Approaches to Management and Organisational Behaviour

Approaches to oversight and Organisational BehaviourApproaches to Management and Organisational Behaviour1. ObjectivesThis report is to that mature the understanding on the management and giving medicational behaviors of organizations by studying on several areas including the commercial enterprise screen background, organisational structure construct and the organisations approaches of two organisations which are having mistakable business nature.Organisations approaches include motivation, lead, learning knowledge management, human resource management, flori last diversity, selective cultivation technology and conversation which would be discussed gondola cardinal by one in the follo provideg sections.Two organisations which are being studied and discussed in this report are Google Inc. and Microsoft toilet.2. lineage BackgroundGoogle Inc. (named as Google in this report) is a technology company which was founded by two Ph.D. students Larry Page and Sergey Brin in stratum 1998.Googles organisational agency is To fancy up the worlds information and make it univers completely in either(prenominal)y accessible and utilitarian aiming to have and suffer causalityful search engine for letting commonwealth to find what they are looking for faster and easier.Google is acting as an net break away Information Provider with the core business on providing search go and advertising through internet. It abides various(a) internet services (including e-mail services, online obtain services, YouTube and so on) and document processing solutions Google Doc, which is in stock(predicate) online at free for citizenry to view/ save/ edit/ save documents, to public. Besides, it in any case provides assorted word forms of customized intranet or packet solutions on Search or Document Processing technology to enterprises. asunder from providing internet or intranet services via profited PCs, Google likewise functional expectant on evolut ion the technology for willing hatful to access information via fluid devices like run brass Android which is specific tot from each one(prenominal)yy designed to be employ in mobile devices , and Chrome OS which is designed for movable PC such as netbooks..Google grows so rapidly that apart from the incorporate headquarter, named Googleplex located in California U.S.A., it also has branches located in polar countries (including USA, Europe, Asia, Canada, Latin America and so on) around the world and now having to a greater extent than 19,000 employees worldwide. (Google Inc. 2009)Microsoft dope (name as Microsoft in this report) is a technology company which was founded by Bill Gates and Paul in allen in Year 1975.Microsofts organisational mission and determine are To help slew and business throughout the world absorb their estimable potential aiming to provide and put forward hoi polloi the most footal shipway and technologies (including package and compu ter hardware devices) for take ining out volumes talent and achieving their goals at the highest level.Microsoft is acting as a worldwide software and hardware products and solutions provider with 7 core business categories (as d ownstairs listed) covers the needs for different step of deal, also covers two peoples living and business.Windows Client including all Microsoft Windows embedded operating brass,Information Worker including all Microsoft stand-alone desk buy the farm applications like Microsoft Officeetc,Business Solutions including all Microsoft customized business process applications and services,Server Tools including all Microsoft server software, software developer tools and developer network, b adventure and Embedded Devices including all Microsoft mobile devices like Pocket PC, Mobile Explorer microbrowseretc,MSN including all Microsoft clear-based services andHome Entertainment including all Microsoft consumer hardware software, online games, TV platfor metc.Microsoft is a globalized world size organisation. Apart from its headquarter located in Redmond, USA, it is now having over 40 spots in different countries and having over 90,000 employees worldwide.3. Organisational social system and Design3.1 Organisation organise of GoogleGoogle consisted of a lot of stockholders, e actually dowerholder had the right to vote for the finale. At the equal time, Co-founders Larry Page and Sergey Brin had the sufficient billet to affect the final ratiocination in army to make sure whole organization is under manage.Although Google is now a globalized world coat organisation, it kept having a flat and short organisational structure rather than bureaucratic structure in purchase redact to able things to be done quickly since it believed time was peoples most valuable treasure.Besides, Google also believed innovation and acting were a lot more important than deciding. Thus, it sceptered their engineers to make decisions and acts by themselves as spacious as their decisions were advance(a) and could lead the organisation to go get on and quicker. full organisation was divided by hold out as shown as below structure chart (The Official Board 2009). Each functional segment was worked as a team up responsible for specific job function with clearly defined job duties preferably of multi-functions.Google foc accustomd on people. It cared fair(a) roughly the needs of the using uprs (clients / customers) as well as the employees. All-hands meetings and team building activities were held regularly for understanding the needs and establishing the relationship among the employees.3.2 Organisation Structure of MicrosoftMicrosoft was run by a board of directors who were elected every year during shareholders meeting. Mean piece of music thither were total five committees which handled more specific matters.These committees includeAudit committee which oversaw account and audit issuesCompensation perpetration which handled and approved the matters regarding the compensation to chief operating officer or employeesFinance Committee which handled financial matters like proposing mergersGovernance and Nominating Committee which was in charge of corporate matters include nomination of Boards Antitrust conformation committee which handled the laws issues.Each committee oversaw specific matters and under these five committees