Training And Implementing Change In An Organization Google Case

Training and Implementing Enhancements made on an Organization: Search engines Case

  • Introduction

    Any organizational within companies of various dimensions require preparation plus appropriate planning targeted at analyzing the improvement and potential results of interventions. To be able to implement the essential programs, leaders, while a rule, use relevant strategic choices associated with the particular phased reorganization associated with specific regions of exercise. In conditions associated with these changes, you will need to not only make use of available resources plus utilize proper improvements but additionally interact along with the staff to get ready employees and accomplish their understanding associated with the duties set. Within this regard, reorganization activities in businesses should take location after special coaching courses as well as the evaluation of subordinates’ preparedness to work within new strategy.

    Preparation, in change, influences organizational conduct and it is one associated with the prerequisites with regard to continued productivity. Using the example of the particular Google corporation plus other firms, the particular characteristics and ramifications of training will certainly be examined, which includes the significance of the changes and their impact on the success of the company. Both general and specific outcomes of interventions will be considered. Effective training procedures in organizations are the key to successful production outcomes and create a reliable background for productive activities.

    Significance of Training

    The modern business sphere is dynamic and actively developing, which are the conditions for organizations to introduce the necessary changes in their work process to withstand competition and make a profit. Globalization, as a trend of modern entrepreneurial activities, leads to the fact that companies aspiring to high positions have to create demanded offers for different market segments and implement different marketing strategies.

    According to Al-Khaled, due to technological changes in the business industry, organizations should train their employees effectively “in order to prepare them to adjust and adapt, and also to achieve positive performance enhancements” (1). Therefore, the development and implementation of the necessary strategies for staff training is of high importance for companies’ production successes.

    The advantages of implementing change programs involving preliminary staff training are as follows:

    • An opportunity to convey all the necessary tasks to each employee.
    • The creation of detailed programs aimed at the education of subordinates.
    • The test implementation of an updated strategy for its faster subsequent implementation.
    • The establishment contact among employees due to a constant exchange of experience and understanding.
  • An chance to convey almost all the necessary jobs to each worker.
  • The creation associated with detailed programs targeted at the training associated with subordinates.
  • The check implementation of the updated strategy for the faster subsequent execution.
  • The establishment get in touch with among employees as a result of constant exchange associated with experience and understanding.
  • The value of like training is higher for both company frontrunners who are able to ensure the particular reliable implementation associated with new strategies plus employees who get comprehensive data upon the necessary responsibilities and goals and may cope with instant responsibilities successfully. Knaak et al. notice the significance of a social method of the intro of such tasks and analyze the final results of projects using the example of Canadian police organizations (32S).

    According in order to the authors, within order for switch projects not in order to be straightforward plus too complicated, this is essential with regard to team leaders in order to promote a social strategy to the usage of new work routines, thereby gaining subordinates’ authority and assisting them to realize the required jobs better (Knaak ainsi que al. 32S). Punta et al., within turn, note that will training at three levels – “individual, group and organizational” – is an additional driver of success (162). Thus, the importance of the necessary preparatory procedures is manifested for various stakeholders and carries numerous positive implications.

    Strategic Process of Training

    Setting goals that require adaptation to upcoming changes in an organization can take place in a strategic mode, which simplifies control and contributes to realizing all the tasks as efficiently as possible. Sitzmann and Weinhardt mention macro and micro levels of employee training and offer a special theory of engagement based on the separation of work stages and involving individual criteria (734). As these aspects, the authors cite strategic initiatives that correlate with relevant motivational drivers, for instance, a reward system, punishment sanctions, plus other influences (Sitzmann and Weinhardt 735). According to the particular theory, training focus on plans include the particular following stages (see fig. 1):

    • Establishment.
    • Prioritization.
    • Persistence.
  • Establishment.
  • Prioritization.
  • Persistence.
  • This engagement mechanism functions stably if supervisors approach the execution of a training course sensibly and develop the particular necessary algorithm with regard to interaction with subordinates, appointing responsible individuals and getting involved in monitoring the advanced results. In inclusion to this kind of algorithm, individual training equipment can be used. Knaak et ing. suggest paying interest to dealing with group leaders like a separate stage of planning (34S).

    By using police businesses as an instance, the authors highlight that comprehensive attempts to advertise the required change strategies are usually to involve the particular interaction of supervisors with leaders and could include such elements as “mental wellness education, ” encouraging imitativeness, and some other procedures (Knaak ainsi que al. 34S). Based on the user profile of an organization, these training programs usually vary, yet a general focus on individual training is useful. All these actions organized in the strategic sequence may help implement any kind of change program effectively and quickly without having to correct employees’ mistakes and suffer deficits due to subordinates’ incompetent work.

