essay on google company

Google Essay for Students and Teacher

500+ words essay on google.

Google is named after the mathematical word “googol,” described as the value represented by one followed by 100 zeros. Google is the leading Internet search engine; its main service provides customers with targeted search outcomes chosen from over 8 billion web pages. Both Stanford dropouts, Larry Page and Sergey Brin, developed Google search technology from a college project. Thus, an insight into Google Essay discusses how Google works and came into existence.

Google is undoubtedly today’s most famous and interesting business in the globe. It’s the mission, according to its corporate website, is to “organize the data of the world and make it widely available and helpful” (Google, 2010).

Google ranked first in the annual “Best companies” of Fortune Magazine, winning other top businesses in 2007 and 2008 for two successive years. His performance as a top employer is due to his inner corporate culture the most quoted reason. Google is the ultimate global company and is defined as a “fast-paced, high-energy working setting” (Google, 2010).

Because Google is focused on its “young” internet-savvy market, its employees ‘ average age is significantly smaller than most businesses. Google’s median age is 30 and the distribution of sex is 65% male and 35% female (Linkedin, 2010).

The dress code is “casual” and laid-back because it values skill and hard work, not appearance. Google has a very engaging culture of the business. Also, Google Mountain View’s headquarters, CA called Googleplex, is intended to have a “campus-like” feel in tune with its predominantly young new recruits at the college level (Google, 2010).

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Google and Rivals

Microsoft and Yahoo both invest strongly in search technology and gain market share on an ongoing basis. 2. With few rivals like Yahoo and MSN, Google operates in an oligopoly sector.

Thus, Google may find it hard to maintain its customers with low differentiation within the consequence of the search engine. Also, Yahoo and MSN launch their own search engines and targeted marketing systems; Google is in a race to create fresh search instruments to attract customers and grow their marketing networks.

Click fraud mentioned by Google as one of the potential “concerns” that may influence its income. In reality, due to click fraud, Google confessed to frequently paying refunds.

In reality, due to click fraud, Google confessed to frequently paying refunds. Click fraud happens when an individual, automated script or computer program imitates a lawful user of a web browser clicking on an advertisement in order to generate an inappropriate charge per click in the online pay-per-click advertisement.

For instance, Network click fraud-you are hosting ads on your own private website from Google AdSense. Google charges you each time you click on your website’s ad. Its fraud if you sit on the desktop constantly clicking on the ad or writing a computer program that clicks on the ad constantly. Such fraud is simple for Google to spot, so smart network click fraudsters simulate distinct IP addresses, or install Trojan horses on pcs from other people to produce fake clicks.

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Essay on Google | Google Essay for Students and Children in English

February 14, 2024 by Prasanna

Essay on Google:  Google is the most popular company founded by Larry Page and Sergey Brin in 1998. The term ‘Google’ comes from a mathematical word ‘googol,’ which means one with a hundred zeros. Google is the largest global market for search engines.

Google is an internet savvy market that has created a global impact. Its principal activities are to provide online advertising and search engine. Google also manages hardware and software products and operating systems. It has extended its business of delivering as well as selling products and services in over 50 countries.

Google has overturned the lives of people with its system of world information accessible and useful.

You can read more  Essay Writing  about articles, events, people, sports, technology many more.

Long and Short Essay on Google for Students and Kids in English

We have mentioned two essays- a 500 words Long Essay and a 200 words Short Essay. The extended essay on Google consists of 400-500 words. The Long essay is a guideline that helps students with assignments and exams. The short essay on Google is written for 200 words and is suitable for children and kids with their classwork.

Long Essay On Google 500 Words in English

The below- mentioned long essay is for pupils aspiring for competitive exam and those belonging to classes 6,7,8,9, and 10, respectively. The essay guides the students with their class assignments, comprehension tasks, and even for competitive examinations.

Google is the leading Internet search engine optimization and provides its primary services with targeted search outcomes. It holds consequences from over eight billion web pages. Google was developed by two Stanford dropouts Larry Page and Sergey Brin, from a college project. The current CEO of Google is the proud Indian- Sundar Pichai.

Google made a life-changing announcement in August 2015, where it declared to restructure its leading subsidiary conglomerate- Alphabet Inc. This subsidiary was the umbrella company that managed all of the Alphabet’s Internet interests. While Larry Page upheld his position as the CEO of Alphabet, Sundar Pichai was nominated as the CEO of Google.

Fortune Magazine ranked Google as the first in the annual ‘Best Companies’ succeeding in other big companies in 2007 and 2008. Google is noted as the ultimatum of all the other global companies and is quoted to have a ‘high-energy working setting and fast-paced.’

Google is a tech company which comprises mainly of online advertising and search engine optimization. It also holds many deals, such as software and hardware products, along with operating systems. Google’s primary source of revenue comes through its online advertising field.

Google also provides online business for 50+ countries for delivering and selling various services and products. Google also has an enhanced home and mobile segment Motorola business.

Through its home segment business, Google provides video entertainment access and services. To provide access to Digital Television Services, the consumers ought to subscribe to Google services. Google provides collaborations with multiple technological companies that offer an infinite number of services and products, and the mobile segment sells and manufactures electronics.

Google’s Vision and Mission

Google’s mission and vision are to make the world’s information universally useful and accessible. Google’s primary vision is to systemize the world’s information, making it universally approachable. Their primary mission is to adopt and provide a culture value for its employees.

Google’s mission aims to provide its employees with a very challenging environment to work hard and have fun in a challenging environment.

Google and Rival Companies

Yahoo and Microsoft equally provide strong search technology and share a competitive market with Google. Google operates in a cartel sector with just a few rivals like MSN, Yahoo, Bing, Microsoft, etc. Because of which Google finds it hard to differentiate the consequences within the search engine.

Besides, MSN and Yahoo have targeted marketing systems to launch their search engine optimizations. Thus, Google is in a race to create a fresh information load that attracts and grows on its customers through diverse marketing networks.

Google’s potential concerns are the ‘Click Fraud,’ which is the most significant influence on their profit investment. In reality, Google confessed to paying many refunds due to ‘Click Fraud.’ ‘Click Fraud’ is an automated computer program. It occurs when an individual imitates a legitimate web browser user while clicking an advertisement. This generates an inappropriate option that leads to a pay-per-click ad.

Thus, Google has provided the world with the enhanced entertainment industry, with just a click. The term Google itself has changed the world’s way of functioning life.

Short Essay on Google 200 Words in English

The 200 words short essay mentioned below is suitable for kids and children up to 6th standard. The essay is written to guide the children with their school works-assignments and comprehension exercises.

Google is a global search engine optimizer that overturned the world’s way of functioning. The word Google comes to the mathematical term’ Googol,’ which means the value that represents one followed by a hundred zeros. The current CEO of Google since 2015 is Sundar Pichai.

