strategy for effective human resources management is providing employees with unparalleled benefits, perks, and opportunities. Lazlo Bock, Google’s vice president of people operations states freedom, curiosity and highly trained employees has forged Google’s success (HR Focus, 2008). Planning requires Google to forecast future job trends based market fluctuations and company growth. In 2005, Google was hiring about “10 people a day, adding to a workforce of more than 5,000” (Lohr, 2005). Currently, Google employs approximately 20, 000 people with various backgrounds and skills. Closely monitoring economic trends and labor supply forecast allows the company to manage all available resources. The following rules of engagement with employees, outline by Lazlo Bock, have contributed to Goggles effective human resources management.

* Hire learners. They are inquisitive, and when they fail, they will ask how they can do better. * Give people the tools and resources to succeed; then let them. * Work on small projects in small teams.

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* Keep structures flat. Especially as the company gets big, information needs to flow up. * Discuss everything you can publicly. * Give performance-driven raises. This is helpful in controlling turnover and enhancing retention. * Reward success, don’t penalize failure. “If you don’t fail, you’re not doing your job well.” Quarterly goals are set and performance evaluations are based on these; the company aims for a 70% success rate.

Technology at Google Google was founded on the principle of “organizing the world’s information and make it universally accessible and useful” (Google, 2009). The company original began as a search engine provider. The company quickly expanded products and services to include software, e-mail service, advertising platforms, desktop products, mobile devices, and mapping tools. Google’s list of services and products are too extensive and increasingly expanding.

Google’s success can be attribute to the company’s’ expansion of technological services. Google recent advancement has been the development of a new operating system, Chrome, designed to rival its biggest competitors. “Unlike Windows, Chrome OS is an open-source project like the Linux operating system that’s popular with techies, which means outside software developers are welcome to work on it” (Graham, 7, 2009). The release of Chrome OS as a free open source operating system creates competition with Microsoft’s Windows. Google Assets

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Google’s ability to control the search engine markets has allowed the company to prosper from advertising campaigns. According to Schonfeld, “of the 137 billion estimated total searches performed in the U.S. last year, 85 billion were done on Google; nearly 90 percent of all the growth in search volume was also captured by Google (2008). Google’s profits should spike as the country climbs out of recession “because the company has weeded out a lot of frivolous expenses during the recession” (Liedtke & Girard, 2009). Google went public at $85 dollars a share 2004; current estimates place Google shares at $430 a share (Liedtke & Girard, 2009). The statistics indicated that Google has effectively organized companies assets during difficult economic time.

Conclusion Human resources management and technology play a crucial in business success. Google has perfected work environments that keep employees happy and provides the necessary resources to remain competitive as a company. “David MacDonald, who joined Google as an account manager in October 2001, says, It wasn’t groundbreaking – search engines had been around for years – but it had a different approach and was all about the people” (Smith, 6, 2008).

Google remains one of the world’s leading companies engrossed in the technological revolution. Much of the organizations success arises from Google’s ability to venture into multiple applications. Google refuses to rely on the company’s search engine capabilities to sustain growth. The ability to adapt to economic demands and competition has facilitated Google’s organizational structure.