    Strategic Training: Search engines Example

    As 1 of the organizations where periodic changes occur, which are aimed at optimizing performance and improving productivity, the Google corporation may be cited. The case statement of the company was amended in 2018 because the management decided to reorganize some of the working aspects and made a number of adjustments to internal policies, including recruiting principles and technological innovation (Google Mission and Vision Statement Analysis). Today, as its official missions, Google promotes the following initiatives:

    • Access to services globally.
    • Supporting knowledge sharing.
    • Organizational Acceleration.
  • Access to services globally.
  • Supporting knowledge sharing.
  • Organizational Acceleration.
  • The vision statement of Google remains unchained and includes tow basic aspects:

    • Fast access.
    • Free access.
  • Fast access.
  • Free access.
  • One of the main success factors of the corporation is a special mechanism of personnel training. As Schneider notes, Google’s management often engages outside resources to help subordinates adapt to specific working conditions and prove themselves better. Investing in continuing education courses opens up career prospects for employees, and for the heads of the company, this is a guarantee of high productivity and, consequently, stable income.

    Gutierrez remarks that continuing education in Google is natural and gives a scheme that the corporation’s management promotes as an algorithm for staff training (see fig. 2). As a result, the organization’s employees do everything possible to realize their potential, thereby creating a profit for their company and increasing its credibility in the world market.

    Based on the results of this company’s work, one can note that encouraging ongoing training has a positive effect on interventions and enables Google to maintain one of the highest positions in the field of information technology. Constant innovations, the policy of purchases, and other proof of an active company position confirm that will the management associated with this corporation will everything possible to produce the conditions with regard to subordinates’ training and stimulate their creativeness. This, in change, influences the best objectives and brings income to the business by forming the specific model associated with behavior in the particular market.

    Relationships Between Training plus Organization Behavior

    In case employees get the necessary qualifications in the stage of increased education and quit any learning actions in the procedure of further function, this affects professionalism and reliability negatively. Over time, a person does not remember the acquired understanding and skills plus, in addition, will be not prepared to increase his or the girl attainments through the particular acquisition of fresh capabilities. As Yáñez-Araque et al. claim, “experience or overall performance in a studying task can impact and improve performance in a subsequent learning task” (1532).

    In other words, professional development is the key to improving skills, which is often necessary in working conditions in a dynamic and rapidly changing business environment. In this regard, there is a direct correlation between the frequency and quality of employee training and organizational behavior that is observed in a particular company.

    If the staff has a low level of professional training or cannot realize its potential as much as possible because of additional training, this impedes the implementation of valuable changes that may be needed. At the same time, one cannot argue that training is indispensable for success and market recognition. According to Yáñez-Araque et al., during the planning phase of reorganization procedures and from the beginning to the end of all interventions, “a chain of intermediate variables” should be taken into account to achieve high outcomes (1532).

    Nevertheless, creating conditions for learning and gaining experience is the background for all further changes that managers plan as strategic development plans. Therefore , the promotion of training is an important aspect of success and productivity and, in many respects, determines the specifics of the organization’s behavior, including relations with other companies and potential consumers of goods or services.

    When analyzing the need for training, one can resort to theoretical proof of the importance of training employees in the context of increasing overall work performance and achieving productive organizational behavior. For this purpose, a special learning curve concept may be applied to describe this correlation (see fig. 3). This graph shows a clear interaction between attempts that an employee makes in the process of work and productivity that grows with experience. Increasing the number of training procedures is directly proportional to higher productivity. This proves the need to implement a training strategy in case anticipated changes in the work process are significant since the probability of errors decreases, and the quality of the work performed, conversely, grows.

    Google’s Training Methods for Implementing Changes


    Promoting training in Google is really a crucial measure since the dynamics of the company’s development are high, and constant updates in operating modes and the emergence of new opportunities require careful staff training. For this purpose, a special G2G program is implemented in the corporation, which stands for “Googler-to-Googler” (7 Things You Should Know). The essence of this technique and its goals are the following features:

    • Employees share experience with one another, including those working in different fields.
    • The right of every worker to train is unshakable.
    • The possibility of training directly at the workplace, which reduces time and costs.
    • Motivating subordinates to realize their professional potential and learn from one another contributes to productive teamwork.
  • Employees share experience with one another, including those working in different fields.
  • The right of every worker to train is unshakable.
  • The possibility of training directly at the workplace, which reduces time and costs.
  • Motivating subordinates to realize their professional potential and learn from one another contributes to productive teamwork.
  • This principle of training is a standard practice in Google and allows uniting employees while giving them an opportunity to help one another and participate in change projects together. According to the available information, in the corporation, about 80% of all preparatory procedures take place in the G2G mode (7 Things You Should Know).