Google was created and developed by Larry Page and Sergey Brin. They were Standford dropouts, who founded Google as a part of their college project. The primary service of Google is to offer its users with targeted search results. Google is the largest online search engine optimizer with 380 million worldwide consumers and provides information in 149 different languages.

During Google’s entry into the world market, Yahoo was the most used search engine optimizer. Within a short span, Google cut down Yahoo and other optimizers, beating them and became the best search engine optimizer.

While Yahoo and Microsoft invest in search engine technology in the market circle, Google maintains through an oligopoly industry. With low and minimal differentiation of its vast users with the optimizer, Google finds it difficult to manage and retain them.

Besides, search engine optimization, Google provides other features such as online advertising, hardware and software products, operating systems, online business, and an enhanced home and mobile segment.

Thus, Google has transformed the world into a fast-paced scenario with access to comprehensive information from almost 8 billion webpages.

10 Lines on Google Essay

•  Google is the most popular search engine optimizer and online advertiser.
• Larry Page and Sergey Brin created it, American computer scientists, on September 4, 1998.
• The current residing CEO of Google is Sundar Pichai, August 10, 2015.
• Google released its first android phone in January 2010, which was replaced by ‘Pixel.’
• Google’s mission and vision are to make the world universally useful and accessible with comprehensive information.
• Google provides additional features such as hardware and software products, operating systems, online business, and an enhanced home and mobile segment.
• Google has over 380 million worldwide users and provides information in 149 different languages.
• Gmail by Google, is a free web-based email network provider, started by Google on April 1, 2004.
• Yahoo and Microsoft equally provide strong search technology and share a competitive market with Google.
• Google management structure sees the top management team and implies a high focus on value-chain activity measures.

FAQ’s on Google Essay

Question 1. What does the word Google mean, and what is its function?

Answer: The term Google comes from a mathematical derivation ‘Googol,’ which means one followed by a hundred zeros. Google is the largest and the most used search engine optimization that provides information in 149 languages from 8 billion webpages.

Question 2. Who is the Chief Executive Officer (CEO) of Google company?

Answer: The current Chief Executive Officer (CEO) of Google is Pichai Sundararajan, commonly known as Sundar Pichai.

Question 3. What were the founding fathers of Google company?

Answer: The founding fathers of Google are Larry Page and Sergey Brin. They developed Google while doing their Ph. D at Stanford University as a part of their college project in 2005.

Question 4. Who are Google’s rival competitors?

Answer: Yahoo, Microsoft, MSN, are Google’s competitors, striving with innovations.

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• Original Article
• Open access
• Published: 19 December 2017

GOOGLE: a reflection of culture, leader, and management

• Sang Kim Tran 1 , 2  

International Journal of Corporate Social Responsibility volume  2 , Article number:  10 ( 2017 ) Cite this article

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This paper provides a viewpoint of the culture and subcultures at Google Inc., which is a famous global company, and has a huge engineering staff and many talented leaders. Through its history of development, it has had positive impacts on society; however; there have been management challenges. The Board of Directors (BoDs) developed and implemented a way to measure the abilities of their managers, which helped to identify problems. This paper will analyze the case study of Harvard Business Review, Oxygen Project, and clarify the management problem in Google’s organization. It will also compare Google with Zappos, a much smaller organization, and present how the BoDs of Zappos assesses its culture and subcultures. In this paper, we will recommend eight important points to building an organizational culture that is positive for stable growth of a company. We believe that much of what be learned could be useful to other business leaders, regardless of company scale.

Introduction

In a large society, each company is considered a miniature society (Mawere 2011 ). Similar to large societies with large cultures, small societies also need to build their own cultures. A culture is influenced by many factors and determines if it is a great culture. Corporate culture requires both the attention to the efficiency of production and business and to the relationship among people in the organization closely (Bhagat et al. 2012 ). Regardless if it is a large or a small organization, it must encounter issues of cooperation among individuals and groups. There are many factors leading to the success of business process re-engineering in higher education (BPR), the main four elements are culture, processes, structure, and technology. Culture is listed as number one (Ahmad et al. 2007 ). Hence, culture becomes the most important factor to the success of the development of a business. Organizational culture is the set of shared beliefs (Steiber and Alänge 2016 ), values, and norms that influence the way members think, feel, and behave. Culture is created by means of terminal and instrumental values, heroes, rites and rituals, and communication networks (Barman n.d. ). The primary methods of maintaining organizational culture are through the socialization process by which an individual learns the values, expected behaviors, and necessary social knowledge to assume their roles in the organization. In addition, (Gupta and Govindarajan 2000 ) and Fig.  1 in (Ismail Al-Alawi et al. 2007 ) illustrates that culture was established by six major factors, such as information systems, people, process, leadership, rewarding system, and organization structure. Therefore, there is a wide variety of combined and sophisticated cultures in the workplace, especially in big corporations like Google, Facebook, Proctor & Gamble, etc. Each organization tends to have a common goal, which is to create a culture that is different from other companies and to promote their teams to be creative in developing a distinctive culture (Stimpson and Farquharson 2014 ). Clearly, we can see that Google’s culture is different than others. What makes this company unique and different from others, as well as the dominant cultures and subcultures existing at this company? How do leadership behaviors impact the organizational culture? By operating a case study of a Harvard Business Review to analyze its organizational culture, subsequently, having compared it with Zappos’ culture, this paper will clarify the similarities and differences in managing organizational cultures between them and consider whether the solutions for the problems can be applied to other business models, and for tomorrow leaders or not?

Trends of using product by information searching

Company overview

This part shows how Google became famous in the world and its culture and subcultures made it a special case for others to take into consideration. Google is one of the few technology companies which continue to have one of the fastest growth rates in the world. It began by creating a search engine that combined PageRank system, developed by Larry Page (ranking the importance of websites based on external links), and Web search engine, created by Sergey Brin (accessing a website and recording its content), two co-founders of the company (Jarvis 2011 ; Downes 2007 ). Google’s achievements absolutely do not come from any luck. Google has made extra efforts in creating an index of a number of websites, which have been up to 25 billion websites. This also includes 17 million images and one billion messages to Usenet group (Downes 2007 ). Besides searching for websites, Google users are able to search for PDF files, PostScript, documents, as well as Microsoft, Lotus, PowerPoint and Shockwave files. Google processes nearly 50% of search queries all over the world. Moreover, it is the number one search option for web users and is one of the top five websites on the Internet, which have more than 380 million users and 28 billion visits every month, and more than 50% of access from countries outside the US (Desjardins 2017 ). Google’s technology is rather special: it can analyze millions of different variables of users and businesses who place advertisements. It then connects them with millions of potential advertisements and gives messages of advertisement, which is closest to objects in less than one second. Thus, Google has the higher rate of users clicking advertisements than its opponent Yahoo, from 50 to 100%, and it dominates over 70% market share of paid advertisements (Rosenberg 2016 ). Google’s self-stated mission: “to organize the world’s information and make it universally accessible and useful (Alves n.d. ).” Nowadays, it is believed that people in the world like “Google” with words “the useful-lively information storage”.

