Organization Assessment Paper – Google Inc. Organization based on Bolman and Deal for Frame Leadership


Deal and Bolman in their book “Reframing Organization” theorized that organization can be analyzed and viewed via a series mental assumptions, and ideas or models. Persons employ these models to comprehend and negotiate the territory or entity. Deal and Bolman employed the phrase “frames” to depict the mental picture. According to them, an organization can be perceived via for main frames which include cultural or symbolic frame, structural frame, political frame, and human resources. This paper focuses on assesses the Google Inc. organization based on the Bolman and Deal for frame leadership.Google is a multinational technology company that is American based and which specializes on products and services related with internet. These services and products include hardware, online advertising technologies, software, search, and cloud computing. The company was established in 1998 by Sergey Brin and Larry Page as a search engine. The company headquarters are located in Mountain View, California. The company’s mission is to organize the information in the world and make it generally useful and accessible. Its vision is to give access to the information of the world in a single click (, 1).

The Structural Frame

The structural frame is regarded as the classical or extra traditional method that is used to design and manage organizations. According to Bolman and Deal an extensively accepted organizational structure image comprises of top-down directives cluster, specialized tasks, close supervision, and sequential work. Structure offers a blueprint method.The organization leader attempts to implement and design a structure or process suitable to the circumstances and problems at hand. The goal of structure frame in an organization include to clarify goals of an organization, to control the external environment, to create a clear structure suitable to environment and task, clarify the authority line, and center on logic, facts and task rather than emotions and personality (Thompson, 1). Google contains a technically matrix organizational structure which is cross-functional in nature but with substantial level of flatness. This organization structure contains three basic features that include flatness, product based and functional based definition. The structure clearly defines individual roles, and tasks, and a clear cut line on the power boundaries; showing the senior personnel in each functional area and those who are accountable to the top in the authority.

The functional aspects define all employees based on their area of operation. For instance sales and marketing team, production team, design and engineering team, and accounting team among others.  The company also classifies employees based on products they are involved in developing. For instance there are employees purposed for creating nexus devices and others who focus on fiber business. Google organization structure also contains some elements of flatness. This implies that although the company structure has hierarchical element where there are seniors to report to in each department, function or production category, the company’s groups, teams or employees can comfortably bypass middle management and directly report toEric Schmidt, the company CEO. Beside this the employees of the company can as well hold meetings and share information among teams.Although the flatness aspect of the company structure promotes the interaction between the executives and the workers, it may make middle management fell inferior and dishonored and thus, it may act as one of the company’s major weaknesses.

The Bolman and Deal approach is believed to be very helpful when information and goals are clear, when technologies are strong, when reactions of cause and effect are well understood and where is low uncertainty, low ambiguity, little conflict, as well as stable genuine authority.Bolman and Deal describe organizational structural frame as its environment, rules, technology, roles, policies, and goals. This is clearly portrayed in Google organization structure. The organization has clear goals that govern the organization operation. The organization focuses on organizing the information of the world and makes it generally useful and accessible.

To accomplish this, the company has adopted various modern IT technology and has also taken part in inventing more technological techniques to ease is service provision techniques and to create modern technological products which are unique and highly useful in transforming life of its users. Creativity is highly embraced in this company particularly in engineering functionality.  This makes it easy for the company to create unmatchable products. Since its creation, Google has been operating under stable authority of a CEO who was initially Larry Page, the CEO roles are defined by the company and thus, even with a change of the CEO the company’s top authority must follow some protocol in operation. The company is currently operating under stable and genuine authority of Eric Schmidt (Smuthson, 1). The organization contains policies which governs the functionality of all in the company, particularly the suppliers and employees and which govern employees’ behaviors. To be able to continue working with the company the employees and the suppliers must a bid by the law that governs their general operations. These laws, policies and rules ensures that each stakeholder operate effectively based on their defined role and as per their line of operation in the Google company.

