The Contents

Link

Leadership

Organizational Structure 

Recruitment

Training

Motivation

Corporate culture

Corporate culture

Definition of corporate culture: The beliefs and behaviours that determine how a company’s employees and management interact and handle outside business transactions. A company’s culture will be reflected in its dress code, business hours, office setup, employee benefits, turnover, hiring decisions, treatment of clients, client satisfaction and every other aspect of operations.

Six Components of a Great Corporate Culture

1. Vision: A great culture starts with a vision or mission statement. These simple turns of phrase guide a company’s values and provide with purpose. When they are deeply authentic and prominently displayed, good vision statements can even help orient customers, suppliers, and other stakeholders.

2. Values: A company’s values are the core of its culture. Google’s values might be best articulated by their famous phrase, “Don’t be Evil” while many companies find their values revolve around a few simple topics (employees, clients, professionalism, etc.), the originality of those values is less important than their authenticity.

3. Practices:  an organization values “flat” hierarchy, it must encourage more junior team members to dissent in discussions without fear or negative repercussions. And whatever an organization’s values, they must be reinforced in review criteria and promotion policies, and baked into the operating principles of daily life in the firm.

4. People: No company can build a coherent culture without people who either share its core values or possess the willingness and ability to embrace those values. People stick with cultures they like, and bringing on the right “culture carriers” reinforces the culture an organization already has.

5. Narrative: Any organization has a unique history — a unique story. And the ability to unearth that history and craft it into a narrative is a core element of culture creation. The elements of that narrative can be formal or informal but they are more powerful when identified and shaped.

6. Place:  Certain cities and countries have local cultures that may reinforce or contradict the culture a firm is trying to create. Place whether geography or architecture impacts the values and behaviours of people in a workplace.

GOOGLE’S CORPORATE CULTURE

We strive to maintain the open culture often associated with start-ups, in which everyone is a hands-on contributor and feels comfortable sharing ideas and opinions. In our weekly all-hands meetings—not to mention over email or in the cafe—Googlers ask questions directly to Larry, Sergey and other execs about any number of company issues. Our offices and cafes are designed to encourage interactions between Googlers within and across teams, and to spark conversation about work as well as play.

Google is a company that is well-known for its employee-friendly corporate culture. Google has asserted itself as one of the most dominant forces on the Internet. Still, the company says its mission is “to organize the world’s information and make it universally accessible and useful”  With a goal that lofty, it’s a good bet that the people behind Google feel their work is just beginning.

What’s changes have there been since Page became the leader?

• More wood behind fewer arrows. In other words, more focus on fewer projects. Many experiments were shut down (i.e. Google Labs died).
• There’s a renewed and intense focus on making products beautiful. 
  
• When Page took over as CEO, he said that the biggest threat facing Google was Google itself.  He says that as companies get bigger, it tends to take longer to make decisions. Things have undoubtedly changed now.

I agree with what did Larry Page changed since he became the CEO of Google and the environments he made in the company. I think the corporate culture is really important in running a business because it will create a different environment of working. Moreover, different country have different culture so the company need to change some of the business details to adapt the culture and environment there. Sometimes, learning more skills will be needed for example language. In every festival or a memorable day, Google will decorate and design their logo to suit the festival and that particular day. This shows that how Google respect those culture and history.

Bibliography

Coleman, John. Six Components of a Great Corporate Culture. 6 may 2013. 26 september 2013. <http://blogs.hbr.org/2013/05/six-components-of-culture/&gt;.

Economist, The. Google’s corporate culture Creative Tension. 17 september 2009. 26 september 2013. <http://www.economist.com/node/14460051&gt;.

Jackson, Lisa. The Real Secret of Google’s Corporate Culture. 23 july 2013. 26 september 2013. <http://www.corporateculturepros.com/2013/07/the-real-secret-of-googles-corporate-culture/&gt;.

Strickland, Jonathan. How Google Works. 201. 26 september 2013. <http://computer.howstuffworks.com/internet/basics/google6.htm&gt;.

