Since its inception in the year 1998, Google Inc. has managed to grow in terms of revenue, products, and the firm’s labor force. Despite the anticipated growth, there have been many challenges drawn both from within the company and outside the firm. Initially as a search-engine business entity, Google Inc. has encountered many competitors in the search market. For example, Facebook, among other social media platforms have emerged to compete for the search market share with the local-related search given preference by users on the social media platforms. This among many other competing factors in the market has led to the diversification of Google’s products and services. Not only is the company offering search engine services, but also offering a smartphone operating system known as Android; smartphones under the Nexus brand; advertising services through Google Ad Sense; map-related products such as the Google Maps; development, communication and publication tools such as applications amongst many other services.
As the new CEO of the firm, I would take note of various fundamental aspects. First, diversification of the products and services being offered has led to the further growth of the company in terms of the employee base. Working on the various services and products being offered by the company requires extra labor force. Since its inception, the company has been employing more workers ranging from engineers, various statistical officers amongst many other workers.
Currently, the giant tech company has an employee base of 24,000 people. To remain relevant in the market there are ongoing inventions, research, and developments on various products and services. To facilitate such processes, the company intends to employ additional 6,000 employees. There is a looming crisis in the management of such a huge employee base. Decision making, co-ordination, communication and accountability will be at stake in the management of such a big employee base.
Effective decision-making must take place at all levels of the organization's functions. It is all about making compromises or choices so as to attain the business objectives. An effective decision must ‘degenerate into work’ (Drucker 21). In achieving effective decision making, coordination, and management of a huge employee base, effective communication is very essential. Effective and applicable upward communication is crucial to the success of a business organization (Dulye 19). An effective and appropriate two-way communication between employees of various levels in the organization is quite useful. Google as a business entity with a range of products and services has various departments having various levels of command. Effective upward communication entails having proper feedback in the communication. Questions, comments, and ideas of every employee should be taken into consideration during decision-making processes. Strategies should be developed in order to facilitate effective upward communication. With an expected labor force of about 30, 000 employees, interaction with all Google employees can be hectic and seem unrealistic. As the manager, consistency and appreciation of the feedback is vital as it helps build trust among between management and the employees. Secondly, all employees should be involved in one way or another in the decision-making processes. Employees should have favorable channels such as suggestion boxes, and anonymous surveys for conveying feedback. The top management should have frequent meetings with employees from different departments of Google Inc. A neutral party should also be hired to collect feedback from the employees while keeping the information source anonymous.
Works Cited
Drucker, Peter F. Managing for Results. London: Pan Books, 2007. Print.
Dulye, Lina M. "ways to encourage upward communication." Redirecting to Dulye & Co. Warwick, 2003. Web. 2 Apr. 2016.
