Case Incident: GOOGLE AND P&G SWAP EMPLOYEES

Case Incident: GOOGLE AND P&G SWAP EMPLOYEES

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1. Do you think the employee swap between Google and P&G is a good idea for all companies? Why or why not? Why do so few companies do this?    

Ans. I don’t think the employee swap between Google and P&G is good idea for all companies. It may be a good idea between companies which have difference in there Organizational Culture and need of other organization to achieve some sort of goal. Swap of the employee between companies should benefit both companies. If the employees are swapped between companies without mutual benefit for just learning organizational culture, may not allow employee to learn other organizational culture without serving the other organization. Swapping the employees between similar type of organization may reduce competitive advantage between those companies, so very few companies only do this.

2. One of the reason P&G and Google agreed to the swap was to transmit the best aspects of the other company’s culture to their own. Drawing from this chapter, describe how culture might be transmitted in such swaps. 

Ans. The culture is transmitted to employee in a number of forms, the most important being stories, rituals, material symbols, and language.

Stories :  “Stories circulate through many organizations. They typically contain a narrative of events about the organization’s founders, rule breaking, rag-to-riches successes, reductions in the workforce, relocation of employees, reactions to past mistakes, and organizational coping.  These stories anchor the present in the past and explain and legitimate current practices.”

Rituals:  Repetitive sequences of activities that express and reinforce the key values of the organization, which goals are most important, which people are important, and which are expendable.

Material Symbols :  What conveys to employees who is important, the degree of egalitarianism top management desires, and kinds of behavior that are appropriate.

Language :  “Many organizations and subunits within them use languages to help members identify with the culture, attest to their acceptance of it, and help preserver it. Unique terms describe equipment, officers, key individuals, suppliers, customers, or products that related to the business.

3. Which culture– Google’s or P&G –do you think would fit you best? Why?    

Ans. Organizational Culture of P&G is notoriously controlled, disciplined, scalable, and rigid. Organizational Culture of  Google’s is just as famous for its laid-back, unstandardized, free-flowing culture.  Both are different organizations with different culture with fits for they business style. Its like reaching final destination success via two different routs P&G or Google.  I personally feel organizational culture of Google will fit best for me as it has laid-back, unstandardized, free-flowing culture. Free-flowing culture allows me to socialize me well with organization.

4. Would you enjoy an employee swap with a company with a very different culture? Why or why not? 

Ans. Yes I would enjoy an employee swap with a company with a very different culture. By exposing both companies employees to a culture that emphasizes innovation, but in a wholly different way, each company can push their own innovations even further. Both companies can learn how to utilize other company and improve their organization.

Case Incident: The Upside Of Anger?

Case Incident: The Upside Of Anger?

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1. Do you think Laura is justified in her responses to her organization’s culture? Why or why not? 

Ans. No, I don’t think Laura was justified in her responses to her organization’s culture. She describes her workplace was cold and unproductive. Anger and hatred towards other people, other staff members are the kind of emotions prevalent in Laura’s organization.

2. Do you think Laura’s strategic use and display of emotions serve to protect her? 

Ans. Yes , Laura’s strategic use and display of emotions serve to protect her. She have to catch her emotions to the sort of situation, the specific situation because its was hostile environment. Laura put on an act because, Managers don’t like there employees to show there emotions in work environment. Even it was hard to hide emotions sometime, she cannot afford to do that because its her job and she need money.

3.  Assuming that Laura’s description is accurate, how would you react to the organization’s culture? 

Ans. I will try not to annoy management. I will try to keep workplace friendly and more productive. I will try to interact with other staff members and managers.

4.  Research show that acts of co-workers (37 percent) and management (22 percent) cause more negative emotions for employees that do acts of customers (7 percent). What can Laura’s company do to change its emotional climate? 

Ans. Laura’s company should increases Social activities in there company to show it was friendly workplace to work. Managers should not ignore co-workers and employees emotions and assign other behavior as if it were completely rational. Managers who understand the role of emotions and moods will significantly improve there ability to explain and predict there co-workers and employees behavior.