 

Motivation

Definition of Motivation:

Motivation is the word derived from the word ’motive’ which means needs, desires, wants or drives within the individuals. It is the process of stimulating people to actions to accomplish the goals. In the work goal context the psychological factors stimulating the people’s behaviour can be desire for money, success, recognition, job-satisfaction and team work.

REWARDS

1. Financial rewards

• piece rate pay: paid per unit
• performance: (basic salary) + commission
• commission:the amount of money an employee earns when they sell something
• profit share: share in business profit
• fringe benefits: an extra benefit supplementing an employee’s salary

2. Non financial

• job enlargement: employees are given similar level tasks to perform certain level
• job rotation: employee are able to swap job at different times
• team work: The combined action of a group of people, esp. when effective and efficient
• empowerment: give (someone) the authority or power to do something
• job enrichment: an employee is given wider range of task which require more skills

This video explains about the Maslow Hieraarchy of Needs in detailed: http://www.youtube.com/watch?v=rbqn_P2aKNo

Hertzberg two-factors theory

1. Hygiene factors- Hygiene factors are those job factors which are essential for existence of motivation at workplace. These do not lead to positive satisfaction for long-term. But if these factors are absent then they lead to dissatisfaction.  Hygiene factors include:

• Pay – The pay or salary structure should be appropriate and reasonable.
• Company Policies and administrative policies – The company policies should be fair and clear not be too rigid.It should include flexible working hours, dress code, breaks, vacation, etc.
• Fringe benefits – The employees should be offered health care plans, benefits for the family members, employee help programmes, etc.
• Physical Working conditions – The working conditions should be safe, clean and hygienic. The work equipments should be updated and well-maintained.
• Status – The employees’ status within the organization should be familiar and retained.
• Interpersonal relations – The relationship of the employees with his peers, superiors and subordinates should be appropriate and acceptable.
• Job Security – The organization must provide job security to the employees

1. Motivational factors- According to Herzberg, the hygiene factors cannot be regarded as motivators. The motivational factors yield positive satisfaction.  These factors motivate the employees for a superior performance. These factors are called satisfiers. These are factors involved in performing the job. Motivational factors include:

• Recognition – The employees should be praised and recognized for their accomplishments by the managers.
• Sense of achievement – The employees must have a sense of achievement. This depends on the job.
• Growth and promotional opportunities – There must be growth and advancement opportunities in an organization to motivate the employees to perform well.
• Responsibility – The employees must hold themselves responsible for the work. The managers should give them ownership of the work.
• Meaningfulness of the work – The work itself should be meaningful, interesting and challenging for the employee to perform and to get motivated.

MOTIVATION IN GOOGLE

Google, Inc.’s founders believe that successful organizations thrive by dreaming big and providing people with resources to implement their ideas. Google Inc. is described as a university where employees work in small groups to collaborate, dissent, and debate their ideas and projects. What other employees can show up to work any time they want, can bring their dog, wear pyjamas, eat gourmet food for free, enjoy a free fitness centre and trainer, see the onsite doctor if sick, wash their clothes and partake in free espresso at each corner of their “office”? This relaxed, fun environment has worked well for Google, Inc. because it provides a psychological benefit to encourage employees to be more committed, more creative, and more productive. Google Inc.’s method of job design is staying away from monolithic hierarchies that stifle and distract creative ideas. When highly motivated and highly capable people have a common vision, they do not need to be micromanaged.

in my opinion, I think Larry page done a good job and motivates his employees to the max. The way Larry Page motivate his employees works because he provides a comfortable environment to motivate the employees. he make the employees feel like they are working in the home with no stress.  I think people can motivate themselves included me by setting our own goal and achieve it with no stress. We can set the goal based on our interest or else we will not have the passionate to achieve the goal. 

Bibliography

Cook, Joshua. How Google Motivates their Employees with Rewards and Perks. 27 may 2012. 25 september 2013. <http://thinkingleader.hubpages.com/hub/How-Google-Motivates-their-Employees-with-Rewards-and-Perks&gt;.

Duermyer, Randy. Become a Google AdWords Professional with Free Training from Google. 2013. 25 september 2013. <http://homebusiness.about.com/od/consulting/a/adwords-pro.htm&gt;.

