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The Fishbone Diagram

Phyllis Jones

Strayer University

EDU520

Dr. A.

April 14, 2024

The Fishbone Diagram

Nurturing Employee Engagement: A Critical Examination of Organizational Culture at Google

Employees who take an active role in their work are one of the crucial pillars of corporate vitality, which, in turn, positively impacts productivity, creativity, and the Company's performance. This paper will analyze Google, the most powerful corporation in the US, as well as its organizational culture and subculture. With the help of a fancy Fishbone Diagram, we will dive into the elements that, in turn, may cause a lack of motivation on the part of the workers. Actions will be suggested to address them.

Understanding Google's Organizational Culture

Google is recognized for its new products and open approach. Still, the Company's culture is aligned with different grounds of transparency and autonomy and is firmly committed to the employees' well-being. This culture has been paramount in Google's global tech leader status, and obviously, it is one of the main reasons that vigorous job seekers are now choosing Google (Isensee et al., 2020). However, although Google thoroughly deserves those accolades for its high employee engagement, it needs significant help as the Company constantly changes its work environment.

Companies engage employees and allow them to develop their potential fully. As a result, they become active participants in determining organizational goals. Google believes in autonomy, and it gives employees the chance to explore their ideas and their passions by following their projects (Sal et al., 2021). Google gives them independence and pride, which owners of their businesses carry. Besides this, Google takes care of employee welfare virtually through coffee shops, food, and tech belonging to Google, in addition to offering employee wellness programs.

However, maintaining staff engagement at the maturity phase of the organization's evolution is still challenging for Google, which is undergoing growth and transformation. National activities across various backgrounds and functions after the organization's development become more intricate as staff expansion and diversification go out of hand (Pratama & Khasanah, 2023). Not only that, but the workplace is now shifting with changes like technological improvements and remote work. As a result, the Human Resource department always strives and innovates the employee engagement that best fits the workplace.

Fishbone Diagram Analysis

Major Cause Categories:

· Leadership and Management

· Company Culture and Values

· Work Environment

· Compensation and Benefits

· Career Growth and Development

Potential Causes of the Problems

· Leadership and Management:

· Lack of transparent communication from leadership

· Perceived favoritism or bias in decision-making

Company Culture and Values

· Erosion of trust due to inconsistent actions or messaging

· Discrepancies between stated values and actual organizational practices

Work Environment

High-pressure work culture leading to burnout

Lack of opportunities for meaningful collaboration or feedback

Compensation and Benefits:

Perceived disparities in compensation and rewards

Limited access to benefits or perks

Career Growth and Development:

Unclear career progression paths

Limited opportunities for skill development or advancement

Most Likely Causes of the Problems on the Diagram:

Leadership and Management:

Lack of transparent communication from leadership

Company Culture and Values:

Erosion of trust due to inconsistent actions or messaging

Work Environment:

High-pressure work culture leading to burnout

Compensation and Benefits:

Perceived disparities in compensation and rewards

Career Growth and Development:

Unclear career progression paths

Root Problem

Google's leadership cannot correctly communicate dialogue, internal culture weakens, burnt out, compensation and reward rules are lost, and leaders cannot tell their members what they do, which are the root of the problem at Google (Plank, 2019). These components decrease worker engagement, preventing the Company from keeping the best workers.

Proposed Solutions

To deal with the base cause issues indicated in the Fishbone Diagram, Google can use the following key measures. Foremost, boosting discourse is vital. By cutting the lines of accessible communication between employees, one may achieve one's goal, determining aim and attitude. Acknowledging and promoting company culture and values are essential to a successful employee engagement strategy. These value-anchored practices can provide a foundation for trust, inclusion, and accountability in the organization and the staff.

However, for a start, it is a very important workplace-personal time balance. Plans such as enforcing flexible work arrangements, mental health resources, and stress management programs can serve as an excellent support system for the employees and enhance employee engagement at the workplace. Besides the payment and other benefits available to all working professionals, the fairness and rights of every person must be considered (Nekula & Koob, 2021). We encourage you to conduct regular reviews that eliminate the salary gaps and tailor a package of incentives that satisfy different employee groups with the ultimate intention of creating a more focused and contented labor force, which, in turn, results in higher productivity.

First, encouraging people's ability to grow and develop is critical. Job orientation Paying attention to offering the staff's next career development plan, which involves career pathways, skill learning programs, and mentorship programs, is one of the ways to finally make their career deployment possible and improve their engagement(Tran, 2017). Meaningful solutions have to be implemented so that this Company has an understating and interactive environment: high morale, stable employee retention, and, ultimately, the organization's accomplishment and efficiency.

Conclusively, the general solution that will allow Google to get rid of the leading causes of the engagement level increase consists of the use of new communication forms by leadership, the encouragement of the already existing culture, acting with the methods of stress-free promotion, implementation of the approval of wages and benefits and giving the employees an opportunity of an improvement of the career. One of the ways Google could develop a culture that will enable employees to build good working relationships is to ensure open communication channels, plug in values that are part and parcel of daily occurrences, and, most importantly, have employee welfare as the driving force.

References

Isensee, C., Teuteberg, F., Griese, K. M., & Topi, C. (2020). The relationship between organizational culture, sustainability, and digitalization in SMEs: A systematic review. Journal of Cleaner Production, 275, 122944.

Mesfin, D., Woldie, M., Adamu, A., & Bekele, F. (2020). Perceived organizational culture and its relationship with job satisfaction in primary hospitals of Jimma zone and Jimma town administration, correlational study. BMC Health Services Research, 20, 1-9.

Nekula, P., & Koob, C. (2021). Associations between the culture of health and employee engagement in social enterprises: A cross-sectional study. PLoS One, 16(1), e0245276.

Plank, C. C. (2019). Talent, Engagement, and Organizational Culture Experiences: A Case Study Exploring Perceptions of a Holistic Approach to Training Human Capital Management (Doctoral dissertation, Northcentral University).

Pratama, M. A., & Khasanah, A. U. (2023, December). Analysis of Zoom cloud meeting application problems based on end-user reviews using text mining and fishbone diagram. In AIP Conference Proceedings (Vol. 2828, No. 1). AIP Publishing.

Sal, B., García-Saiz, D., & Sánchez, P. (2021). Automated Generation of Datasets from Fishbone Diagrams. In Model and Data Engineering: 10th International Conference, MEDI 2021, Tallinn, Estonia, June 21–23, 2021, Proceedings 10 (pp. 249-263). Springer International Publishing.

Tran, S. K. (2017). GOOGLE: A reflection of culture, leader, and management. International Journal of Corporate Social Responsibility, pp. 2, 1–14.