Management
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Introduction
Management is a characteristic of a business that doesn’t obligate the same particular duties some of the other parts of the business have. Planning, organizing, leading, and controlling are the four basic functions of management. The functions work together differently in the creation, execution, and realization of organizational goals. The four management functions can be considered a process where each function builds on the previous function (Thomas, L., $ Middleton, J., 2003). For management to be successful, it needs to follow the four functions of management in proper order.
Managers launch organization objectives and make a sequence of accomplishment to achieve them in the planning stage. The organization makes strategic decisions to set the organization’s direction during the planning phase (Ballou, R. H., 2007). The managers can brainstorm different alternatives to achieve the objective before choosing the best course of action. An in-depth analysis of the organization’s current state is typically conducted by managers while planning. It will help consider the organization’s vision and mission and evaluate resources available to meet the organization’s objectives. An internal and external factor that may affect the plan’s execution, like economic growth, customer, and competition, is evaluated during the planning phase. A realistic timeline for achieving the organization’s objectives is established during planning.
Organizing management (Ruduski, D., 2017)) distributes the resources and delegate tasks to personnel to achieve the objectives established in the planning function. For the managers to organize the budget and staffing, they need to work with other departments like finance and human resource. Managers strike to make a conducive work environment for productivity.
Leading involves inspiring employees and persuading their behavior to accomplish the organization’s objective (Chan, T., 2018). Leading concentrates on managing individual employees, teams, and groups rather than tasks. Successful leadership involves connecting with employees’ interpersonal skills to encourage and motivate them.
Controlling is assessing the accomplishment of the plan and making modifications to make sure the organization’s objectives are attained ( Misun J., 2020). Managers do tasks such as training employees during the controlling stage as necessary and managing deadlines.
Analysis of technical, supervisory, and design
Management of technical process provides insight of, and control over, the technical development of an organization. The technical process is used to design, develop, and analyze the organization elements and enable elements required for integration. Supervisory management is the equivalent of front-line supervision (Qamsane, Y., 2017). Typically it is the first step on the career ladder to middle management or senior-level management. An organization chart is a visual depiction of where supervisors rank about the overall business structure. Design is creating a solution to a project brief and then preparing instruction to allow solutions to be constructed. Design management manages design through the project lifecycle.
Management of work and others’ work.
Management of work recurs an individual to be consistent and focused on clarity, accuracy, and throughnessness in communication (Marchington, M., 2016). Working as a team should be set, and remaining transparent as possible is important in work management. Being an example, encouraging all opinions and ideas, and publicly rewarding and recognizing hard work is essential.
Google’s organizational structure and cultural structure
Google LLC’s success is linked to its organizational structure and culture’s effectiveness in supporting excellence in innovation. Google has a cross-functional organizational structure, strictly a medium business structure with a significant degree of flatness. The company’s growth and competitiveness are defined by this flatness (Becerir, M. C., 2020). Google’s corporate structure’s main characteristics include; function-based definition, product-based definition, and flatness. Google’s corporate structure uses the function as a basis for grouping employees. The company also uses products as a basis for grouping employees. Moreover, the company’s corporate structure has considerable flatness. A flat organization structure means that Google’s employees, team, or groups can bypass middle management and communicate directly with higher management.
Google’s organizational culture is not typical, partly because of the effects of the company’s organizational structure. Primary characteristics of Google’s culture include; open, innovative, smart with emphasis on excellence, hands-on, and supports small company family rapport. Openness involves the sharing of information to improve Google’s business processes. Moreover, the company supports employee involvement in projects and experiments (Lobato, R., 2016). Google’s organizational culture creates a social ambiance that is warm. Information sharing and employee satisfaction if facilitated by warmth. Therefore, excellence in innovation is supported by Google’s corporate culture by sharing ideas and responding to the global market rapidly. In essence, the structure and culture interact to influence the organization’s capabilities and cultural characteristics.
A company’s organizational structure is an arrangement of components and resources based on the organization’s overall design. In contrast, a company’s organizational culture is the set of beliefs, values, behaviors, tendencies, and expectations. Google’s organizational structure is not conventional because of its emphasis on flatness (Simthson, N., 2019). The company’s organizational culture is also not typical because it emphasizes change and direct social links with the firm.
Google’s project oxygen and Aristotle
Project oxygen, multiyear research, was launched by Google to find the answer. It has grown into a comprehensive program that measures key management behaviors (Labrado, N., 2020). Project oxygen cultivates management behaviors through communication and training. Google embarked on an initiative known as Project Aristotle in 2012 to study hundreds of Google’s team and figure out why some stumbled while others soared. Team members of Google’s current structure and work environment will thrive when they have clear, specific, and transparency goals. Google objective and key results are a management tool used to establish and communicate both long- and short-term.
Reference
Thomas, L., & Middleton, J. (2003). Guidelines for management planning of protected areas (Vol. 10). GlandCambridge: In.
Ballou, R. H. (2007). Business logistics/supply chain management: planning, organizing, and controlling the supply chain. Pearson Education, India.
Raduški, D. (2017). Basic management functions in culture and arts organizations. Management: Journal of Sustainable Business and Management Solutions in Emerging Economies, 21(81), 59-66.
Chan, T., Wang, I. M., & Ybarra, O. (2018). Leading and managing the workplace: The role of executive functions. Academy of Management Perspectives (JA).
Mišún, J., & Hudáková, I. M. (2020). The convergence of two controlling terms. Do we face a common future between controlling and management accounting?. In SHS Web of Conferences (Vol. 83, p. 01048). EDP Sciences.
Qamsane, Y., Tajer, A., & Philippot, A. (2017). A synthesis approach to distributed supervisory control design for manufacturing systems with Grafcet implementation. International Journal of Production Research, 55(15), 4283-4303.
Marchington, M., Wilkinson, A., Donnelly, R., & Kynighou, A. (2016). Human resource management at work. Kogan Page Publishers.
Becerir, M. C. (2020). Setting the record straight: a comparative analysis of Google’s organizational identity communication versus the media’s portrayal (Doctoral dissertation, Bilkent University).
Lobato, R. (2016). The cultural logic of digital intermediaries: YouTube multichannel networks. Convergence, 22(4), 348-360.
Smithson, N. (2019). Google’s Organizational Structure & Organizational Culture (An Analysis).
Labrado Badía, G. (2020). Contracting in teams with network technologies.