at that place were sixteen company offices located in different countries which handled the daily carrying into action matters. The organisational chart of the company office is shown as below. (Cogmap 2009)Each company office was divided by function, and each function was further divided into petty and more specific function which handled by a team.Microsoft center on having things done fast rather than bureaucracy, each company office was empowered to make decision and the committees oversaw each company office through the information in their centralized data base system and regular meetings. buy the farm but non list, Microsoft bear on somewhat the needs and the growth of its employees. It aimed to provide employees a appurtenant, health and happy functional purlieu which helped the employees do their ruff work and have sufficient resources for maturation their own life story.3.3 Compare the Similarities and Differences of Organisational Structure between Google MicrosoftDecentralisation is the process of which upper management authorizing or empowering glare peers to make decision which allow more flexibility on decision making. (Dubois Fattore 2009)On the contrary, bureaucracy is an organizational structure which has the main features including specialisation, hierarchy of authority, system of rules and im singularisedity concord to Stewarts study. It focuses on procedures and all the power is centralised at jacket management. All decisions can unaccompanied be do by crystallize management instead of the employees and w hat employees can do is to follow instruction.Google and Microsoft were having very standardized organisation structure. They two ran the organisation in decentralized structure instead of bureaucratic structure, such that their employees or separate departments were empowered to make close to decision by themselves instead of having all decisions made by the top management.At the said(prenominal) time, Google and Microsoft had applied Human relation approach as their core approach to organisation and management, such that they pore on the psychological and social needs of people at work. They provided absolute working milieu, benefits, opportunities on developing life history and talent, team building activities which not only(prenominal)(prenominal) back up their employees basic social needs but also the psychological needs.4. Approaches to Management Organisational Behaviour4.1 MotivationGoogle believed every employee was equally important to its success and all empl oyees were innovational and creative as coarse as they felt opulent in their working environment and free to share their ideas. Thus, Google provided their employees the best working environment Googleplex. Apart from office, there were also caf, gym, washing machines, video games machines and add-in tennis tables in Googleplex which were provided to all their employees.Besides, Google also believed innovation and acting were much(prenominal) more important than deciding. At Google, there was a 20-precent time, such that all employees were promote to spend 20% of their working time on developing any project that they were interested in or they thought was valuable. Google also empowered their engineers to make decisions and acts by themselves as long as their decisions were innovative and could lead the organisation to go further and quicker.In addition, Google not only emphasised on team gainments, but also cared to the highest degree the individual accomplishment. both e mployee was support to take part in leading the organisation towards the success. (Google Inc. 2009)Microsofts organisational mission was To help people and business throughout the world acknowledge their full potential. Microsoft believed in the power of technologies and it deeply believed its products and services helped people to plant out their potential. Employees were encouraged to improve existing products and services or develop innovative products for helping people and community.Microsoft believed all its employees were innovative, unspoiled, ego direct and egotism control. As long as its employees ideas could lead the organisation towards the success, it provided full support for actualizing the ideas.Apart from providing perfect working environment and full support of resources, tools and facilities, Microsoft also provided options to its employees for choosing their career path by their own. Employees could drive to persist on further develop their professional by staying at their current position or conduct to try to work on new(prenominal) functional dramatics which is completely going from their own original professional, that allowed the employees to go toward their dream and achieve what they want. (Microsoft slew 2009)With referenced to McGregors theory X and theory Y, Google and Microsoft were having the similar belief as theory Y. It believed all their employees were innovative, hardworking, creative, responsible, self direct and self control. alliance among the organisation and employees were based on participation, commitment, trust and open.According to Maslows hierarchy of needs, Google and Microsoft not only fulfil peoples basic needs (including physiological and safety), they also fulfilled their employees with the upper levels including love, self-esteem and self-actualization.4.2 LeadershipGoogle cogitate on people. Apart from the users who used their online services, it put its employees at the first place of th e organization. Employees at Google were being exalt and trusted rather than managed. Leadership that was carried among the leader (top management) and followers (employees or subordinates) was a kind of Action-centred leadership established based on consideration. Google had a very clear objectives that they did Search and goaled to develop and provide perfect search engine. It encouraged employees to see their work as gainsay and let employees believe challenge was fun. Besides, Google kept its working gentle wind casual, provided perfect working environment, encouraged employees to verbalize or pull their idea and opinions freely which allowed the needs of each employee to be finishd and fulfilled by the organisation. At the same time, there were clear principles guideline and principles which point employees actions and provided