本篇論文代寫-組織文化促進創造力和創新講了谷歌相信組織內的持續知識轉移，並在一定程度上確保了知識管理的支持。正如媒體對谷歌的報道所暗示的那樣，“我們會定期調查員工關於他們的經理的情況，然後利用這些信息來公開認可最好的經理，並招募他們作爲下一年的老師和榜樣。”最差的管理者得到了密集的指導和支持，幫助他們中的75%在一個季度內變得更好。因此，該公司被視爲專注於持續的知識轉移。本篇論文代寫文章由加拿大第一論文 Assignment First輔導網整理，供大家參考閱讀。
In 2001, the founder of Google, CEO Larry Page was seen to create a flatter structure of Google by firing off the intermediaries. However, the flat structure was not a sustainable structure for the company. The hierarchy based structure is what is being used in Google right now. Yet Google by taking up innovative steps in order to enable creativity and innovation has been able to offset the disadvantages that come from using a hierarchy structure. For instance, the use of the interconnected system, the Google Moderator where everyone can interact with anyone and vote for and against projects is seen to create better networking among individuals. It is a singular point of interaction for the company. This enables better innovation and creativity.
3. Organizational culture fosters creativity and innovation
Google believes in a continuous knowledge transfer within the organization and to this extent ensures there is knowledge management to support the same. As media reports on Google seem to suggest “We regularly survey employees about their managers, and then use that information to publicly recognize the best managers and enlist them as teachers and role models for the next year. The worst managers receive intense coaching and support, which helps 75 percent of them get better within a quarter” says the management (Le, 2013). The company hence is seen to focus on continuous knowledge transfer. Also the company makes use of a form of survey inside the company called the ‘Googlegeist’. This Googlegeist is a feature that enables the company to get feedback on issues within the company and then it uses the same functionality in order to enlist volunteer teams. Volunteer teams of employees and their creative ideas will be used to solve issues of other employees across the company. Here there is a form of knowledge transfer happening all the time, combined with employee interactions across teams. The company believes in having a strong mission and purpose even at the individual level. The company believes that mission and purpose should be defined for every individual and every Google employee must be able to bring their own uniqueness and story to the organization. The company is seen to support this undertaking by providing an interactive work environment with better knowledge transfer empowerment. “Personally, I believe this culture is an insight about the human condition. People look for meaning in their work. People want to know what’s happening in their environment. People want to have some ability to shape that environment,” said Bock, the Senior Vice President of Google’s people operations (Le, 2013).
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