GUIDE, MANAGEMENT STUDY. Herzberg’s Two-Factor Theory of Motivation. 2013. 25 september 2013. <http://www.managementstudyguide.com/herzbergs-theory-motivation.htm&gt;.

—. what is motivation? 2013. 25 september 2013. <https://evonnsok.wordpress.com/wp-admin/post.php?post=33&action=edit&gt;.

Sharpley, David. Motivation Theory | Maslow’s Hierarchy of Needs Pyramid | Motivation at work. 30 march 2011. 25 september 2013. <http://www.youtube.com/watch?v=rbqn_P2aKNo&gt;.

Training

What is training?

Training is planned for all processes and activities the organization carries on – to generate learning-oriented goals among Employees and customers. Training includes processes and activities designed to impart or improve the knowledge, skills and values. (WPlook 2010)

Objectives of Training

• Improve the efficiency of workforce
• Make workers multi-skilled and flexible
• Introducing a new process or new machinery
• Reduce wastage of material and time
• Adapt to change

Types of Training

Induction Training

It involves introducing a new employee to its work environment. Usually, it includes

• introduction to colleagues,
• explaining the firm’s activities,
• procedures followed in the organization,
• explaining the organizational structure,
• Place of working

On the Job training

A worker gets training by watching a more experienced worker doing the job. It is common for unskilled and semi-skilled jobs. Thus the worker gets trained while he is performing his regular duties.

•  Coaching – an experienced member of staff will help trainees learn skills and processes through providing instructions or demonstrations (or both).
•  Mentoring – each trainee will follow the member of staff who acts as a guide and helper. A mentor usually offers more personal support than a coach.
•  Job rotation – this is where members of staff swap their roles or tasks so that they gain experience of a full range of jobs.
•  ‘Sitting next to Nellie’ – this describes the process of working alongside to observe and learn the skills needed for a particular process. This can be a faster and more useful way of learning a job role than studying a written manual. The colleague is always on hand to answer any questions or deal with any unexpected problems.

Off the job training

This is when a worker goes away from the place of work to attend a special course. The training can be in the form of a seminar, workshop or a college course. Off the job training is usually conducted for managerial level employees.

Upgrading skills

As we have seen, the nature of work changes constantly. This has been particularly true in recent years at with the introduction of new technology. It is therefore necessary to upgrade employees’ skills constantly e.g. by helping those master new IT skills, but also to develop their customer service skills e.g. letter writing and telephone skills, to cope with the demands of today’s customers.

Multi-tasking

Multi-skilling is the process of training employees to do a number of different tasks. Today’s employees need to have a multitude of different skills in order to be able to cope with a variety of tasks. This work flexibility can be developed through training. Today, organizations like The Equitable Life want employees with a ‘can do’ approach to problem solving and decision making.

 

That Google takes care of the minds of its employees should not surprise. Companies that fly high are learning to take care of their own, and the perks need to be more than free beverages and football tables. This is especially true at Google. But don’t think mindfulness doesn’t apply. Having a job that kind of sucks, or sucks some of the time, doesn’t mean that mindfulness is not for you. Perhaps the more your job fails to present opportunities for growth and self-expression, the more you need to cultivate mindfulness; perhaps when you’re working 9-to-5 is when you most need the ability to reflect rather than react. Take a Deep Breath When Your Job Sucks ! 

Google has taken a pretty simple approach to management: Leave people alone. Let the engineers do their stuff. If they become stuck, they’ll ask their bosses, whose deep technical expertise propelled them into management in the first place.

 

Google have a training program that is designed for organizations and individuals who provide professional training and support to schools using Google Apps for Education. The Google Apps for Education Certification is an official “stamp of approval” from Google, and gives you access to additional marketing support, training opportunities, and business visibility in the Google Apps marketplace. Meanwhile, your customers can be assured that your expertise and learning materials meet high quality standards set by the Google Apps team.

Bibliography

bakshi, dinesh. types of training and its objective. 2013. 3 september 2013. <http://www.dineshbakshi.com/igcse-business-studies/people-at-work/revision-notes/851-types-of-training-and-its-objective&gt;.