a clear direction to employees to follow. (Google Inc. 2009)Microsoft concerned about the freedom and the individual growth of each employee. It case-hardened the relationship among employees, managers Microsoft as a kind of partnership.At Microsoft, managers acted like coaches who brought out the organisations needs and business priorities and provided support and efforts to the employees helping them to ask their talents in full con and do their best work. At the same time, Microsoft acted like a supporter for sustenance the partnership between managers and employees by providing best working environment, opportunities and resources. Employees had freedom to choose how their career path goes. They could choose to keep on further increase within their existing position or make functional dislodge by trying different job positions among different functional departments which depended on each employees own office and choose. (Microsoft Corporation 2009)Both Google and Microsoft were having the similar leadership approaches as McGregors theory Y that all employees should be inspired and regard instead of controlled si nce they all were innovative, responsible, self direct and self control. Google, Microsoft and McGregors theory Y believed employees enjoy their work duties and they were able and willing to seek out the slipway to do their job best as long as they were guided appropriately and supported with sufficient resources.4.3 Learning and knowledge managementGoogle emphasise on discovering peoples actual needs, solving real-world problems and encouraging new ideas instead of just fitting the needs. Google supported its employees to keep on further study on what they were working on by providing tuition reimbursement as long as the employees had achieved certain grades or certification. Besides, Google also provided its own designed training to its employees in collection to make sure all employees were skillful and knowledgeable sufficient to cope with their daily jobs and problems. (Google Inc. 2009)Microsoft believed every employee was responsible for his own career and all employees w ere able to learn through experience. Thus, it put efforts on providing a supportive working environment where employees could lean and grow eyepatch working. At Microsoft, procreation and training programmes were also provided to employees for increasing their awareness, skills, knowledge and power. Besides, there was tuition reimbursement program in order to encourage employees to keep on learning (Microsoft Corporation 2009)Learning is about change. Google and Microsoft understood that the world is changing every uphold and it was importance to have their employees kept on learning in order to guard sufficient ability to cope with changes and challenges. They both used the ways of providing specific training programs and tuition reimbursing programs for letting their employees to learn the explicit knowledge. At the same time, Google focused on employees ability rather than experience and believed all its employees were innovative and creative when they felt comfortable and fun. Thus, it provided a perfect slake working environment and causal working atmosphere to its employees. speckle Microsoft believed in the power of tacit knowledge, it appreciated every employees own experience from different market and background and treated this as a kind of wiseness and wealth. Thus, it focused on giving a supportive working environment which allowed employees to learn while working.4.4 Human resource managementGoogle concerned people. It provided a perfect working environment to its employees and well- tried and true its best to recognize employees needs. Besides, Google reckon and treated every employee equally as an important part. It favored ability rather than experience and focused on innovation and creativity of people rather than the technical skills, such that it provided equal chances to various types of people including neat graduated students or non-experienced people to be behave a part of Google. At Google, it was committed to provide opport unities to employees to bring their talent into full play. Apart from depute daily job duties, all employees were encouraged to develop their own ideas and work on the projects that they thought were valuable. This not only provided opportunities to employees to further develop their career on with their interest and skill, but also provided employees the chances to explore their talent. Google appreciated team success as well as employee individual accomplishment. Apart from this, Google had its own education program which aimed to improve its recruitment strategies and techniques for choosing the most suitable people to become a part of Google. (Google Inc. 2009)Microsoft focused on employees freedom, counterbalance and autonomy. It aimed to provide a flexible workplaces and full support of programs and resources to their employees in order to allow them to fully develop their talents and do the best work. Besides, Microsoft provided options of career path for its employees to choose which allowed employees to develop their career paths by their own choice. Microsoft concerned about ability and innovation as well as technical skill and experience. It welcomed people who came from any marketing fields and background. At the same time, Microsoft also offered benefits including health benefits, broadband connection to employees home, social club, career guidance, financial planning program, car leasing problem and so on, which not only covered individual employees personal needs, but also covered the needs for their family for allowing employees to enjoy a balance lives while developing their career. At the same time, Microsoft had divided its business into 7 categories which streamlined their business and allowed the job duties for each employee to be more specific. break but not least, Microsoft made use of software system which helped to track record and evaluate the performance of each employee for making sure they were doing their best and rewarded ap propriately. (Microsoft Corporation 2009)With referenced to Mullinss studies, a completed HRM philosophy shouldrecognize peoples needs and expectations treasure everyonetreat everyone equally and have a fair reward systemoffer stable employmentprovide