Google management

The company Google was born as a search engine for more information on the web. Its main characteristic with respect to its competitors was its advanced system of analysis of relations between pages, which allowed a higher ranking or ranking. Google's next step was to use this information to introduce advertising and manipulate the ranking based on the payment for such advertising. The enormous benefits that the company achieves are reinvested in new services and new policies that have strengthened the individual-segmentation relationship, reaching perfect segmentation (Mingers, & Lipitakis, 2010).

Google is an American multinational company focusing on products and services linked to the Internet, electronic devices, software and other expertise. Google's key product is the Internet content search engine of the similar name, although it also provides other services such as an email service called Gmail, its Google Earth map and Google Maps service, the YouTube video website, others Web values such as Google News or Google Books, the Google Chrome web browser, the Google+ social network. It provides an easy and quick way to find info on the web, by access to a catalogue of over 8,168 million web pages. As said by the Google company, currently replies to above 200 million queries a day (Verma, et.al. 2015, April).

The American of Larry Page and the Russian Sergey Brin , are the founders of this magnificent company. In 1995, Page had finished his studies at the University of Michigan and went to do his graduate degree at Stanford University, California. In this same university he meets Brin, 21, who was in charge of teaching him the campus (Verma, et.al. 2015, April).

Faced with the great and rapid growth, in the year 2000, Google develops what today gives them the highest proportion of their profits: Google Adwords. Which is a Digital Marketing strategy that is based on making money through advertising on the Google website.

Google was born in the late 90s, as the doctoral thesis of Larry Page and Sergey Brin , and in 1998 it "premiered" on the Internet (Comino, et.al. 2019). Every year, thousands of companies are overwhelmed by a "streak" of innovation, suffer from lack of identity, fail to invest in new things and, a large percentage, avoid addressing the issue of human capital. Some will become passing marks, those that few remember and nobody wants to imitate. However, there is a certain number that has reached immortality, an example is Google.

In 1997, Stanford University rejected the idea of using this search engine but, a year later, Larry Page and Sergey Brin received a check of $ 100,000 from the hand of Andy Bechtolsheim, co-founder of Sun Microsystems, for an entity that has not yet existed Today, the search engine company that was founded in a garage in California has become the precedent and a true example for companies to achieve success and continue innovating(Verma, et.al. 2015, April).

But what are the rules and strategies that have led Google along the path of immortality? Jonathan Rosenberg, former senior vice president of Google products and Eric Schmidt, executive president of Google and former CEO of the company, write "How Google works”, where they unmask the strategies that have taken this company to the top.

Google are currently one of the leading technology companies with a worldwide presence, with leading products and platforms in their sectors. On the one hand, Google is the world's most used search engine, while YouTube is the second and the most popular online video site globally, and for its part, our mobile operating system, Android, is the most used worldwide.

The biggest differentiating factor of Google is the constant innovation applied to all our products, which has allowed us to break into the industry with new services and functionalities that have revolutionized the way we search, buy, move, consume content, communicate, etc. All these products and innovations have been in line with our main mission as a company -organize the information of the world and make it available to everyone-, which has been our north since its birth (Gonzalez, et.al. 2010, June).

The main objective of any search engine is (or should be) to provide the user with the most appropriate response to what they are looking for, as quickly and accurately as possible. The objective of Google is to form the world's knowledge and make it generally available and helpful. The site does not have its content, nor does it edit information; its objective is to manage search spaces between users and the interests they have for anything.

Unlike the missions of several other corporations, Google’s mission is illustrious through its easiness and what remains among the lines. There is no clarification why the objective is such or why these objectives are being followed. The objective of this kind provides meaningfulness to the work of everyone and everyone, as its preparation is more an ethical fact, not a commercial goal (Mingers, & Lipitakis, 2010). Most importantly, Google’s mission is unachievable, because there will always be new information that needs to be systematized and new means to extract out of her favor. This makes motivations for continuous informing and advancement in new, and unfamiliar parts. The objective is to “become a market leader” is no longer inspirational once it is implemented.

