MBA Marketing
Miami August 08, 2018.
Innovation in the management of operations in Google JORGE YESHAYAHU GONZALES-LARA BUSINESS OPERATIONS & MANAGEMENT PROFESSOR: JOHN NOBLE MASI
Innovations in the management of operations in Google JORGE YESHAYAHU GONZALES-LARA
Introduction
This essay deals with the discussion of the factors in the innovation processes in the operations management decisions of Google. Google manages continuous innovation in a rapidly changing world. Google has challenged the thinking of conventional management. Today, most companies face significant challenges in terms of innovation. The products and services that generate current income must be continuously replaced by new and improved offers for customers. The process of innovation in Google is structured in different innovation strategies. From an external perspective, Google seems to have successfully combined into two different competencies: computer engineering skills and scientific experience in human capital. Google has built an unorthodox management model that is based on six management principles.
Dynamic capabilities. The company’s ability to integrate, develop, and reconfigure internal and external competencies in order to meet rapidly changing surroundings. A continuously changing organization. If you delay taking action until problems arise, you will act too late. The organization should be permeated with a proactive approach to change.
A people-centric approach. The company is people-centric, focusing on the individual and liberating his or her innovative power. This principle is based on a belief that people want to be creative and that a company must provide them with a setting in which they can express their creativity.
An ambidextrous organization. Continuous innovation must combine two different forms of organizational logic within the same organization. These are daily production, which works best with a conventional planning-and-control approach, and innovation, which requires greater freedom, flexibility, and a more open attitude toward experimentation.
An open organization that networks with its surroundings. A company can be more or less open to integration with its surroundings. Continuously innovative companies have permeable limits and have a constant and conscious exchange of information with their surroundings.
Innovation in the management of operations in Google
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A systems approach to work differs from the conventional linear way of working. A systems approach requires a holistic view and understanding of the whole corporate system (that is, the organization) and how the different components in the system influence each other.
Innovation can be defined as the combination of its human, intellectual, physical, and leveraged in the market and financial resources that are considered assets of Google. Innovation is: production or adoption, assimilation and exploitation of a value-added innovation in the economic and social spheres; renovation and expansion of products, services and markets; development of new production methods; and establish new management systems. It is both a process and a result. Google’s leadership style The Google model, with its ‘googley’ leadership, innovation culture, emphasis on people, and semi-structure is based on the six management principles. What follows are three examples that demonstrate this: 1. At Google, there are many signs of dynamic capabilities. The management has frequently demonstrated skill and insight with regard to determining what the next important area for Google will be. In addition, when new projects threaten existing products, Google is not afraid to develop them. The management decision to assign several hundred engineers to
through the constant expectation of external change present in the minds of management and other employees. 2. Google apply the principle of a people-centric approach. The culture emphasizes transparency and openness, and therefore also trust in employees. In its recruitment process, Google places a great deal of emphasis on hiring the right people—people who can manage in an environment of rapid change and where there is a high level of empowerment. Many of the company’s offerings to its employees in the form of education are voluntary, and employees can decide whether to opt in. Each year, Google removes unnecessary bureaucratic features in order to give each employee more freedom and to facilitate communication and collaboration between colleagues.
3. A third example is the company’s application of the principle- an ambidextrous organization. At Google, both these orientations coexist in symbiosis and are elements in
Innovation in the management of operations in Google
develop Google+ is a third example. The company’s culture facilitates dynamic capabilities
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a strong culture. Google applies the 70–20–10 percent rule, which means that 70 percent of employee’s time should be spent on core business, 20 percent on projects related to core and 10 percent on projects on projects not related to core business. Engineers are entitled and expected to use time for their own projects according to the 20% rule. When employees in other units have ideas that they wish to develop they are most often given the freedom to realize their This document analyzes the different innovation strategies in different stages of the innovation process; in the organizational structure Google, turned innovation into a daily process instead of using it as a strategy in times of crisis. Google followed a unique innovation process. Google's strategy is to trust its employees to increase their culture of innovation. The mission of Google is to organize information from around the world and make it accessible and useful universally.
Products and services offered by Google
Google Corporation.