    As a result, when taking into account the size of the company and its sphere of influence, one can argue that this preparation mechanism is an effective methodology that helps all employees without exception to receive the necessary information about upcoming changes in a way that is understandable to them. In addition, organization behavior also changes for the better, and corporate policy is reinforced by this engagement practice. Thus, the exchange of information directly among employees has its positive results and may be promoted as a convenient training system.

    For the company’s business, such a program carries only positive aspects. In addition to uniting the team, the management has a chance to create a special training environment within the corporation and not to attract additional external resources, thereby saving valuable assets. Due to the fact that there are many posts in Google, responsible employees can be involved in these useful activities. Corporate frontrunners cannot control the particular work of almost all the departments cautiously, which is an extra incentive to develop small groups within which the required knowledge and abilities are acquired. This tactic can also be acceptable in some other organizations with the complex structure plus diverse positions.

    Training Leaders: Fundamental Features

    One associated with the important tactical objectives in any kind of company is the particular training of frontrunners with a concentrate on all those specialists who are able to organize colleagues’ work. Based to Beer ainsi que al., many HUMAN RESOURCES specialists spend unneeded resources on the particular implementation of complicated assessment programs plus support tools, whilst for productive company changes, you ought to produce an effective coaching system (53). The particular authors also remember that no training tasks will contribute in order to qualitative changes unless of course the objectives plus goals of the particular reorganization procedures are usually clearly told workers (Beer et ing. 54).

    In particular, leaders are not able to control the task associated with the team and supply the necessary support if a company does not have a planned strategy in the context of the transition to a new regime. In order to train professional and highly qualified specialists who are able to help top management to move towards innovation and other growth ways, particular attention should be paid to the training mechanism of individual responsible persons. Such a measure can help eliminate misunderstanding and make the process of maintaining all the changes more sustainable and faster.


    Productive changes in organizations can be implemented if appropriate training is used to create optimal conditions for the transition to an updated regime and provide comprehensive support to employees. The case of the Google corporation proves that encouraging the sharing of experiences among workers and promoting an environment for constant learning contribute in order to significant growth plus market recognition. The particular correlation between coaching and organization conduct is direct, plus such a device like a learning contour is evidence associated with this interaction. Innovator training is really an individual aspect of function that needs in order to be promoted to be able to create a lasting system for matching all of the planned modifications.

    Works Cited

    7 Points You Ought to know Regarding Google’s G2G Coaching Method. Vibons. Web.

    Al-Khaled, Akram Abdulraqeb Sultan. “The Significance associated with Training in Businesses on the Overall performance and Capabilities associated with Employees. ” Global Journal of Administration and Business Research, vol. 19, simply no. 15, 2019, pp. 1-7.

    Beer, Michael, et ing. “Why Leadership Coaching Fails – Plus What to perform Regarding It. ” Harvard Business Review, volume. 94, no. ten, 2016, pp. 50-57.

    “Google Objective and Vision Declaration Analysis. ” Mission Statement Academy. Internet.

    Gutierrez, Karla. “Continuous Learning online. ” Shift. 2016. Web.

    Knaak, Stephanie, et ing. “Implementation, Uptake, plus Culture change: Outcomes of a Key Police informant Study of the Workplace Mental Wellness Training Program inside Police Organizations canada. ” The Canadian Journal of Psychiatry, vol. 64, number 1, 2019, pp. 30S-38S.

    “Learning Curve Theory. ” Valamis. Web.

    Polo, Federica, ainsi que al. “Training Tradition: A New Theory for capturing Values plus Meanings of Coaching in Organizations. ” Journal of Place of work Learning, vol. thirty, no. 3, 2018, pp. 162-173.

    Schneider, Michael. “The 3 Basic Strategies Google Utilizes to Help The Employees Learn. Inc.  2017. Internet.

    Sitzmann, Traci, and Justin Meters. Weinhardt. “Training Wedding Theory: A Mlm Perspective on the particular Effectiveness of Work-Related Training. ” Journal of Management, vol. 44, no. 2, 2018, pp. 732-756.

    Yáñez-Araque, Benito, et al. “From Training to Organizational Behavior: A Mediation Design Through Absorptive plus Innovative Capacities. ” Frontiers in Psychology, vol. 8, 2017, p. 1532.

    Leave a Reply

    Your email address will not be published.