Predominant culture at Google

The dominant culture in the organization depends on the environment in which the company operates the organization’s objectives, the belief system of the employees, and the company’s management style. Therefore, there are many organizational cultures (Schein 2017 ). The Exhibit 3.1 at page 39 in (Schein 2009 ) provides what culture is about. For example, employee follows a standard procedure with a strict adherence to hierarchy and well-defined individual roles and responsibilities. Those in competitive environments, such as sales may forget strict hierarchies and follow a competitive culture where the focus is on maintaining strong relationships with external parties. In this instance, the strategy is to attain competitive advantages over the competition. The collaborative culture is yet another organizational way of life. This culture presents a decentralized workforce with integrated units working together to find solutions to problems or failure.

Why do many large companies buy its innovation? Because its dominant culture of 99% defect-free operational excellence squashes any attempts at innovation, just like a Sumo wrestler sitting on a small gymnast (Grossman-Kahn and Rosensweig 2012 ). They cannot accept failures. In fact, failure is a necessary part of innovation and Google took this change by Oxygen Project to measure the abilities of their multicultural managers. This means that Google itself possesses multiple different cultures (see Google’s clips). Like Zappos, Google had established a common, organizational culture for the whole offices that are distinctive from the others. The predominant culture aimed at Google is an open culture, where everybody and customer can freely contribute their ideas and opinions to create more comfortable and friendly working environment (Hsieh 2010a ).

The fig.  2 .1 in chapter two of (Schein 2009 ) and page 17 in part one of (Schein 2017 ) provide us three levels of culture which are Artifacts, Espoused values and Underlying assumptions helping us to understand the culture at Google. At page 84, in (Schein 2009 ), the “artifacts” are identified such as dress codes, level of formality in authority relationships, working hours, meeting (how often, how run, timing), how are decisions made, communication, social events, jargon, uniforms, identity symbols, rites and rituals, disagreements and conflicts, balance between work and family . It seems that Google is quite open in these artifacts by showing a respect for uniform and national culture of each staff individually and giving them the right to wear traditional clothes.

Ad Blocking Incidence

Working at Google, employees enjoy free food served throughout the day, a volleyball court, a swimming pool, a car wash, an oil change, a haircut, free health care, and many other benefits. The biggest benefit for the staff is to be picked up on the day of work. As assessed by many traffic experts, the system set up by Google is considered to be a great transport network. Tad Widby, a project manager and a traffic system researcher throughout the United States, said: “I have not seen any larger projects in the Bay Area as well as in urban areas across the country” (Helft 2007 ). Of course, it is impossible for Google to “cover up the sky”, so Yahoo also started implementing the bus project for employees in 2005. On peak days, Yahoo’s bus also took off. Pick up about 350 employees in San Francisco, as well as Berkeley, Oakland, etc. These buses run on biofuels and have Wi-Fi coverage. Yet, Danielle Bricker, the Yahoo bus coordinator of Yahoo, has also admitted that the program is “indirectly” inspired by Google’s initiative (Helft 2007 ). Along with that, eBay recently also piloted shuttle bus transfers at five points in San Francisco. Some other corporations are also emerging ideas for treatment of staff is equally unique. Facebook is an example, instead of facilitating employees far from the workplace; it helps people in the immediate neighborhood by offering an additional $10,000 for an employee to live close to the pillar within 10 miles, nearby the Palo Alto Department (Hall 2015 ).

When it comes to Google, people often ask what the formula for success is. The answer here is the employees of Google. They create their own unique workplace culture rules to create an effective work environment for their employees. And here are the most valuable things to learn from Google’s corporate culture (Scott 2008 ) that we should know:

Tolerate with mistakes and help staff correct

At Google, paying attention to how employees work and helping them correct mistakes is critical. Instead of pointing out the damage and blaming a person who caused the mistake, the company would be interested in what the cause of the problem was and how to fix it as quickly and efficiently as possible.

Also as its culture, we understand that if we want to make breakthroughs in the workplace, we need to have experimentation, failure and repeat the test. Therefore, mistakes and failures are not terrible there. We have the right to be wrong and have the opportunity to overcome failure in the support of our superiors and colleagues. Good ideas are always encouraged at Google. However, before it is accepted and put into use, there is a clear procedure to confirm whether it is a real new idea and practical or not?

Exponential thought

Google developed in the direction of a holding company - a company that does not directly produce products or provide services but simply invest in capital by buying back capital. In the company, the criteria for setting the ten exponential function in lieu of focusing only on the change in the general increase. This approach helps Google improve its technology and deliver great products to consumers continuously.

Of course, every company wants to hire talented people to work for them. However, being talented is an art in which there must be voluntary work and enthusiasm for the work of the devotees. At page 555 in (Saffold 1988 ) illustrated that distinctive cultures dramatically influencing performance do exist. Likewise, Google, Apple, Netflix, and Dell are 40% more productive than the average company which attracts top-tier employees and high performers (Vozza 2017 ). Recognizing this impact, Google created a distinctive corporate culture when the company attracted people from prestigious colleges around the world (West 2016 ; Lazear and Gibbs 2014 ).

Build a stimulating work environment

When it comes to the elements that create creativity and innovation, we can easily recognize that the working environment is one of the most important things. Google has succeeded in building an image of a creative working. Google offices are individually designed, not duplicated in any type of office. In fact, working environment at Google is so comfortable so that employees will not think of it as a working room, with a full area of ​​work, relaxation, exercise, reading, watching movies. Is the orientation of Google’s corporate culture to stimulate creativity and to show interest in the lives of employees so that volunteers contribute freely (Battelle 2011 )?

Subculture is also a culture, but for a smaller group or community in a big organization (Crosset and Beal 1997 ). Google, known as the global company with many more offices, so there are many subcultures created among groups of people who work together, from subcultures among work groups to subcultures among ethnic groups and nations, multi-national groups, as well as multiple occupations, functions, geographies, echelons in the hierarchy and product lines. For example, six years ago, when it bought 100 Huffys for employees to use around the sprawling campus, has since exploded into its own subculture. Google now has a seven-person staff of bicycle mechanics that maintains a fleet of about 1300 brightly-colored Google bikes. The company also encourages employees to cycle to work by providing locker rooms, showers and places to securely park bikes during working hours. And, for those who want to combine meetings with bike-riding, Googlers can use one of several seven-person (Crowley 2013 ).