Google works with users globally those who have signed in and those who have not signed in. The company has diverse products which all depend on the internet. While some of its products appear to be public such Google search engine, there are other that are private such as Gmail and Google + account which ought to be private. In this regard, the company has rules that govern its customers or users across the globe which governs the use of these products. Most of the highly employed rules include privacy and security rules and measures. Google products depend highly on internet use which means there is always involvement of a third party to connect the company products to its customers or users. This sometimes subjects the company to some forms of conflict. Although these conflicts sometimes just impact the customers, there are others that are extended to the company creating some form of legal issues. For instance the company’s services and products have in some jurisdictions been subjected to blockages and restrictions which are government initiated. Such conflicting interference may yield to a loss of current advertisers and users, and augment the cost and impair the company’s aptitude to attract new advertisers and users and thus destroying the company’s growth and revenues.

The involvement of the third party; internet provider, in the company create a high level of uncertainty in the company’s operation and effective structural frame. The company’s financial goals and expansion objectives are highly determined by the company ability to sell its goods and services to the right individuals or to those who need them. Some of the internet providers are considering taking or have taken measures that include legal actions that would increase cost, disrupt, or degrade user access to various products of the company by prohibiting or restricting the utilization of their infrastructure to facilitate or support Google offering, or by altering increased fees to the company. This increases the company’s operation uncertainty. Despite this, some of the modern technologies could chunk online ads, an aspect that would highly harm the company’s business.  Thus, despite of clear goals, rules, and policies, the company structure is experiencing a number of uncertainties which clearly impact its success and general operations (, 12).

Human Resource

The main human resources frame principles is the relationships, skills, and needs or the organization’s human element. The frame of human resource, as provided by Bolman and Deal, regards to individual’s commitment, energy, attitudes and skills as important resources with ability to either break or make an enterprise. The significance of this method is that organizations might be very energizing, creative, and productive place. Leaders who work based on this view perceive individuals as the organization core, and make an obligation to respond swiftly to the needs of the people. Loyalty and commitment are consequently garnered. Google human resource management system cannot be termed as the best based on Bolman and Deal provision.

However, the company is employing too much effort to ensure that it offer the best working environment for its workers by identifying human resources processes that are not embraced or that are despised by the workers.  Normally, workers attitude, commitment and energy are normally influenced by how the company treats its workers. This includes the working policies and code of conduct governing the employees, employee development system, the adapted reward system, leaves and other benefits. The company tries to influence its workers attitude, skills and commitment by offering a work environment that gives them a chance to try their new skills and to employ their creativity.

Employees always get a chance to develop new things, to share ideas, to try their ideas using company resources and to even communicate directly to the company CEO in case on feels his or her ideas are viable but are being ignored by those on top of them in their line of authority.Google relies more on skilled personnel who play a great part in developing most of the company essential and unique product.  The workers group is highly innovative and creative and thus, standing as the backbone of the company’s success. The company thus focuses more on hiring and retaining main and qualified personnel who play a great part in ensuring that the organization is serving its customers as needed and producing the best products ever. Google performance depends more on efforts and talents of highly skilled people (, 5).

The Bolman and Deal human resource frame stresses both on empowerment and support.Google has highly invested in its human resources development by employing more of its resources in human resources support and empowerment. The company clearly understands that its future success relies on its growing ability to retain, identify, motivate, hire and develop personnel that are highly skilled for all organization areas of operations. The technology industry is experiencing great competition for qualified workers whereby some of the company’s competitors have taken direct interest to the employees working for Google. In this regard, the company is aware that it requires a lot of effort to ensure high level of workers retention.

However, Google has not employed all the measures it is capable of to ensure a high level of retention among key employees. The company employs equity award compensation programs and appreciates that this may not be enough in motivating and retaining existing workers or even attracting new workers in the company.  Some of the measure the company has taken to try to empower its employees includes giving commendable compensation packages. The compensation packages of the company are above average and competitive. For instance the company offers high wages and salaries. The workers also receive free meals among other benefits and incentives. The company’s offices typical design emphasizes on creativity and fun which retain and attract innovative and creative workers. Mentoring and couching are used by the company’s human resources department as a way of developing and retaining workers with leadership ability. All this assist the company in increasing its level of human resource retention and attracting new ones (Lombardo, 1).

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