Google became the main search engine and forged the third largest company by market value in the United States because it directed users reliably to the information they were looking for. If they consider that Google favors their own content over the results of impartial searches, their perception could change. The transition is largely motivated by the increasing adoption of mobile devices. On a cell phone screen, users spend more period in applications and less surfing the web that Google had prepared and monetized by search-related publicity. As smartphones multiply, clicks on Google ads increase. However, advertising prices have fallen 20% since the beginning of 2012 because clicks on a phone are not so valuable. The goal is not to keep it on Google, the goal is to give you the information you need as quickly as possible (Mingers, & Lipitakis, 2010).].

The most capable persons on the google need to be inspired and moved to higher attainments. The experiment for leaders is to provide them such an objective. The highest inducement is the chance to allow workers meet with those for whom employees work, although if simply for a few minutes. This provide the work a greater significance than the effects of vocation or money considerations. Google plays an important role in Internet world.

Google management chooses to allow young individuals finish their careers to be employed by better working conditions. It has a preference for hiring means by a master's or doctorate as a means to exploit the acquired human wealth (Plantin, et.al. 2018). Google acquires its shares available to 99% of its employees. It provides bonuses and subsidies for the purchase of hybrid vehicles.

On the issue of hiring employees, there are 2 main strategies:

1. You hire 90 excellent employees out of 100 and immediately begin to work miracles.

2. You hire mediocre performers, guide them through a training program and hope that this will give you 90 excellent employees out of 100.

Google prefers to follow the first strategy. The google organization considers that when appointment an “average” applicant, time is spent on “accomplishment” it to the compulsory stage, and there is no pledge that this task is attainable in principle. In addition, hiring the “average” is an excessive waste (Mingers, & Lipitakis, 2010). The “average” candidate not only absorbs the planned budget for selection, but also additionally - significant training resources. The main tenets of Google in recruiting are as follows: Slow and thorough selection and hiring

The position of the Google leadership is as follows: only 10% of the candidates (at most!) Will be excellent employees, so you need to conduct more interviews and consider more applicants. “At most,” because in fact, the best in most industries are not actually looking for work. Why? Just because they are the best, enjoy the success achieved in their place. So the chances of hiring a brilliant specialist by looking at the submitted resumes are slim. But sometimes as a result of a long selection, you can attract outstanding people.

The company's strategy should also take into account the nuances of the formulation of the mission of the company. The best practice is to helps the internet user to find anything on the internet. The control system is complicated, but possible, using and considering the higher nature of man. According to the theory of Abraham Maslow, which is widely used in economics, including strategic management, the pyramid of human needs is organized in such a way that to successfully motivate the control object. It is necessary to satisfy not only their lower physiological needs, such as hunger, thirst, sex drive, etc., security needs.

In just a decade Google not only transformed the way we seek, but also, its products were introduced into the daily life of the world in a record period of time. Therefore, working on developing a Google product means working on something with the potential to impact the lives of millions of people around the world, which is quite inspiring for all Google employees.

In addition, employees can choose the project they want and allocate 20% of their work time. Although the majority choose to join some of the ideas already in development, it is also encouraged to propose something totally new and that does not even have to do with the company's business. This practice has given Google totally unexpected benefits, and has become one of the company's main sources of innovation

Google grants various benefits to its employees but some of them come out of the ordinary, such as free haircuts in the office. Even these benefits are right and are based on personnel analytics. Google has developed a scientific approach in terms of talent management and human resources. Their decisions are always driven by data, from ways to increase retention, to the various benefits and rewards of employees. In order to better manage their teams, Google has developed a project to encourage managers to empower their teams. According to the company, the strategy helps streamline processes and still motivates employees.