BRYANT, ADAM. Google’s Quest to Build a Better Boss. 12 march 2011. 27 september 2013. <http://www.nytimes.com/2011/03/13/business/13hire.html?pagewanted=all&_r=0&gt;.

Duermyer, Randy. Become a Google AdWords Professional with Free Training from Google. 2012. 27 september 2013. <http://homebusiness.about.com/od/consulting/a/adwords-pro.htm&gt;.

Essig, Todd. Google Teaches Employees To ‘Search Inside Yourself’. 30 april 2012. 26 september 2013. <http://www.forbes.com/sites/toddessig/2012/04/30/google-teaches-employees-to-search-inside-yourself/&gt;.

Studies, The Times 100 Business Case. Pages 3: types of training. 2013. 3 september 2013. <http://businesscasestudies.co.uk/equitable-life-assurance-society/building-a-workforce-for-the-future/types-of-training.html#axzz2dvsch6K0&gt;.

WPlook. what is training. 27 january 2012. 2 september 2013. <http://www.aop-e-marketing.com/training-design/what-is-training/&gt;.

Recruitment

What is recruitment?

• The process of finding and hiring the best-qualified candidate (from within or outside of an organization) for a job opening, in a timely and cost effective manner. The recruitment process includes analysing the requirements of a job, attracting employees to that job, screening and selecting applicants, hiring, and integrating the new employee to the organization. (dictionary 2013)

What is Recruitment, Selection & Induction?

• Recruitment, selection and induction is process of finding, hiring and initiating employees. This is also referred to as full life-cycle recruiting. Most employers create and administer this process to ensure effective and efficient recruiting. This process is also implemented to ensure hiring managers comply with policies, such as affirmative action, equal opportunity employment and non-discrimination. (Lucy 2012)

Recruitment & Selection Hiring Process

• In order to increase efficiency in hiring in the recruitment and selection process, it is recommended the following steps be followed (also refer to Staff Recruitment and Selection Check-list).

• Step 1: Identify Vacancy and Evaluate Need
• Step 2: Develop Position Description
• Step 3: Develop Recruitment Plan
• Step 4: Select Search Committee
• Step 5: Post Position and Implement Recruitment Plan
• Step 6: Review Applicants and Develop Short List
• Step 7: Conduct Interviews
• Step 8: Select Hire
• Step 9: Finalize Recruitment

Step 1: Identify Vacancy and Evaluate Need

Recruitments provide opportunities to departments such as aligning staff skill sets to initiatives and goals and planning for departmental and individual growth. Although there is work involved in the hiring process, proper planning and evaluation of the need will lead to hiring the right person for the role and team.

Step 2: Develop Position Description

A position description also referred to as a job description is the core of a successful recruitment process. From the job description, interview questions, interview evaluations and reference checks questions are developed. Prior to developing the job description the hiring manager should identify the following:

1. General Information
2. Position Purpose
3. Essential Functions
4. Minimum Requirements
5. Preferred Qualifications 

Step 3: Develop Recruitment Plan

Each position requires a documented Recruitment Plan which is approved by the organizational unit. A carefully structured recruitment plan maps out the strategy for attracting and hiring the best qualified candidate and helps to ensure an applicant pool which includes women and under represented groups including veterans and individuals with disabilities. In addition to the position’s placement goal the plan contains advertising channels to be used to achieve those goals. The recruitment plan is typically developed by the hiring manager.

Step 4: Select Search Committee

The hiring manager will identify members who will have direct and indirect interaction with the applicant in the course of their job. Each hiring manager should make an effort to appoint a search committee that represents a diverse cross section of the staff. A member of the committee will monitor the affirmative action aspects of the search committee. Under-represented groups and women are to have equal opportunity to serve on search committees and special efforts should be made to encourage participation. Departments that lack diversity in their own staff should consider appointing staff outside the department to search committees or develop other alternatives to broaden the perspective of the committee.