Leadership influences on the culture at Google

From the definition of leadership and its influence on culture; so what does leader directly influence the culture existed? According to Schein, “culture and leadership are two sides of the same coin and one cannot understand one without the other”, page three in (Schein 2009 ). If one of us has never read the article “Google and the Quest to create a better boss” in the New York Times, it is listed in a priority reading. It breaks the notion that managers have no change. The manager really makes a difference (Axinn 1988 ; Carver 2011 ). In fact, a leader has a massive impact on the culture of the company, and Google is not an exception. The leaders of Google concerned more about the demands and abilities of each individual, the study of the nature of human being, an appreciation their employees as their customers. At Google, the founders thought they could create a company that people would want to work at when creating a home-like environment. It is real that they focus on the workplace brings the comfort to staff creatively and freely (Lebowitz 2013 ).

In my opinion, a successful business cannot be attributed solely from a single star; that needs the brightness of all employees. It depends very much on the capacity and ability to attract talented people. It is the way in which the leader manages these talents, is the cornerstone of corporate culture. One thing that no one can deny is that a good leader must be a creator of a corporate culture so that the employees can maximize capabilities themselves (Driscoll and McKee 2007 ; Kotter 2008 ).

To brief, through the view of Google’s culture, BoDs tended and designed to encourage loyalty and creativity, based on an unusual organizational culture because culture is not only able to create an environment, but it also adapts to diverse and changes circumstances (Bulygo 2013 ).

Company growth and its impact

“Rearrange information around the world, make them accessible everywhere and be useful.” This was one of the main purposes set by Larry Page and Sergey Brin when they first launched Google on September 4th, 1998, as a private company (Schmidt and Rosenberg 2014 ). Since then, Google has expanded its reach, stepped into the mobile operating system, provided mapping services and cloud computing applications, launched its own hardware, and prepared it to enter the wearable device market. However, no matter how varied and rich these products are, they are all about the one thing, the root of Google: online searching.

1998–2001: Focus on search

In its early years, Google.com was simply one with extreme iconic images: a colorful Google logo, a long text box in the middle of the screen, a button to execute. One button for searching and the other button are “I’m feeling lucky” to lead users to a random Google site. By May 2000, Google added ten additional languages to Google.com , including French, German, Italian, Swedish, Finnish, Spanish, Portuguese, Dutch, Norwegian and Danish, etc. This is one of the milestones in Google’s journey into the world. Google.com is available in over 150 languages (Scott 2008 ; Lee 2017 ).

2001–2007: Interface card

A very important event with Google around this time was the sale of shares to the public (IPO). In October 2003, Microsoft heard news of the IPO, so it quickly approached Google to discuss a buyout or business deal. Nevertheless, that intention was not materialized. In 2004, it was also the time when Google held a market share of 84.7% globally through collaboration with major Internet companies, such as Yahoo, AOL, and CNN. By February 2004, Yahoo stopped working with Google and separately stood out for engine search. This has led Google to lose some market share, but it has shown the importance and distinctness of Google. Nowadays, the term “Google” has been used as a verb just by visiting Google.com and doing an online search (Smith 2010 ). Not stopping at the homepage search, Google’s interface tag began to be brought to Gmail and Calendar with the links at the top of the page. Google homepage itself continues to use this style.

In 2006, Google also made an important acquisition to buy YouTube for $1.65 billion (Burgess and Green 2013 ). However, the company decided to keep YouTube as a separate brand and not to include it in Google Video search. Thanks to the backing of an Internet industry giant, YouTube has grown to become the world’s largest online video sharing service (Cha et al. 2007 ).

2007–2012: Navigation bar, Google menu, Google now

Google began to deploy a new navigation bar located at the edge of the screen. It includes links to a place where to look for photos, videos, news, maps, as well as buttons to switch to Gmail, Calendar, and other services developed by the company. In the upper left corner, Google added a box displaying Google + notifications and user accounts’ image. Google Now not only appeared on Android and it’s also brought to Chrome on a computer as well as iOS. All have the same operating principle, and the interface card still appears as Android it is.

2013–2014: Simplified interface

Google has moved all of the icons that lead to its other applications and services to an App Drawer button in the upper right hand, at the corner of the screen. In addition, Google.com also supports better voice search through the Chrome browser. Google has experimented with other markets, such as radio and print publications, and in selling advertisements from its advertisers within offline newspapers and magazines. As of November 2014, Google operates over 70 offices over 40 countries (Jarvis 2011 ; Vise 2007 ).

2014–2017: Chrome development and facing challenges

In 2015, Google would turn HTTPS into the default. The better website is, the more users will trust search engine. In 2016, Google announced Android version 7, introduced a new VR platform called Daydream, and its new virtual assistant, Google Assistant.

Most of Google’s revenue comes from advertising (Rosenberg 2016 ). However, this “golden” business is entering a difficult period with many warning signs of its future. Google Search is the dominant strength of Google and bringing great revenue for the company. Nonetheless, when Amazon surpassed Google to become the world’s leading product in the search engine in last December, this advantage began to wobble. This is considered a fatal blow to Google when iOS devices account for 75% of their mobile advertising revenue (Rosenberg 2016 ).

By 2016, the number of people installing software to block ads on phones has increased 102% from 2015. Figure  1 illustrates that by the year’s end, about 16% of smart phone users around the world blocked their ads whilst surfing the web. These were also two groups having the most time on the Internet, high-earners and young people; however, these people have disliked ads (see Fig. 1 ).

Figure  2 shows the young people have the highest ad blocking rates. It is drawing a gloomy picture for the sustainable development of the online advertising industry in general and Google in particular. Therefore, in early 2017, Google has strategies to build an ad blocking tool, built into the Chrome browser. This tool allows users to access ads that have passed the “Coalition for Better Ads” filter so as to limit the sense of discomfort (see Fig. 2 ).

For the company impact, the history shows that speedy development of Google creates both economic and social impacts to followers in a new way of people connection (Savitz 2013 ). In this modern world, it seems that people cannot spend a day without searching any information in Google (Chen et al. 2014 ; Fast and Campbell 2004 ), a tool serves human information seeking needs. Even though when addressing this paper, it is also in need the information from Google search and uses it as a supporting tool. Nobody can deny the convenience of Google as a fast and easy way to search (Schalkwyk et al. 2010 ; Jones 2001 ; Langville and Meyer 2011 ).

Research question and methodology

In order to get the most comprehensive data and information for this case analysis, a number of methods are used, including:

Research data and collect information were mostly from the Harvard Study (Project Oxygen), which has been selected because it is related to the purpose of our study.