It is a US public corporation, which obtains advertising revenues related
video sharing services, as well as the sale of non-publicized versions thereof. Technologies. It was founded by Larry Page and Sergey Bring while they were students at Stanford University. A series of new product developments, acquisitions and partnerships has always sustained Google's continued growth. Positive relationships with employees, and environmentalism. They have been important traits during the growth of Google. The utility and ease of use of Google have made it one of the best known brands in the world almost entirely by word of mouth of satisfied users. As a company, Google generates revenue by providing advertisers the opportunity to offer measurable and profitable online advertising that is relevant to the information displayed on a given page. This makes advertising useful for the advertiser who places it.
Innovation in the management of operations in Google
to its Internet search, email, online mapping, and productivity in the office, social networks and
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Services and Products Google: Google is mainly known for its search engine. Google offers a wide variety of Internet-related products such as Google Earth, Google Mail, Google News, Google Phone, Google Calendar, Google Groups, Google translate, Google images, Google books and other Internet-related services.
Innovation Innovation can be defined "as an approach or an innovative idea that can be completely new or an improvement of something that already exists, it is a refreshing perspective that will challenge many who simply cannot see beyond what their own experience tells them that think or do " Google keeps innovation as its priority. Google understands that everyone is looking for something different because of the diversity in culture, traditions and standards. To understand the needs of 597 million customers, Google offers the best possible offer products.
Google launched "33 different search innovations in 67 days". Google has been known as the
until they started bidding on ads that appear next to the search results. Now 99% of the company's revenue is generated through the web ads that made the capital now exceed $ 100 million. In order to make employees give more power to the new areas of their choice, Google gives 20% of employee’s time to unleash an enormous intellectual capacity to solve existing problems through innovative solutions. All products launched after 2005 and 50% of Google products are produced in this 20% of independent project time. Products like Google Mail, see go ogle calendar, all are the result of employee creativity. All this type of innovations is because Google is based on certain values and principles that are committed to society or the world. The Google innovation is the operating system. The Google Chrome operating system is lightweight and has an open source OS that will initially work in notebooks, but will eventually work in PC The main features of Google Chrome are
Innovation in the management of operations in Google
number 1 in the world for its innovation in search technology. But Google did not make money
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speed, simplicity and security. This operating system is designed as a quick and easy system to start
and
access the
network
in
a
few
seconds. The
main
advantage
of
the
Google Chrome operating system is that the user does not have to deal with viruses, malware and security updates. "Google is reaching this conclusion and, since it is based on a set of services that reside on the web, it is the first truly post-web operating system, designed from scratch and reconceptualized for a web world"
What is your process and how is it unique or different from competitors?
The remarkable progress of Googles is in its process, the organizational structure and organizational culture
First, Google has created a strategic Vision. Creating and expanding knowledge is the key
word for Google's success and they believe that fundamentally improving knowledge and sharing it with others shows their knowledge management skills.
Google is one of the few companies that shows how technology can be combined with
their culture. The organization is structured as different departments with employees for different functions and responsibilities.
Google maintains a minimum hierarchy and redefines management with small teams,
innovation and decentralization. The products are being developed by small teams and each team is looking for the next breakthrough. Studies and organizational management are treated with an organizational culture that includes attitudes, beliefs and values, experiences of an organization.