Step 5: Post Position and Implement Recruitment Plan

Once the position description has been completed, the position can then be posted. Every effort should be made to ensure the accuracy of the job description and posting text. It is not advisable and in some instances, not possible to change elements of a posted position. The reason for this has to do with the impact a given change may have on the applicant pool.

Step 6: Review Applicants and Develop Short List

Once the position has been posted, candidates will complete an electronic applicant for each position (resume and cover letter are optional).

It is recommended that all search committee members review all Applicants to ensure more than one person assesses their qualifications and that individual opinion or biases are avoided. Each committee member may provide comments to each Applicant’s qualifications as they relate to the minimum requirements of the position.

Step 7: Conduct Interview

The interview is the single most important step in the selection process. It is the opportunity for the employer and prospective employee to learn more about each other and validate information provided by both. By following these interviewing guidelines, you will ensure you have conducted a thorough interview process and have all necessary data to properly evaluate skills and abilities. 

Step 8: Select Hire

Once the interviews have been completed, the committee will meet to discuss the interviewees. Committee members will need to assess the extent to which each one met their selection criteria. The search committee rating sheet will be helpful in justifying decisions and making them as objective as possible. The most important thing to remember is that you will need to be able to justify your decision.

Step 9: Finalize Recruitment

Upon completion of the recruitment process the offer to the selected finalist is made. The salary to be offered is to be equitable and lead to the retention and motivation of employees. Prior to initiating the offer, it is recommended that one more check of the selection process be completed.

(university of california 2013)

This video is about the Google Recruitment and they interview some of the employees.

http://www.youtube.com/watch?v=JcXF1YirPrQ

This is the Job recruitment of Google.

In my opinion, I think the recruitment of Google is fair enough based on their job specifications, job descriptions etc. They will have the decision after getting a few feedback from the others so there is no unfair statement at here. The Google are hiring a long term worker instead of a short term and part time. Google recruitment have an equal opportunities to everyone because they don’t need a specific skills from others. If anyone who fits their conditions, you can go for the interview. I will definitely work at Google if I have the chance because of the environments, facilities, workers at there and others. Larry Page created a comfortable environment for the workers in the company. The whole company is like a giant playground with lots of preferential treatment. Employees can get a free meals in the company everyday and also having fun during working.

The links below is how the Google’s recruitment and the Hiring Process.

http://blog.smarterer.com/googles-recruitment-and-hiring-process-infographic

and this video is about the how the Google offices look like.

http://www.youtube.com/watch?v=Fua2VgwHveE

Bibliography

Bryant, Adam. On GPAs and Brainteasers: New Insights From Google On Recruiting and Hiring. 2013. 13 september 2013. <http://www.linkedin.com/today/post/article/20130620142512-35894743-on-gpas-and-brain-teasers-new-insights-from-google-on-recruiting-and-hiring&gt;.

dictionary, business. recruitment. 2013. 1 september 2013. <http://www.businessdictionary.com/definition/recruitment.html&gt;.

Friend, Lucy. What is Recruitment, Selection & Induction? 2012. 1 september 2013. <http://smallbusiness.chron.com/recruitment-selection-induction-1154.html&gt;.

Lopes, Nuno Machado. Google Recruitment Video. 27 april 2006. 13 september 2013. <http://www.youtube.com/watch?v=JcXF1YirPrQ&gt;.

Quinn, Joe. Google’s Recruitment and Hiring Process [Infographic]. 19 april 2013. 13 september 2013. <http://blog.smarterer.com/googles-recruitment-and-hiring-process-infographic&gt;.

Seng, Isaac Ka. Google Offices. 29 March 2010. 13 september 2013. <http://www.youtube.com/watch?v=Fua2VgwHveE&gt;.

university of california, riverside. recruitment and selection hiring process. 24 june 2013. 1 september 2013. <http://hr.ucr.edu/recruitment/guidelines/process.html&gt;.

Organizational Structure

Definition:

–          Book: The shape of an organization based on levels and centralization of management and spans of control. (Cambridge IGCSE, Business Studies, Second Edition pg.98)

–          Internet: The typically hierarchical arrangement of lines of authority, communications, rights and duties of an organization. Organizational structure determines how the roles, power and responsibilities are assigned, controlled, and coordinated, and how information flows between the different levels of management.