The company’s hiring strategy is completely non-discriminatory, and it’s preferred not so much by experienced as by proficient workers. These values have allowed us to make a team that imitates the interests and favorites of Google search engine users around the world. Google has workplaces about the world, and Google’s tech centers service gifted people who live anywhere from Zurich to Bangalore. Business workers speak dissimilar languages, from Turkish to Telugu. Out-of-office interests can range from off-road cycling to mauve discerning, from flying to flying saucer games. Growing expansion teams, Google remains to search for individuals.

Many other organizations adopt this organization practice, such as yahoo, Bingo, and so. They are competitive in the google management company. The biggest differentiating factor of Google is the constant innovation applied to all our products, which has allowed us to break into the industry with new services and functionalities that have revolutionized the way we search, buy, move, consume content, communicate, etc. All these products and innovations have been in line with our main mission as a company -organize the information of the world and make it available to everyone-, which has been our north since its birth.

Some of these practices have generated complaints to US antitrust regulators. and Europe, which for now have led to few changes in Google practices. The company also provides answers to a growing list of questions on its results page so users don't have to click on a link. That could upset an implicit agreement with website operators: Google reproduces pieces of information and puts links to its sites on its search results page. Some users keep going to the links, but others may not see the need to continue doing so. In terms of search engine:

· Yahoo

· Baidu (China)

· Bing

· Digital and Internet businesses that can compete with Google , the so-called "Big Four" Internet, or 4 OTT (Over The Top):

· Google

· Facebook

· Apple

·

· Amazon

Google employees have great freedom to control their time. In this way, everyone can manage what they do and try to make the most of the time they have allocated to work. Of course, this freedom has the risk of someone working less than they should, and that is why Google's recruitment process is always looking for ambitious people with a record full of achievements. In case this is not enough, Google always inspires the commitment through the practices listed above. Fostering this freedom also goes hand in hand with facilitating collaboration from any device and from anywhere.

Google is an innovative company, which also manifests itself in the search for new ways to find those who, according to her ideas, are gifted enough to replenish the ranks of googlers. Google's goals as a company just an overview of the entire map of goals, a high-level approach for the entire company, where each member has their own achievements to achieve. Perhaps all this may seem at first sight complicated, arduous and even contradictory, but remember that a good goal plan is essential to bring your business to success. The marketing objectives are closely linked to the company's mission that is: "Organize the world's information and make it universally accessible and useful." From the beginning, our goal was to develop services that will significantly improve the lives of as many people as possible. Not only for some, but for everyone. Google’s marketing plan and all the actions that compose it have this great objective in mind. Therefore, the essential thing to remember is that the more detailed and challenging your goals are, the more likely you are to achieve them.

References Comino, S., Manenti, F. M., & Mariuzzo, F. (2019). Updates management in mobile applications: iTunes versus Google Play. Journal of Economics & Management Strategy. Gonzalez, H., Halevy, A. Y., Jensen, C. S., Langen, A., Madhavan, J., Shapley, R., ... & Goldberg-Kidon, J. (2010, June). Google fusion tables: web-centered data management and collaboration. In Proceedings of the 2010 ACM SIGMOD International Conference on Management of data (pp. 1061-1066). ACM. Plantin, J. C., Lagoze, C., Edwards, P. N., & Sandvig, C. (2018). Infrastructure studies meet platform studies in the age of Google and Facebook. New Media & Society, 20(1), 293-310. Mingers, J., & Lipitakis, E. (2010). Counting the citations: A comparison of Web of Science and Google Scholar in the field of business and management. Scientometrics, 85(2), 613-625. Shane, S., & Wakabayashi, D. (2018). ‘The Business of War’: Google Employees Protest Work for the Pentagon. The New York Times, 4(04). Verma, A., Pedrosa, L., Korupolu, M., Oppenheimer, D., Tune, E., & Wilkes, J. (2015, April). Large-scale cluster management at Google with Borg. In Proceedings of the Tenth European Conference on Computer Systems (p. 18). ACM.