Data collection and analysis has been taken from Google Scholar and various websites related researches. We look at the history of appearance, development, and recognize the impacts of this company, as well as the challenges and the way the Board of Directors measures the abilities of their manager when the problem is found.

Analyzing: It was begun by considering expectations from the Harvard Study. Subsequently, considering the smaller organization (Zappos) in comparison of how its cultures and subcultures are accessed as well. Since then, the paper has clarified the management problem that Google and Zappos confront and deal with it so as to help other businesses apply this theoretical practice and achieve its goal beyond expectations.

In our paper, we mainly use the inductive method approach by compiling and describing the other authors’ theories of corporate culture, especially Google and Zappos in merging and comparing, analyzing them and making our own results.

From the aspects of the research, the questions are suggested as below:

What is the most instrumental element found from the Harvard study?

Is there any difference and similarity between a huge company and a smaller enterprise in perspective of culture and subculture?

What makes Google different from others, the dominant cultures as well as subcultures existing? How do leadership behaviors impact on the organizational culture?

How organizational culture impacts on business achievements?

The Harvard study

Project oxygen summary.

This project began in 2009 known as “the manager project” with the People and Innovation Lab (PiLab) team researching questions, which helped the employee of Google become a better manager. The case study was conducted by Garvin (2013) about a behavior measurement to Google’s manager, why managers matter and what the best manager s do. In early days of Google, there are not many managers. In a flat structure, most employees are engineers and technical experts. In fact, in 2002 a few hundred engineers reported to only four managers. But over time and out of necessity, the number of managers increased. Then, in 2009, people and team culture at Google noticed a disturbing trend. Exit interview data cited low satisfaction with their manager as a reason for leaving Google. Because Google has accessed so much online data, Google’s statisticians are asked to analyze and identify the top attributes of a good manager mentioned with an unsolved question: “Do managers matter?” It always concerns all stakeholders at Google and requires a data-based survey project called Project Oxygen to clarify employees’ concern, to measure key management behaviors and cultivate staff through communication and training (Bryant 2011 ; Garvin et al. 2013 ). Research −1 Exit Interviews, ratings, and semiannual reviews. The purpose is to identify high-scoring managers and low-scoring managers resulted in the former, less turnover on their teams, and its connection (manager quality and employee’s happiness). As for “what the best managers do”, Research-2 is to interview high and low scoring managers and to review their performance. The findings with 8 key behaviors illustrated by the most effective managers.

The Oxygen Project mirrors the managers’ decision-making criteria, respects their needs for rigorous analysis, and makes it a priority to measure impact. In the case study, the findings prove that managers really have mattered. Google, initially, must figure out what the best manager is by asking high and low scoring managers such questions about communication, vision, etc. Its project identifies eight behaviors (Bulygo 2013 ; Garvin et al. 2013 ) of a good manager that considered as quite simple that the best manager at Google should have. In a case of management problem and solution, as well as discussing four- key theoretical concepts, they will be analyzed, including formal organizational training system, how culture influences behavior, the role of “flow” and building capacity for innovation, and the role of a leader and its difference from the manager.

Formal organizational training system to create a different culture: Ethical culture

If the organizational culture represents “how we do things around here,” the ethical culture represents “how we do things around here in relation to ethics and ethical behavior in the organization” (Key 1999 ). Alison Taylor (The Five Levels of an Ethical Culture, 2017) reported five levels of an ethical culture, from an individual, interpersonal, group, intergroup to inter-organizational (Taylor 2017 ). In (Nelson and Treviño 2004 ), ethical culture should be thought of in terms of a multi-system framework included formal and informal systems, which must be aligned to support ethical judgment and action. Leadership is essential to driving the ethical culture from a formal and informal perspective (Schwartz 2013 ; Trevino and Nelson 2011 ). Formally, a leader provides the resources to implement structures and programs that support ethics. More informally, through their own behaviors, leadership is a role model whose actions speak louder than their words, conveying “how we do things around here.” Other formal systems include selection systems, policies and codes, orientation and training programs, performance management systems, authority structures, and formal decision processes. On the informal side are the organization’s role models and heroes, the norms of daily behavior, organizational rituals that support or do not support ethical conduct, the stories people tell about the organization and their implications for conduct, and the language people use, etc. Is it okay to talk about ethics? Or is ethical fading the norm?

The formal and informal training is very important. The ethical context in organizations helps the organizational culture have a tendency to the positive or negative viewpoints (Treviño et al. 1998 ). The leader should focus on providing an understanding of the nature and reasons for the organization’s values and rules, on providing an opportunity for question and challenge values for sincerity/practicality, and on teaching ethical decision-making skills related to encountered issues commonly. The more specific and customized training, the more effective it is likely to be. Google seemed to apply this theory when addressed the Oxygen Project.

How culture influences behavior

Whenever we approach a new organization, there is no doubt that we will try to get more about the culture of that place, the way of thinking, working, as well as behavior. And it is likely that the more diverse culture of a place is, the more difficult for outsiders to assess its culture becomes (Mosakowski 2004 ).

Realizing culture in (Schein 2009 ) including artifacts, espoused valued and shared underlying assumptions. It is easier for outsiders to see the artifacts (visual objects) that a group uses as the symbol for a group; however, it does not express more about the espoused values, as well as tacit assumptions. In (Schein et al. 2010 ), the author stated: “For a culture assessment to be valuable, it must get to the assumptions level. If the client system does not get to assumptions, it cannot explain the discrepancies almost always surface between the espoused values and the observed behavioral artifacts” (Schein et al. 2010 ). Hence, in order to be able to assess other cultures well, it is necessary for us to learn each other’s languages, as well as adapt to a common language. Moreover, we also need to look at the context of working, the solution for shared problems because these will facilitate to understand the culture better.

According to the OCP (Organizational Culture Profile) framework (Saremi and Nejad 2013 ), an organization is with possessing the innovation of culture, flexible and adaptable with fresh ideas, which is figured by flat hierarchy and title. For instance, Gore-Tex is an innovative product of W. L. Gore & Associates Inc., considered as the company has the most impact on its innovative culture (Boudreau and Lakhani 2009 ). Looking at the examples of Fast Company, Genentech Inc., and Google, they also encourage their employees to take challenges or risks by allowing them to take 20% of their time to comprehend the projects of their own (Saremi and Nejad 2013 ). In (Aldrich n.d. ), it is recorded that 25%–55% of employees are fully encouraged and giving a maximum value.