Dictionary.com, Business. organizational structure. 2013. 1 september 2013.

HIERARCHICAL ORGANISATION

–  employees are ranked at various levels

– At each stage in the chain, one person has a number of workers directly under them, within their span of control.

– A tall hierarchical organisation has many levels

– A flat hierarchical organisation will only have a few.

– The chain of command (i.e. the way authority is organised) is a typical pyramid shape.

Flat Structure

A flat organization refers to an organization structure with few or no levels of management between management and staff level employees.

Advantages & Disadvantages of Flat Structure

• It removes excess layers of managements improves the coordination and speed of communication between employees.

• Fewer levels of management encourage an easier decision-making process among employees.

• Employees often lack a specific boss to report to, which creates confusion and possible power struggles among management.

• Flat organizations tend to produce a lot of generalists but no specialists. The specific job function of employees may not be clear.

Tall Structure

A hierarchical organization follows the layout of a pyramid. Every employee in the organization, except one, usually the CEO, is subordinate to someone else within the organization.

Advantages & Disadvantages of Tall Structure

•  authority and levels of responsibility are obvious.

•  promote developing employees as specialists. Employees may narrow their field of focus and become experts in specific functions.

• Employees become loyal to their departments and look out for the best interest of their area.

• Communication across different departments tends to be less effective than in flat organizations.

•  Increased time may be required to respond to clients.

Organizational Structure of Google Inc

The company’s leadership allows employees to change the parameters of their jobs when needed. Employees are encouraged to be their own leaders, evaluate their jobs and then propose better ways to do their jobs. Google’s leaders want their employees to “think out loud,” and have open discussions about their goals and plans for achievement. The structure promotes corporate transparency because employees are able to witness and contribute to the leadership function. Google’s methods attract top talent because their management focuses on controlling through shared vision.

From my point of view, I think the organizational structure of Google Inc is good good because it has a flat organization structure. The employees can easily communicate within their groups and also their senior. When Larry Page passes the message down, the message can easily pass throughout the company because it has a short chain of command. Larry Page also run his business well and all of the employees love their job. The employees love to work at Google, but not just because of perks such as flexible work time and bonuses, they also love the work that comes from the cross-functional leadership structure.

Bibliography

Board, The official. Google. 5 september 2013. 10 september 2013. <http://www.theofficialboard.com/org-chart/google&gt;.

larakr. google. 11 july 2012. 10 september 2013. <http://www.cogmap.com/chart/google?ver=24&vt=0&gt;.

MANAGEMENT2.com, LEARN. HIERARCHICAL ORGANISATION. 2013. 10 september 2013. <http://www.learnmanagement2.com/hierarchical%20structure.htm&gt;.

Meehan, Colette L. Flat Vs. Hierarchical Organizational Structure. 2013. 10 september 2013. <http://smallbusiness.chron.com/flat-vs-hierarchical-organizational-structure-724.html&gt;.

Leadership

Definition of leader: A person or thing that holds a dominant or superior position within its field, and is able to exercise a high degree of control or influence over others.

What is leadership?

• Internet: Leadership is something essential to any group or organization. What a leader does is usually very difficult to describe in words. The definition of leadership seems so vague because of the many responsibilities one holds. As difficult as it may seem, there are 3 quite famous ways in giving a definition of leadership, coming from different perspectives. 
•  Opinion: From my point of view, I personally think that leadership is a kind of characteristic that a good leader MUST have. A leader must lead his or her team-mate and work together corporate to achieve their goal. A leader will shows all the skills and people will easily trust and follow.

Define:

•  Autocratic: A boss who likes to make all of the decisions.
• Democratic: A manager who is willing to  listen and consider the views of people in their department, and act upon the wishes of the majority
• Laissez-faire:  This is a leadership style where the leader has the minimal input, leaving the running of the business to the staff.

Explanation:

• Autocratic: The leader will made all the decision by him or herself for the business without listening to anyone’s suggestion.

Example: The CEO in the company forces the workers to finish all the orders by tonight no matter how late they work until.

