Google Case Study

1.

A true team is a small group with complementary skills who hold themselves mutually accountable for a common purpose, goals, and approach this is according to Katzenbach and Smith, the authors of The Wisdom of Teams (Spencer, 1993). The key to utilizing and unleashing the full effectiveness of teams relies on an organization's willingness to recognize their potential to deliver results and understand the benefits they provide. This can include the development of individual members, team accomplishments, and superior company-wide performance (Spencer, 1993).

Google is an extremely successful organization but it is unclear from the case study if the items in table 11-1 are being utilized. The “Three-Thirds” staffing model is not meant to segment but to diversify the talents available in the groups. It would be useless if each part of the third worked independently without sharing their talents and skills with the rest of the groups. To turn this model into an effective and successful team would require that Google ensured that these conditions be met. In such a diverse group, their teams need to have leadership that becomes a shared activity, responsibility and accountability that shifts from individual to collective, develop its own purpose or mission, create the mindset that problem-solving is a way of life and effectiveness that is measured by the group’s collective outcomes and products (Kreitner & Kinicki, 2013).

References

Kreitner, R., Kinicki, A. (2013). Organizational behaviour. 10th ed. New York: McGraw-Hill/Irwin.

Spencer, K. L. (1993). The Wisdom of Teams: Creating the High-Performance Organization. Academy Of Management Executive,7(3), 100-102. doi:10.5465/AME.1993.9411302368

2.

Yes, Google should have instructed their team members in the teamwork competencies before hiring. To give an example, if the groups had been informed about the Organizes and Manages Team Performance competency (Kreitner & Kinicki, 2013). This particular teamwork competency can be used to help teams establish specific, challenging and accepted team goals. This would be of great value to the Google HR groups. As the three groups have specific duties, they would benefit greatly from the monitoring, evaluations and by receiving feedback on team performance. This type of continuous feedback, evaluation, and support can help any team to be a success.

Another way for Google to encourage effective teamwork is to hold regular training on teamwork competencies. A well trained individual proficient in teamwork helps the group come together as a whole. In this way, the team comes together to solve problems objectively. Each person in the group should be responsible for establishing team goals and providing feedback as needed. It is equally as important to maintain norms such as respect and tolerance to help promote a positive working environment. Strong conflict management skills should be developed as well. Lastly, each member of the team needs to have the ability to promote their own perspectives respectfully. All of these teamwork competencies can and should be something that Google trains its employees on (Kreitner & Kinicki, 2013).

References

Kreitner, R., Kinicki, A. (2013). Organizational behaviour. 10th ed. New York: McGraw-Hill/Irwin.

3.

Trust can be defined as the reciprocal faith in others intentions and behaviors. Trust is fragile and must be earned not demanded. Trust is a fundamental characteristic of any work relationship and one of the most frequently studied constructs in organizational research today (De Jong, Dirks & Gillespie, 2016). According to research, it is a necessary component in team performance. Trust is a key component of cross-functionalism. As the text states, cross-functionalism defined is a team made up of technical specialists from different areas (Kreitner & Kinicki, 2013). According to the text, there appears to be a couple of ways to build trust among team members. Try and make sure everyone is involved. Also, make sure to