The famous quote by Peter Drucker , “Culture eats strategy for Breakfast” at page 67 has created a lot of interest in (Manning and Bodine 2012 ; Coffman and Sorensen 2013 ; Bock 2015 ). Despite we all know how important culture is, we have successively failed to address it (O'Reilly et al. 1991 ). The organizational research change process from the view of Schein ( 2009 ); it is a fact that whenever an organization has the intention of changing the culture, it really takes time. As we all acknowledge, to build an organizational culture, both leader and subordinate spend most of their time on learning, relearning, experiencing, as well as considering the most appropriate features. Sometimes, some changes are inevitable in terms of economic, political, technological, legal and moral threats, as well as internal discomfort (Kavanagh and Ashkanasy 2006 ; Schein 1983 ). As the case in (Schein 2009 ), when a CEO would like to make an innovation which is proved no effective response, given that he did not get to know well about the tacit implications at the place he has just come. It is illustrated that whatsoever change should need time and a process to happen (Blog 2015 ; Makhlouk and Shevchuk 2008 ). In conclusion, a new culture can be learned (Schein 1984 ), but with an appropriate route and the profits for all stakeholders should be concerned by the change manager (Sathe 1983 ).

It is true that people’s behavior managed by their types of culture (Kollmuss and Agyeman 2002 ). All tacit assumptions of insiders are not easy for outsiders to grasp the meaning completely (Schein 2009 ). It is not also an exception at any organization. Google is an example of the multicultural organization coming from various regions of the world, and the national or regional cultures making this multicultural organization with an official culture for the whole company.

In this case, the organizational culture of Google has an influence on the behaviors of manager and employee. In addition, as for such a company specializes in information technology, all engineers prefer to work on everything with data-evidence to get them involved in the meaningful survey about manager (Davenport et al. 2010 ). Eventually, Google discovered 8 good behaviors of manager, which effect to the role of “flow” also (Bulygo 2013 ; Garvin et al. 2013 ).

The role of the “flow” and building capacity for innovation

More and more people are using the term of “patient flow”. This overview describes patient flow and links to theories about flow. Patient flow underpins many improvement tools and techniques. The term “flow” describes the progressive movement of products, information, and people through a sequence of the process. In simple terms, flow is about uninterrupted movement (Nave 2002 ), like driving steadily along the motorway without interruptions or being stuck in a traffic jam. In healthcare, flow is the movement of patients, information or equipment between departments, office groups or organizations as a part of a patient’s care pathway (Bessant and Maher 2009 ). In fact, flow plays a vital role in getting stakeholders involved in working creatively and innovatively (Adams 2005 ; Amabile 1997 ; Forest et al. 2011 ). An effective ethical leader must create flow in work before transfer it to employees for changing the best of their effort to maintain, keep and develop “flow” in an engineering job, which job be easier to get stress. Definitely, Google gets it done very well.

Acknowledgements

Thanks to the knowledge from my Master course, a credit of managing culture which helps me to write this paper. The author also gratefully acknowledges the helpful comments and suggestions of the reviewers and Associate Professor Khuong- Ho Van, who provided general technical help that all have improved the article.

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The Google Company’s Management

Introduction

Two Standford University’s PhD students — Larry Page and Sergey Brin, founded the company in 1998 as a search engine unit (Stross, 2008). Google Inc. is a technology company based in Mountain View, California. It initially took off as an internet search-engine unit, but has since emerged as a technology giant offering different services and products globally. According to Martin (2014), Google’s robust management and innovative ambience has been its success gradient keeping Apple Inc., Microsoft, and IBM on their toes. Because of the company’s success and market dominance, this paper considers the types of people that work at Google, the types of services or amenities that Google provides to its employees, partners, and clients in light of its business culture.

Google, its mission, and business model

Google Inc. aims at creating a robust informational and entertaining website that is both easily navigable and adequately comprehensible. The company’s mission is to organize the global information infrastructure and make it accessible to all users around the world (Martin, 2014). Google Inc. uses its market strengths in information and technology to create services and develop products while advocating for policies that seek to address global challenges. The principal business model at Google Inc. is advertising.

The company’s search engine ranks the best in the Alexa Index, making it the leader in search engine market. Google, through its robust advertising, marketing, and reliability has made it almost synonymous with the web search generally (Williams, 2014). Innovation is Google’s strength ingredient – a business model that makes it move within the market trends.

Moreover, the company invests in its wide outreach that is responsible to a growing market share. By 2013, for example, the company had 70 outlets in over 50 countries. In late 2014, Interbrand ranked the company as the second most valuable brand globally. In the same year, the company generated about $20 billion in revenue (Gandee, 2013). The bulk of that revenue, over 95 percent, comes from the company’s advertising through its search engine and AdSense programs that places ads on millions of websites across the globe.

Types of people that work at Google

Innovation is the key economic ingredient at the Google Company. Additionally, when it comes to motivating their employees, the Google Company stands out from the rest. For instance, in 2014, Google ranked by the Great Place to Work Institute as the “Best Company to Work For.” The Google Company has been on the global glare organization, topping the list for the fifth consecutive time. Google boasts for having a huge and bright workforce that enumerates over 60,000 employees spread across the globe and serve millions of people throughout the world (Martin, 2014).

Conversely, what is classic at Google is how it deeply treats its personnel yet still manages to obtain exceptional innovative ideas that put it above board. Google Company’s leadership model and employee motivation surpasses classical leadership theories that pay more attention on outcomes rather than on individuals delivering those outcomes.

Google’s work culture, as Martin (2014) notes, embeds itself in its philosophy, which aims at guaranteeing a happy and most productive workforce in the world. Innovation and people skills are qualities that describe leadership at the Google Company while diversity dictates the usual context of Google staffs. When the Google Company was picking up, its co-founders went looking out for leadership that cared for people who would in turn develop truly amazing brands and those capable of triggering extraordinary innovation.

Examples of services or amenities that Google provides to its employees, interns, partners, and visitors

The company deals in email services, online documentation, software, advertising services, cloud computing, phone, and computers technologies. While Google offer a broad variety of services and products, the search engine remains the most robust facility on the internet, as it takes care of over 70% of all online search requests globally (Kehaulani, 2007). Alexa lists Google as the most visited website in the world today giving it an impressive market share ahead of its competitors. With over a million data server centers globally, Google has a giant portfolio in the technology networking market.

The company’s size and its vast product portfolio make it one of the most influential technology player companies in the world. The Google Company exhorts its employees to keep great talent base, and engages interns on activities that worth modeling. The company management understands that employees can actually be efficacious and devoted to their employers when they feel really supported and cherished. The results, according to Smith (2013), have been that Google work culture offers huge and plentiful perks with unconventional office designs that guarantee amazing freedom, as well as worker flexibility and transparency.

Google provides the usual extrinsic gains and advantages to employees including flex spending accounts and vacation packages among others. Besides, the company is mostly well known for some innovative ideals that makes it unique than just offering eye-catching remunerations and benefits that only help in showing its inclination to make its staffs remarkably joyful. Moreover, the company offers maternity leave of a maximum of 18 weeks and 100 percent pay. In addition, the parents of the newborn receive of a maximum of $500 benefits during the 3 months they are off work.