•  Democratic: The leader will make the decision after the discussion with all the employee and voting.

Example: In Malaysia, the winner of the election was chosen by the voting of everyone.

• Laissez-faire:  There is no forcing and discussion in this situation. All the employee work themselves to run the business.

Example: For example in my family my parents did not control what we did in the house. as their children, we will just manage ourselves and asked our parents for anything needed. everything go smoothly without forcing us.

Opinion: in my opinion, I think that every type of leaderships has its own advantages and disadvantages. The leader need to decide which leadership skills should be taken depends on the business situation. Being a good leader, he or she needs to experts all those 3 leadership skills so that they can make the decision accurately on that situation to run their business.

Are leaders born or made?

• Made: In my opinion, I think everyone can be a leader if they choose to be a leader. They will also meet some event that pushes them into leadership and their personality leads them to it.  Even if someone is born with the leadership skills but he or she did not try to master them, the one who try their best to learn all the skills will be better than them. Moreover, leadership is a quality that can be improved by training and experience.

The LEADER I chose: Larry Page- CEO of Google

Larry Page was born on 26th March 1973 in East Lansing, Michigan. Both his parents were experts in computers and following his parents line of interest, Page graduated from the University of Michigan with Bachelor of Science in computer engineering and Master of Science from Stanford University. He was interested in computers from an early age and he wanted to start his own company from age 12. He was the first child in his school to do an assignment on word processor.

Google Inc. was founded in 1998 with Larry Page and Sergey Brin as co-presidents. He met Sergey Brin in Stanford University. Together, they developed a search engine that listed results according to the popularity of Internet entrepreneur, computer scientist. They stated their mission as ‘to organize the world’s information and make it universally accessible and useful’. With a humble beginning from Page’s garage the company expanded to own few offices in California in 1999 and then an entire complex called ‘Googleplex’, that is of the most extraordinary workplaces of the world comprising of amazing recreational and exercising facilities. By 2001 Google was growing with a fiery speediness and making big profits. The company’s first public offering was $1.67 billion which gave it a market capitalization of $23 billion. Page became a multi billionaire at just 27. As a favorite of shareholders, Google’s stock prices rose immensely. Page received the Academy of Achievement’s ‘Golden Plate Award’ in 2004.

Sergey Brin & Larry Page

Larry Page’s management style:

In my opinion, Larry Page believes that making all the employees work as in their home and make them feel they’re part of the company will helps t increase the productivity of the company. He has a democratic leadership because he always listen to others and make the final decision. He also built a lot of facilities and have some offered to the Google’s employees. Google’s employees’ benefits extend to a huge spectrum: presents to the newcomers, free meals, on-site health care, travel insurance for the employees and their families, legal advice and services, family allowance and several days-off to new parents, fitness and gym facilities.

“It’s important that the company be a family, that people feel that they’re part of the company, and that the company is like a family to them. When you treat people that way, you get better productivity.” – Larry page

Here is a short video about the interview of Larry Page and Sergey Brin: http://www.youtube.com/watch?v=0vv0NKieCoI

Bibliography

Achievement, Academy of. Sergey Brin & Larry Page. 21 January 2011. 10 september 2013. <http://www.achievement.org/autodoc/page/pag0bio-1&gt;.

DICKEY, NICHOLAS CARLSON AND MEGAN ROSE. 12 Quotes That Reveal How Larry Page Built Google Into The World’s Most Important Internet Company. 8 december 2012. 10 september 2013. <http://www.businessinsider.com/how-larry-page-came-to-run-google-2012-12?op=1&gt;.

Entrepreneurs, Famous. Larry Page. 2013. 10 september 2013. <http://www.famous-entrepreneurs.com/larry-page&gt;.

Valley, Corporate. Exclusive interview of Larry Page & sergey Brin – Co-founders Google Inc. 24 January 2013. 10 september 2013. <http://www.youtube.com/watch?v=0vv0NKieCoI&gt;.

website, the biography channel. Larry Page.biography. 2013. 10 september 2013. <http://www.biography.com/people/larry-page-12103347&gt;.