good working environmentprovide opportunities for self and career developmentconcern freedom and consent with laws.Both Googles and Microsofts HRM complied with the above 8 philosophies. They focused on peoples, treated all employees equally and provided employees the best working environment and opportunities for further development. The main difference among Google and Microsoft was that Google hired people who were innovative rather that skillful or experienced. While Microsoft hired people who were innovative as well as skillful and experienced.4.5 Culture and diversityEven Google is a globalized world sized organisation, it insisted to maintain small company feel that every employee was encouraged to make use of all the facilities and spaces which were opened to them in office or Googleplex in order to make themselves comfortable and enjoyable to work at Google, since Google deeply believed innovative ideas were always came out when people felt comfortable. At the same time, Googles culture also emphasized on having fun and enjoying lives, it kept the working atmosphere casual, helped employees to treat work as challenges and challenges as fun and focused on team work as well as individual accomplishment. Apart from these, Google paid attention on ensuring all employees were having balance lives styles which included work, play and life. Besides, all employees were treated equally and were encouraged to share or declare their ideas with different teams or Top management including Co-founder Larry or Sergey directly.In addition, Google emphasized on team achievements as well as individual accomplishment. either employee was encouraged to take part in leading the organisation towards the success.Microsoft fo cused on innovation and get things done rather than bureaucracy. It concerned about people and saw every employee as its most valuable treasures. Every employee was treated equally and provided with opportunities. Microsoft emphasized on work and life balance, it encouraged employees to enjoy their lives with their family while developing their career and professional. Microsoft had passion for technology and believed in the power of technology which could help people to develop or bring their potential fully out at anytime anywhere. As per Microsofts organizational mission To help people and business throughout the world realize their full potential, it believed all its products and services were helping people to build up and realize their potential.Microsoft believed diversity enriched its performance, products and their communities where its employees lived and worked in. It concentrated on seeking people who were skillful, honest, open, willing to type by challenges and commi tted to personal excellence and self-improvement. (Microsoft Corporation 2009)With referenced to the septette dimensions of organizational culture, Google and Microsoft were having similar organizational couture. They both emphasized on innovation, risk taking and people penchant. Besides, Google also focused on Team orientation while Microsoft focused on outcome orientation.4.6 Information TechnologyTo organize the worlds information and make it universally accessible and useful is Googles core mission. Google believed in the possibilities and boundless of the internet itself, it worked hard on developing the technology on accessing information and browsing web through the internet not only via networked PCs but also mobile devices, which allowed people (including its employees) to central or share information at anytime anywhere. Google put great effort on keep on modifying their software and upgrading their hardware / server setup in order to allow all the information was acces sed in the alacritous and simplest way. Apart from these, all employees were carrying a mobile devices like netbook or packet PC which allowed them to develop or express their ideas whatever or whenever there were new ideas come up to their mind. (Google Inc. 2009)As a worldwide software and hardware products and solutions provider, Microsoft believed energy is impossible for technologies. It worked hard on developing not only wholeness category of technology but different categories including operating system, application solutions, network or internet technologies and mobile technologies. It took technology as a unspoiled part of future and deeply trusted technology could bring people toward the upper level. (Microsoft Corporation 2009)Google and Microsoft were Technology Company, Google focused on developing the perfect search engine as well as other software solutions for allowing people to get the information they look for in the shortest and easiest way. While Microsoft fo cused on developing the technology for helping people to realize and bring out their potential. They both trusted in the possibility and huge power of technology, which provided people easier and better lives. At the same time, they realized the importance of information. They made effort in developing the technology for allowing people to access information more quickly and easily via various channels not only the internet but also the mobile devices or any other kinds of device. Apart from this, they also recognized the importance of the security of the information and tried hard to develop powerful salutation for protecting peoples privacy.4.7 CommunicationAt Google, all employees were greatly encouraged to share their ideas with different teams or the top peers of the organisation directly. For example, there were weekly all-hands meetings which allowed employees express their opinions. Since Google believed all its employees were innovative and self control as long as they were being comfortable and speck fun, it provided the prefect and relax working environment and empowered its employees to make their own decision for carrying out their own ideas or projects. It also recognized the importance of information accessibility, it kept on developing new or optimizing the existing technologies and products for allowing people to access or switch over information more easily and quickly. All employees were overhauld via multi-channels which increased the transparency and the flow of information among teams and different levels of management through out the whole organisation. (Google