Apart from that, the company provides on-site car wash, bike and motor repair facilities, oil change, gym, massage therapy, hair stylist and dry cleaning services at the company’s headquarters. At the Googleplex, Strickland (2008) notes that there is also an onsite medical facilities and free fitness benefits. Finally, the company provides lunch and dinner free of charge to its employees as well as an assortment of delicious meals prepared by its gourmet chefs.

Google’s organizational culture

Google Inc. continues to receive keen applause and attention for its rare structural culture intended to emphasize on creativity, as well as buoy up loyalty. Google believes that people makes it the kind of company it is today. The company employs determined and smart individuals; however, it gives priority to capability or potential over experience when hiring its workforce (Russell, 2010). Even though its workers have common objectives and visions, they come from diverse backgrounds reflecting the universal audience they serve.

I believe Google’s culture would assist me in performing my responsibilities with a greater level of innovation, as well as creativity given its strategy on employee management. The company struggles to uphold an open culture that is usually allied to new entities. In the fresh entities, every person is an active contributor, hence making employees feel at ease when giving their opinions and thoughts (Gandee, 2013). The result of Google’s unique corporate culture has been its unrivaled competitiveness.

Google Inc. invests in areas of innovation to improve the technological infrastructure to make it compatible with the market trends. Google is an example of companies that thrive on innovative employees who are able to come up with new products, services, as well as inspiring business models. Leveraging a global and diverse workforce has been another factor in Google’s impressive workforce outlook.

Gandee, T. (2013). Being Googley: A Look into the Marketing Innovation Strategy Executive at Google. Strategic Leadership Review , 3 (3), 39-45.

Kehaulani, S. (2007). At Google, Hours Are Long, But the Consomme Is Free .

Martin, S. (2014). People management: The Google Way of Motivating Employees .

Russell, E. (2010). The fundamentals of marketing . Lausanne: AVA Academia.

Smith, K. (2013). Google Employees Reveal Their Favorite Perks Working For The Company .

Strickland, J. (2008). How the Googleplex works .

Stross, R. (2008). Planet Google: How one company is transforming our lives. Journal of Communication Inquiry , 109-113.

Williams, C. (2014). Fundamentals of Marketing . Format: Paperback Publication.

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The Google Company’s Financial Strains Essay

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Introduction

The role played by google’s partners in the company’s overall success, facts about google: challenges facing the company, google timeline, lessons learnt, works cited.

Google is a multinational American company which offers internet search services. It has also developed to offer advertisement services through the internet. This paper seeks to discus the entrepreneurial aspects of the company from a case study. The paper will give an overview of the case study, answer application questions about the study and give the value of the case with respect to entrepreneurship.

The Google Company was formed as a product of a collaboration of a project work of two university students who were undertaking their doctorate studies at Stamford University. Having met in the year 1995, the two students, Page and Brin, started a project work on a search engine technology a year later. They braced financial challenges that faced them as they had no money for even the facilities that they were supposed to be using in their project work.

Such was the extent of their financial strains that they were forced to put on hold their studies for a while and start their work in one of their hostel rooms as they looked for potential investors to fund their project. They finally succeeded to find an investor in the name of Bechtolsheim who gave them one hundred thousand dollars for the project. Further initiatives to raise capital from friends and relatives were successful and the duo managed in the end raise a million dollars to establish their company.

They then settled down in an office in Menlo Park in California which the company outgrew within a year. The company was steadily growing at the time and attracted the attention of companies two of which provided a venture capital to Google worth twenty five million dollars in the year 1999 (Case study 311).

Google used the funds to expand its staff and to make its settlement at their head office in Mountain View. The company has since then been into partnerships that included its agreement with Yahoo in the year 2000, a partnership with AOL in the year 2002 among others.

The company, however, never adopted external funding following its initial one million funding. Google was significantly characterized by a humble establishment and management which were evidenced at the time when the company experienced developments into financial boom through capital venture. Instead of changing its structure in terms of facilities and exorbitant salaries for its workers, Google maintained its status and only increased incentives to its employees (Case study 311).

The company also avoided public ventures until the year 2004 when it floated its shares into the market. Again, the company showed its distinction from the normal traditions as it adopted a completely new initial offer style that it imported from Dutch culture. Contrary to the tradition in which companies independently predetermine the prices of their share offers, Google opted for an auction system in which potential investors are given opportunity to influence the initial offer value.

Under this technique, investors privately give prescriptions in relation to the number and price of shares that they wish to purchase. A minimum share value is then determined by auction and those whose prices fall above the auction price are offered shares. This method was aimed at selling the company’s shares at its market value. The offer was successful though the share prices quickly rose indicating that the selling price could have been fairly below the market value at the time of the offer.

The company again reserved its expenditure after the offer in terms of its renovation and only spent on acquisition of companies that offered product and technologies that were of uttermost importance and interest of the Google Company at that time. This complemented the services offered by the company to include the currently available features such as “Gmail, Google maps, Froogle, Google Video, and Google Talk” (Case study 311).

The extent to which Google’s partners have helped the company to avoid the need for additional funding or financing

Google Company had a lot of opportunities for sourcing its finances as it grew. Such opportunities as individual’s savings, “family and friends, angels, seed capital, venture capital, banks and government programs, private placements and IPOs” (Kuratko and Hodgetts 210) are some of the financing options that the company had throughout its developments.

These sources can be grouped into two categories, “debt and equity” (Kuratko and Hodgetts 210). The major difference between these categories of sources of financing is the relationship between the entrepreneur and the source of finance or the company and the source.

Under equity, the financing source acquires interest in the business enterprise and might be given a percentage of the organization’s ownership subject to the agreement. Debt type of funding on the other hand is accompanied with the need for repayment of the amount of capital offered to the organization together with any form of interest subject to the debt (Kuratko and Hodgetts 210).

The sources of financing can also be categorized according to stages of development of an organization. Initial stages of an entrepreneurship which are not normally characterized by profit making, but by developing the enterprise which involves funding that are intended to help in establishing an enterprise rather that funding it for its productivity or profitability.

Such was the initial funding that Google received from Bectolsheim together with the founder’s families and friends. At this stage, the funders are convinced that the enterprise has a potential of making profit and they therefore join in to help in its establishment.

Another stage of capital offer to an entity is the stage where the entity is venturing into offering its products to the market. At this level, the organization can be said to have established its base and has started to produce its goods or to offer its services. The funding is thus meant to help the business enter its market. Such can be identified to be the category of Google’s funding that were received from companies such as Sequoia capital and Kleiner Perkins in the year 1999.

