1.

0:INTRODUCTION OF GOOGLE
In 1996 on the month of march, Google was initiated by Larry Page and Sergey Brin. It was started as a project by Larry and Brin. Larry and brin hold PhD certificate from Stanford university. They both work at Stanford digital library project .The aim of the project was , to develop the enabling technologies for a single In search of this project page was advise by his supervisor Terry Winograd to pick the ideal of discovering the mathematical properties of the world wide web. The project was nicknamed as backrub Brin was later joined in on a project which page has already started. .Brin was page friend whom he met 1995 during summer. Brin was held by National Science Foundation Graduate Fellowship .Page home page was use as starting point. During research on the project they both analyses that, PageRank will produce quality result than existing techniques. Page and brin later realize that rankdex from IDD information which was designed by Robin Lis provides comparable strategy. So page and Brin tested their theory and bring up foundation. Before , the engine used Stanford website. And was later registered as google .com in 1997 on the 15th of September. (google.com, 2013)

2.0:MANAGEMENT TEAM
2.1: CHIEF EXECUTIVE OFFICER AND CO FOUNDER Larry Page is the CEO and co -founder of google. Larry founded google with a friend called Sergey Brin in 1998.Larry hold phd certificate from the university of Stanford. Larry also completed the university of Michigan with bachelors degree certificate .He also hold Arbor and masters degree from Stanford university which there he studied computer science. Larry and friend were both members of national advisory committee in the university where he where he gain his bachelors degree certificate. In 2004,Larry was privileged as prize of Marconi .he has not less than 200 employees during the year 2001 to 2011. Larry was the CEO until 2001.And was also the first CEO of google.com (Google, 2013)

2.2:EXECUTIVE CHAIRMAN
In 2001,Erick E. Schmidt joined google company. Before Eric join google company he serve as chairman and CEO of Novel Technology Officer at Sun Microsystems Company. He also worked with research staff at Xerox Palo alto Research Center (PARC) before joining sun microsystems. Eric had a certificate in bachelors degree in the university of Princeton which he studied electrical engineering . He also had masters and Phd in computer science from California University in Berkeley. He was also a member of president council of advisor on science and technology. He also serve as prime ministers advisory council in UK. During his serving as prime ministers advisory he was chosen as national academy of engineering in 2006 and and a year after he then initiated with the American academy of arts and

(Anon., n.d.)science as a follower. In 2008 , he join the the chairs of board of new America foundation. Ever since eric has been with the institute of advance study in Princeton, New jersey. (Google, 2013)

GOOGLE CSR Since the inception of Google, the organisation has since then has been steadfastly devoted to active philanthropy and also to tackle the worldwide challenges of education, climate change and poverty alleviation. From 2007, Google also begun numerous social initiatives in China. The organization is hoping that by leveraging their strengths and resources in-country, they will arouse awareness of the significance of corporate social responsibility, and urge society to take part in and add to the growth of social responsibility.

Main CSR Activities Google China Social Innovation Cup for College Students: This is a competition carried out across the country with the purpose of empowering Chinas youth in becoming representatives of social change. By tapping ideas of projects from the students in colleges and financially backing executable proposals, Google hopes to infuse into the future leaders in China the values of being socially responsible, the significance of the welfare of the community, and the spirit to empower themselves. Between all colleges and universities who take part in the contest, 100 of they that exceed in the total of proposal submission will benefit from 500 Google Campus Volunteer Stars Scholarships annually.

Supporting Earthquake Relief Efforts On 12th May, 2008, an 8.0 magnitude earthquake came upon Sichuan a state in West of China, taking the lives thousands of people. Amongst the topsy-turvyness and desperation, Googles several sections mobilized right away to aid rescue and relief exertions. To help the large and immediate call for material resources, Google with its workers raised over USD 2.6mm and presented over USD 1.02mm worth of free web based advertisement to earthquake relief bodies. Within the same period, Google also formulated a platform of communication that let in an information program for resource support, and also a search platform for households looking for lost family members, and a worldwide platform for people to make charitable donations. Google used their Google Maps to provide Chinas State Bureau of Surveying and Mapping with images from their satellite of regions affected by the earthquake to improve aid and also guide rescue efforts.