Inc. 2009)At Microsoft, all employees were welcomed to express their ideas. Relationship among the managers and employees was treated as a kind of partnership and respect rather than top-down relationship. Managers acted like coaches, they brought out the needs and the objectives of the organization, provided supports and advices for helping or allowing the employees to develop their individual career and talent along with the success of the organization. Apart from this, Microsoft made use of technology which allowed employees to access or share information among teams or departments via web base system (Microsoft Corporation 2009)Communication was a kind of exchange or transfer of information or understanding. With referenced to Eric Bernes the Ego-State (or Parent-Adult-Child) model, the core communication model that Google and Microsoft applied was Adult-to-Adult transactions. They respected their employees, focused on guiding and accompaniment their employees to solve problems, do their best work and further develop their career along with the organisations success rather than demanding, commanding, controlling or criticizing their employees. At the same time, Google also applied Adult-to-Child transactions, it made effort in keeping the working atmosphere casual and fun, and encouraging their employees to view challenges as fun in order to bring ou t their potential and maintain employees passion on what they are doing.Apart from this, Google and Microsoft encouraged employees to share their ideas with different teams and let them to communicate via multi-channels via decentralized networks.5. ConclusionAs a kind of Technology Company, Google and Microsoft were having sooner similar organisational structure and managerial approaches.They both sought for three win situation (users win, employees win and the organization wins) rather than focused on organisations taxation only. They put the users and employees at the first place since they believed organisations would only win while all people including both their users (customers) and employees won.In order to cope with the rapid changes of this world, they both chose to run their organisation with decentralized structure instead of bureaucratic structure in order to allow more flexibility. Both organisations, which included Technical level, Managerial level and Community leve l, were divided by functions which allowed each functional group handles specific function.Google and Microsoft respected their employees, they believed their employees were innovative, self direct and self control same as McGregors theory Y. It was not necessary to control the employees, but higher level of employees needs, including the level of love / belonging, self-esteem and self-actualization according to Maslows hierarchy of needs, should be fulfilled for maintaining employees motivation on their work. At both organisatoins, employees were being inspired or guided for bringing out their talent in order to further develop their career path along with organisations success.Learning is about change. Both Google and Microsoft provided their employees training, education program or other supportive programs for encouraging them to keep on learning in order to have sufficient ability to cope with changes or solve problems by themselves. One main difference among Google and Microso ft was that Google did not concern much about employees working experience but it only focused on employees innovation and ability. For Microsoft, it concerned about employees innovation and ability as well as working experience. It treated employees individual working experience or background as a kind of valuable treasure and wisdom.Regarding HRM, Google and Microsoft followed Mullinss eight HRM philosophies. They tried hard to understand and fulfill their employees needs and expectations by encouraging their employees to express their opinions and providing employees sufficient support. They respected their employees without any discrimination. They treated everyone equally, offered stable employment, provided prefect working environment, provided opportunities, concerned freedom and complied with laws.With referenced to the seven dimensions of organizational culture, Google and Microsoft were having similar organizational culture. They both emphasized on innovation, risk taking and people orientation. Besides, Google also focused on Team orientation such that it appreciated team work, while Microsoft focused on outcome orientation which concerned about getting the result.Google and Microsoft realized the important of technology and recognized that information was a kind of very valuable treasure. They put all their effort on developing technology which allowed information to be searched, accessed or exchanged in the fastest and easiest way. They both make use of their own technologies to allow their employee to access and exchange information in the fasted ways. They also encouraged their employees to communicate in various channels.In conclusion, there was no golden organisational structure or golden managerial approaches, which were suitable for all organisations. The structure or approaches which were applied by Google and Microsoft might not be suitable for other organisations even they were same kind of Technology Company. The effectiveness of the org anisational structure and managerial approaches was organisation dependent, such that the structure and approaches would only be workable with the organisation as long as they matched with the culture of that organisation. Each organisation should have its own design of the organisational structure and managerial approaches based on its culture and needs. Otherwise, the structure and approaches not only could not help the organisation, but might damage the origanisational health.ReferencesCogmap (2009) Microsoft online available from 31 December 2009Dubois, H.F.W. Fattore, G. (2009), Definitions and typologies in public administration research the case of decentralization, transnational Journal of Public Administration, 32(8) 704-727.Google Inc.(2009) Google Corporate Information online available from 29 December 2009Microsoft Corporation (2009) Careers Home online available from 30 December 2009Mullins L.J. (2007) Management And Organisational Behaviour. 8th ed.