Other categories of funding come after an entity has ventured into a market and are identifiable in terms of its profitability. This category of finances is required for growths of organizations that are already profitable. The case study of the Google Company indicates funding at its initial stages of development with only the initial public offer that came later in the year 2004 to its financing at a developed stage (Minniti, Zacharakis and Spinelli 271).

The partnerships that Google had with individuals and other organization was of great essence to the company in terms of funding. Though some credit can be attributed to the company’s management for being able to avoid seeking funding, the case study reveals that the company was always at its potential to expand at the times when each funding through the partners were realized. An example is the initial funding after which the organization established a new office in Menlo Park.

The next funding which was realized in the year 1999 from two companies saw Google move to another office, recruit more employees and the company’s provision of incentives to its workers. It also saw the company’s expansion of its services to developed technologies that introduced paid listings. The final funding which was the IPO also saw the development of more services by the company.

The trend of expansion of the company with simultaneous review of the funding that the company received gives a correlation between the needs of the company at the particular times that was met with corresponding sufficient funding. The partners who funded the company can therefore be said to have played a major role in helping the company not to seek further funding.

This is because if the partners had to the contrary offered fewer funds that the company wanted then Google could have been forced to seek more funding for its expansions. If the amount of money received by the founders by the year 1999 was not sufficient enough to meet the company’s needs at that time that involved establishing an office and employing workers at the time when the company was not yet making any profit then the founders would have been forced to look for more funding.

The same argument is applicable to the other instances in which the company received funding. The parties that partnered with Google during these funding can therefore be said to have been significantly responsible for the company’s ability to avoid further funding by providing enough capital that the company needed at those respective times (Case study 311).

The success of Google can significantly be attributed to the partners that have supported the company at different stages of its growth. According to the Case study, major developments in the company were realized after funding was received from partners. The two founders were for example initially stranded in their initial project, which has turned out to be a multinational company, until they received one hundred thousand dollars from a partner and a further nine hundred thousand dollars that the project picked up.

The founders were for example stranded due to lack of capital and could not initially even purchase equipments that they needed for the project. Further involvements of other partners such as Sequoia capital and Kleiner Perkins companies and the final partnership with investors in the form of floating the company’s shares in the security market facilitated major developments that have been realized by the company.

The partners have therefore been influential to the company through offering funds to the company. Such support can be translated to a number of benefits to the company and its workers. One of such benefits is the motivational factor that is received by the company. This is particularly critical at the initial stages of development of an enterprise.

Receiving funds at a stage when the enterprise was not yet profitable and when the founders equivalently had no resources to invest in their project must have motivated them in two ways. The first motivation was the fact that someone had identified and appreciated their project to be realistic and worth funding while the other benefit was the availed funds that were able to bail them out of their financial strain thereby enabling them to concentrate on the project rather that looking for funds.

The provision of funds by the parties that partnered with Google Company helped in the successful establishment, development and expansion of the company to its current level at which it is a recognized multinational company. The partners through their funds that helped in developing the company through its different stages thus played an important role in driving the company to its currently recognized success. The partners’ major role was thus funding the company that further derived benefits to the success (Case study 311).

Google, like any other company, has been faced with a number of challenges over time. Though the company has over time recorded significant expansion in terms of its products and geographical area of coverage, it has been faced with a number of problems some of which have been related to its expansion.

A number of significant challenges, for example, faced the company in the year 2004 with respect to its elements of profitability. The company was, for example, faced with the threat of reduced profit margin following its increased investment. Though the revenues of the company together with its gross and net profit could rise following the investments, it was feared that the degree of increased level of investment would not be proportionally reflected in the company’s profitability.

The company’s move to diversify its services to consumers is also reported to have not been very successful. According to a research that was conducted in the year 2004, the company encountered a lot of problems as it moved to introduce its new services to the market. These problems were so significant that they were expected to even negatively affect the company’s share praises.

The company was at the same time suffering from competition from other companies such as Yahoo which has been a long time competitor of Google. Such occurrences as the company realized had the potential of spilling the fears into the market and giving it a weak image that could cost it its market control among competitors (Standard and poor 1).

Summer 1995: birth of the goggle idea

15 September 1997: Google.com registered as a domain

September 1998: Google rents a Silicon Valley garage

February 1999: Google opens Palo Alto office

7 June 1999: Google funded by major venture capital firms (Sequoia capital and Kleiner Perkins)

2000: partnered with yahoo

2002: partnered with AOL

Another challenge that the company has been facing is its extensively wide market control that portrays it as a monopoly. However, advantageous this may look from outside, it has called for threats of control of the company which could not have been had the company not been in such control. This has an effect of inducing fear on the company to streamline its operations in order to avoid such regulations (Brew 1).

Entrepreneurship involves transformation of a person’s innovative ideas into economic worth. The case study reveals the innovation of two students who transformed an academic project work into a multinational company. In their move, the students started their project with absolutely no funds but were able to enter into partnerships with different parties that funded the organization and fuelled it to its current state. Such is the essence of entrepreneurship.

Brew, Simon. Google is dominant in its sector, yet its once-bulletproof brand exterior are showing a little bit of wear and tear . Google, 2009. Web. < https://www.itpro.co.uk/609794/the-problems-facing-google/page/0/1 >

Case Study. Google: An Interesting and Instructive Funding Journey . New York: Cengage Learning. Print.

Kuratko, Donald and Hodgetts, Richard. Entrepreneurship: Theory, Process, and Practice. New York: Cengage Learning. Print.

Minniti, Maria., Zacharakis, Andrew and Spinelli, Stephen. Entrepreneurship: The Engine of Growth. WESTPORT, CT: Greenwood Publishing Group, 2007. Print.

Standard and poor. Google faces challenges as it expands . Rank for Sales, 2004. Web.

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Google and Its Workplace

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In her thought-provoking book, "Plato at the Googleplex: Why Philosophy Won't Go Away," Rebecca Newberger Goldstein integrates the timeless inquiries of ancient philosophy with today's technological advancements. The work [...]

Google has been a dominant force in the global technology industry, with a significant presence in various countries, including Russia. However, Google's dominance in the Russian market has been challenged by an antitrust [...]

Google is one of the most prominent and innovative companies in the world, known for its groundbreaking products, services, and work culture. With a focus on attracting and retaining top talent, Google has developed a [...]

Google is a highly influential and innovative technology company that has significantly impacted the way businesses operate in the digital age. One of the key factors contributing to Google's success is its team-based [...]

In the article “Is Google Making Us Stupid?” by Nicholas Carr he argues that the internet is changing the way we think and work for the worst. I have to disagree. Although the internet is changing us, it’s for the better. First, [...]

Google has become an essential tool for students of all levels, from primary school to graduate studies. In this essay, we will explore the advantages of Google for students, including its powerful search engine, free [...]

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