At the beginning September 2008, the organization financed building of 15 Google Quake Relief Hope Schools in Mianyang city of in Sichuan state, assisting 18,184 primary and high school students to get back to the school. (Google, 2013)

Critical analysis
Hiring process in Google very complicated because organization is searching for brilliant individuals who can conceive brand new ideas, can think outside the box and work inside the Google society. They need extremely creative individuals, however in the meantime who are fantastic to work with. To look at this desire Google with their reputation, performance, creativity and profitability can afford to select the best employees. For retain employees in the company Google have to care and satisfy needs and wants of employees. So the company do the good CSR for employees. But look at the conditions that Google suggest to googlers there are have more freedom that are needed. Work place has to be staid, steady, settled and serious. The other minus of conditions for employees are the work day in between 10am and 6pm every day, but everyone have to be on e-mail 24/7 and googlers spend their free evenings working from home. Google campuses have everything that needs their employees. The company provides free food, laundry, medical and dental services, restaurants, sport activities, relaxation rooms, massage cabinets and so on. Employees need to leave the campus only for going to sleep. Everything else can be done right there, at the Google campus. As a result Google representatives are progressively separated and withdrawn with this present reality, needing to arrangement just with other Google individuals on the Google facilities for 90% of their waking lives. The issue is that these individuals, overall, are not in touch with this present reality in any weighty way. The big advantage that Google have the model which may not have ability to be duplicated. Every famous company tries to reach the achievements of Google, how they appreciate, and estimate, and value employees. Take care of your workers and their families, and they will take far better forethought of your clients. It is all good but company think about employees more than about customers. Google by itself do not think about customers and afford

it do by googlers. The attitude has to be equal, not in that way in which organizational culture is performing. The corporate culture of Google is built on innovation and technology. The company's focus on creating up-to-date, easy-to-use, many functional and creative search engine has allowed it to prosper. But it requires from employees to be creative and hard working. The company always has to be in time and demand it from employees. To be best of the best the directors push their work teams hard and expect nothing less than the best from them. The huge risk is always chasing the company because the sphere where works Google is depend on the information that has to be updated every second. It is risky because company can left behind and lose strong position among other search companies.

BENEFITS AND DRAWBACKS Within Googles culture its their philosophy that is pointed in 10 guidelines that includes employees and also their consumers. That is what makes a structured culture successful and from where its possible to infer the benefits and drawbacks of the company. From the past four years, Google Inc. was listed by the magazine Fortune as the best company to work for, it was based on the proud of the workers at the moment of reviewing their perks that could be listed as: Benefits for employees: this company is being always looking for the satisfaction of their employees. Some of the perks that they use are (1) 100% healthcare coverage not just for the employee also for their families and on-site doctors and dentists in the campus. (2) 20% for own creative time programs, to let workers tried their own business opportunities. (3) Free Gourmet Food, It is said by Googlers that is closer a food court than their job desks, and others. (Inc., 2013)

What this company tries is to hire the best people for the right job, giving them the best benefits to accomplished low turnover rates. Workers feel empowerment on their tasks as a retribution to the perks received. As in other company culture behaviors, the idea is to give benefits to the employee who is going to satisfied consumers and as an effect from the preference of the market, there is going to be more profitability for shareholders. Even when there are several benefits, there are also drawbacks shown by ex-employees of the company as such as:

Long work hours and low pay, maybe the numerous perks in the campus is not reflected in the payrolls of the employees. Also, It is usual 60 hours of job per week, which is against the law that demands 40 hours. (Kuntze & Matulich, 2009) Google culture emphasize on a fun environment, but for some tasks is not professional and helpful at the moment of working. An unstructured work environment is not always good for getting focus. (Kuntze & Matulich, 2009) Poor management is being detected, even when they are very selective at the moment of hiring people; the long process (that could take almost 9 months in some cases) is too arduous for some kind of people with good qualifications but not the same cultural perspective as Google Company. (Kuntze & Matulich, 2009)