Google is the organization that does not take anything more seriously than
search. Generating the idea that the work must be challenging and the challenge must be fun. Eric Schmidt, CEO of Google defined " Google's culture is unlike any in the corporate world, and is not due to the extravagant lava lamps and big rubber balls, or the fact that one of the chefs
Innovation in the management of operations in Google
organizational culture. The organizations are structured according to their objectives and
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used to cook for the Grateful Dead, but in a simple way Google places users First, when it comes to online services and employees, first when it comes to everyday life in their offices.� 
Google is very innovative in its products and services, providing its customers, as well as
employees. Google realizes that its employees have diverse needs and that diversity requires flexibility and direct individual support. The priority is to offer the customizable program that can be adapted to the specific needs of each individual. In Google there are basic principles that any employee should practice, that over the years have been profitable and have helped them to generate innovative ideas. This is unique and different from Google's competitors. 1. Think 10 x 10 This It is the essence of most of the activities that are carried out in Google. Try to improve something 10 times instead of just 10%. This will help you rethink an idea completely, improve existing models and completely re - imagine the challenge to be solved. 2. Launches, tribute to the customer's listening A Clear example of this principle is Android. This operating system, popular today, was presented to the market in a strategic way. Google made a pre- launch for a specific group of people, who, during that year, received feedback and shared with the experts of the search engine company the things that
innovative and profitable product that became a success in the operating system market. 3. Share everything you can. The big ones Organizations believe and practice collaboration and teamwork because people who work together give better results. That is the essence of innovation. Sharing and being transparent with employees will help build trust. It does not mean that each key strategy of the company is shared, but in a transparent way, knowing the forms and the results of each action that takes place. It is very common in Google that meetings of company leaders can be observed by any employee through digital platforms. 4. Hire the right people without any doubt, having the best staff for each activity that is necessary for the company is the basis of success. Knowing in detail each of the skills that the staff has will allow, in addition, to exploit the talent and focus it towards the
Innovation in the management of operations in Google
were useful to them and those that were not. At the beginning of 2008, Google had an
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improvements that are needed. It is not uncommon for Google to have graphic designers working in the Systems area.

How do they measure success / quality?
The capitalization of Google broke a record $260 billion. Since his CEO in 2004, actions have increased more than 900%. The success of the company is due to its continuous innovation and management practices. The practice of human resources management refers to all aspects of how people are employed and managed in organizations, principle is applied to measure success, the quality of their products and services. Achieve success through people. The main principle of managing human resources is to make sure that the organization achieves success through people. HRM aims to increase the efficiency and capacity of the organization and the ability of an organization to achieve its objectives making the best possible use of available resources. Human resources management is mainly concerned with organizational behavior, the design and
learning and development, the reward of people and relationships with employees. In the organizational context, performance is generally defined as the extent to which an organizational
member
contributes
to
the
achievement
of
the
organization's
objectives. Performance management is a regular process to improve the performance of the organization by improving the performance of individuals and teams. The performance management strategy is practical to be the procedure of providing the study on employee performance and is considered to be the important tool in decisions made by the human resources department. Performance management is defined as "Performance management is a strategic and integrated approach to provide sustained success to organizations by improving the performance of people working in them and developing the capabilities of individual teams and collaborators" (Armstrong and Baron, 2004).
Innovation in the management of operations in Google
development of the organization, the allocation of human resources, performance management,
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"The overall goal of performance management is to establish a high performance culture in which individuals and teams take responsibility for the continuous improvement of business processes and their own skills and contributions in a framework provided by effective leadership" (Armstrong, 2006). The objectives of performance management we can point out the following:
To keep employees looking for the knowledge and skills to do their job well,
Encourage the ability to improve an employee's work performance standards.
For employees to work towards defined objectives.
For employees to receive frequent feedback on performance and
For employees to achieve personal growth through the acquisition of knowledge, skills
and significant attitudes. In the current business environment, the bottom line of the company is to obtain more long-term benefits by attracting, retaining and motivating the most talented people for maximum performance. Approaches for profit companies are offering the best rewards in the industry. The company that is on that list is Google Inc. In the early years of Google, the search engine attracted an increasing number of trusted users,
Google, under the professional leadership of CEO Eric Schmidt, has grown enormously and continues to innovate and expand into a number of industries, such as communications and web applications. The modern environment in which Google operates is very competitive. According to Google employees and their technical knowledge is the biggest advantage of the company. (NYU IBA, 2008). Plans and performance agreements: This process helps people to take action so they can achieve planned and agreed results. This process briefly focuses on the elements such as what should be done and how it should be done and what should be achieved. And this process is equally focused on the development of people; helping them learn and giving them the support they need to perform well. Managers
Innovation in the management of operations in Google
which eventually led to an initial public offering that values Google at US $ 23 billion.
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and people jointly carry out a performance and development plan. This planning should lead to agreement on what two parties should do. This process is concentrated in
Role profiles
Configuration objective
Measurement of performance and evaluation
Performance Planning
Development planning
Management by Objectives Where the company uses formal processes to manage performance and where results can be measured accurately.
Google comment program Google implements a formal and informal feedback system to evaluate its employees. At Google, the employee manager's report and individual reports are considered for the evaluation process. Its formal evaluation system uses the 360 degree revision
performance. These reviews are done twice a year and this will be reflected in the performance review with an employee bonus. Anyway, there is nothing surprising because the periodic performance check is a form of informal feedback system and they are more complete than a formal review that takes place twice a year (NYU IBA, 2008).
Google reward program: Google's reward system makes extensive use of these formal and informal assessments, where the bonuses are based on the combined performance of the company, the team and an individual. He obtained a complex structure of promotions and options on actions within the organization. In addition, there is a strong clan’s society within the organization and a comparatively flat organizational structure, making the company more a fusion of the reward system.
Innovation in the management of operations in Google
method. The employee will also select three or more officials to review their
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One of the most stimulating rewards of Google employees is their ability to offer stock options. Stock options are usually to exercise the option and buy shares on a certain date or not, however, Google has decided to adopt a more innovative approach for its reward. The options on transferable shares are a compensation program that Google developed for the purpose of allowing employees to exchange their options with a bidder. In this way, Google not only increases the value of each stock option granted to its employees but also improves the valuations of its options (NYU IBA, 2008).
How has your process changed over the years?
In just under 20 years, Google has transformed from a small garage company with a handful of employees to the ultimate global business empire. Along with its many parallel projects in other industries and fields, Google remains the market leader with its initial input product: the online search engine. Since the Google search first appeared in 1998, the company has become the most valuable brand in the world. And the goal remains the same as always: to show the user the most relevant search results possible. But what has changed is the kind of information that Google users
search engine with the current features and functions, you will see the incredible number of changes that have occurred. A central goal that remains at the center of the universal search program: Google wants to provide the right search results regardless of the type of content required; the only prerequisite must be that this content is somewhere in the World Wide Web. But, at the same time, the search should be made as simple and fast as possible for the users. Google has accelerated and simplified the web search process several times in recent years with many new features and functions, including:
Google Instant (results are shown during the typing process)
Google Suggest (search terms are predicted and offered in real time)
Improved interpretation of search queries
Innovation in the management of operations in Google
require and with it the technical challenges of the search itself. If you compare the original Google
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Advanced Search Alternative suggestions
Autocorrect for spelling errors
Inclusion of synonyms ... and many more
Since 2008: information processing that is constantly improving. Google has become an incredibly complex universal search engine. To help sort out the immense amount of information and data needed for the millions of daily searches of documents and content on multiple devices, Google has devised many new methods for processing information in recent years.
What does the future hold for this business?
By mid-century, there will be 9 billion people on the planet who will consume more and more resources and lead increasingly complex lives technologically. Services like Google Earth have the potential to turn ordinary people into oceanic conservationists Google is on the verge of a technological advance that can transform your relationship with us. Google is recognized as the world leader in the search for information. Handles about 90 percent of Internet searches. When we want to know something, most of us turn to Google. The
annual revenues of over $ 50 billion. It started, just 15 years ago, as a service that allowed you to enter a request on a personal computer and receive links to sites. Associated webs Things have changed. Soon Google expects to have the omnipresent presence of a personal assistant that never stops working, able to converse naturally in any language.
What changes, if any, would you make to your current process, products and / or
services to ensure success?
Personally, I think Google culture is an idea about the human condition. People look for meaning in their work. People want to know what is happening in their environment. People want to have some capacity to shape that environment, Google has cultivated a creative and passionate workforce that holds the key to the company's innovation.
Innovation in the management of operations in Google
rapid evolution of mobile technology has brought new opportunities to a company that generates
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Any company can benefit by learning how to attract and better manage innovators, encourage commitment and, ultimately, lead to success.
Miami August 08, 2018.
Bibliography and References
Stieber, Annika. The Google Model. Managing Continuous Innovation in Rapidly Changing World. Kindle Edition Abril de 2014. Savola Alberto, Copeland Patrick. Entrepreneurial Innovation at Google. Published by the IEEE Computer Society 0018-9162/11 2011. Gregory, Lawrence. Business Management, 10 Decisions of Operations Management Productivity. University of Illinois, Champaign, Illinois, USA). 2004.
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