CHALLENGES For Google in their culture there are some challenges that they have to achieve. Most of them are focused on the diversity involved in their philosophy for the employees and consumers. Listing the challenges, its possible to mention: Make a balance between the benefits given to the employees and their general costs in their financial accounts. It is good to keep their workers happy with the perks provided but also it is a huge challenge to keep the wealth health of the company. (Kuntze & Matulich, 2009) As a strong culture, in consequence there is always a resistance to change. Any variance in the benefits or perks will bring in consequence a resistance from the employees. Or, as it was mentioned, not everybody is prepared for the same environment at work. Keep their human talent with them, avoiding resignations that could go or be hire by competitors. Google spend many hours and money in their employees, its a challenge to create strategies for not letting them go with the all knowledge about this organization. Based on the principal that surfaces as Google are not many. Making cultural, geographical, gender and other diversities an advantage. There must be policies of acceptance and pride on the diversity that employees and consumers of Google reflects. At first, giving norms to prevent offensive material against specific markets or groups involved within this company.

The Culture Of Google In reality it is the employers of Google who makes it the kind of company it is today. The organization recruits people who are intelligent and determined to work to achieve the organizational goals, and the organization prefers the ability of an employee over experience they have. Although Googlers which is term full time google employees share mutual goals and similar visions for the organization, Google recruits from all walks of life and have translations

as well as speak lots of languages, indicating the worldwide audience that is being served by the company. And when not doing active work or in time of idleness, Googlers engage in interests in choices ranging from cycling, beekeeping, and also other activities like Frisbee to foxtrot. Google as a very reputable organizations endeavour to preserve the open culture mostly related with start-ups, in which everybody in the company plays an active role and also contributes to the work and free to share idea and opinions comfortably. Every week the company holds a meeting called all-hands (TGIF) meeting, not to mention over email or in the cafethis meeting gives the opportunity to the employees to ask questions directly to the founders Larry, Sergey and also other executives regarding any of the company issues. The offices and cafes at Google are designed to promote or advocate reciprocal interactions between the employees inside and throughout the teams, and to bring conversations about work as well as pleasure. (Google , 2013)

1. Identify the Companys Culture In the first place, characterize the present state of the organization's society. Control a representative overview getting some information about organization society, or exceeding all expectations even further lead center aggregates and talks with your workers. Figure out how choices are made and by whom. Figure out what the recognized qualities and acknowledged conducts of your workers with respect to client administration, cooperation, and correspondence. Much of the time, the most ideal approach to acquire this data is to contract an outside Organizational Improvement specialist to use a couple of days inside your organization. The Organizational Improvement expert can give an unfiltered and impartial perspective of your organization without making strain around your representative.

2. Provide an Employee Feedback Loop It is significant to have a discussion for two-way correspondence. Give your workers steady correspondence of the organization's objectives, systems, and vision. Organize "town lobby" gatherings to impart stories to representatives, exhibit the mission, vision and center values of the organization, and hear what the worker. 3. Address Conflicts Quickly

Flare-ups between or around collaborators might resemble pretty trivial stuff. In any case, disregarded, they can have unfortunate outcomes to in general organization society. Talk over main drivers of the clash while carrying the discussion to the greater picture. for instance: The first movement and second movement call focus bosses seem to differ on what amount of data a telephone rep can give a

customer. Without figuring out and determining the main driver (lines of power), the telephone reps are gotten between two strengths and uneasy with reference to what they are permitted to say. The strain raises and the greater picture of an adequate call focus is lost.

4.

Leadership Coaching

The Chief and authority group of an organization have a capable effect on corporate society through their discussion and conducts. As a rule, entrepreneurs and pioneers never formally study how to legitimately impact organization society. Numerous entrepreneurs and guides concentrate on gainfulness and methodology and disregard that organization society can influence the main concern and the potential for organization development. It is a great deal more challenging to change an organization society then to make and impact organization society from the onset.