Assessment 2: Authentic tasks - Organisational Analysis Report and Group Presentation Group members: Students names and numbers: Name and Number Name and Number Name and Number Name and Number Marking Criteria See 'Additional Assessment Information'. Length Minimum 1500, maximum 2000 words excluding the cover page and reference list. Weighting 30% Assessment Due All groups (Full time and Part time) are to submit the completed group report on October 17, 2016 to Turnitin via link found in your Moodle site. Your presentations will take place during your assigned tutorial and your tutor will allocate teams and presentation order during your first tutorial. Presentations take place during the 4th and 5th and 6th tutorial. Final submission time: 3:00am Type of Collaboration Group work Style and format See 'Additional Assessment Information'. Assessment submission Online via Moodle Assessment return Report and presentation marks will be available one week after all presentations are finished. This assessment has two parts: Presentation (worth 10%) and Report (worth 20%). Report: Each group needs to select an organisation they are familiar with, and write a report on this organisation (if the team is facing difficulties obtaining information, an alternate organisation can be chosen only after receiving a written approval from the subject coordinator). Each frame has a number of questions: these should be answered, discussed, explained and substantiated through appropriate theory reference and analysis clearly demonstrated in the report with appropriate Harvard Style citations. In addition to addressing the questions, students are expected to add an introduction, recommendations and conclusion. (See the marking criteria for all details). Ask your tutor questions about your group assignment. This should focus mainly on topics covered in the lecture. You should not ask your tutor to do a 'pre-review' of your assignment to see if it is 'going well' or is on the right track. However you may discuss your report in general terms. The report must address all 4 frames of the chosen organisation to ensure the report answers the following items for each frame: Structural Frame: 1. Discuss its current structure. 2. If structural change is required, what type of structure should be introduced? If structural change is not needed, what is it about the current structure that fits the organisation's circumstances? 3. Analyse the complexity of the structure. 4. How are activities coordinated? Identify the coordination mechanisms in use. You must use appropriate theories to substantiate these answers. Human Resource Frame: 1.How do people feel about their work? What seems to motivate them (intrinsic factors e.g. achievement, recognition for work well done and responsibility; and or extrinsic factors e.g. working conditions and company policies)? 2. Explain any strategies in your chosen organisation to empower and /or promote diversity. 3. What could be the relationship between managers and non managerial employees (e.g. cooperative, neutral, cold, hostile)? 4. What 1 opportunities to participate are provided for employees? What efforts, if any, are made to get employees to cooperate with one another? Use appropriate theories to substantiate your answers. Example: Mary Parker Follett (1918), Elton Mayo (1933, 1945) maintained that workers have rights beyond a paycheck; that people's skills, attitudes, energy, and commitment are vital resources and powerful competitive advantage that can make or break a company. A good fit benefits both as individuals find meaningful and satisfying work, and organisations get the talent and energy they need to succeed. As an example of application of theory: Nucor, the world's largest recycler, turns scrap metal into steel, with highly charged and engaged employees empowered with a mindset of owner-operator motivation that soars to 387% return to shareholders over the past five years soundly bests almost all other companies in the S & P 500-stock index (Byrnes and Arndt, 2006, p.58). On the other hand, Apple's lean and mean management concept, exploited the Chinese employees in China in 2012 with long hours, low pay, and intense pressure to ramp-up production triggered strikes and a worker riot that shut one plant down for a day. Apple's products were cutting-edge, but its people management evoked centuries-old images of sacrificing people for profits and reinforced popular stereotypes of bosses as hearless and insensitive (Amar, 2004). Political Frame: What are the recognised power relationships in your chosen organisation? Identify the various bases of formal and informal power in your the selected organisation. 2. What are the differences between authority and power? State any differences between authority and power in your chosen organisation.3. Determine channels of possible informal communication. 4. What are the various ecosystems (systems of external environmental agents within which an organization functions and with which it interacts; in other words, what are the external players which influence the functions of the organization) associated with the organisation? 5. Identify the sources (or potential sources) of conflict in your chosen organisation. Explain whether conflict works against or in favour of your chosen organisation. Use appropriate theories to substantiate your answers. Symbolic Frame: 1. Analyse the organisation through the symbolic lens (e.g. organisational process as theatre). 2. What are the organisation's most potent symbols? What do they seem to represent? 3. Where does impression management occur within the organisation? Is there any evidence of impression management by the organisation itself, in relation to its external stakeholders? 4. Add a brief recommendation for each frame based your analysis and findings. Please ensure you are link your recommendation to your analysis. Use appropriate theories to substantiate your answers. Presentation: Groups are expected to communicate the content of their report in an oral presentation. The presentation should clearly introduce the organisation of your choice and how your group has analysed each of the 4 frames. In the presentation, your team is also expected to engage the audience with interactive activities. The duration of the presentation will be around 20-30 mins, plus 15 mins for Q&A (You are free to integrate Q&A into the presentation). Students should provide a session plan to the tutor before the presentation; also give your tutor a copy of any other presentation aids. The presentation and the report will be marked as a group mark. This is a group exercise to which all students are expected to contribute in a collaborative manner to assist the structure and flow of the presentation. Each team member must present content, not just introduction and conclusion. Groups should keep a record of the minutes of team meetings. In the event of a conflict, detailed minutes and any other correspondence including emails will be taken into consideration for conflict resolution and fair distribution of team marks. If conflict arises, the group must consult with tutor to seek advice on solution. In the event no solution is found, the group must communicate issues to the lecturer prior to submission and presentation. Appeals of marks will not be considered if the above steps have not been appropriately followed. A signed statement by all team members of the group is to be appended with the submission of the group report asserting equal individual contribution. In addition: INDIVIDUAL GROUP MEMBERS MUST PREPARE AND SUBMIT THE FOLLOWING TO THEIR TUTOR ON DAY OF THEIR PRESENTATION: Individuals must provide a folder with evidence asserting the individual's contribution to the completion of the group project. Each piece of evidence of contribution should be dated, and placed in the folder in chronological order. At a minimum your folder must contain: A typed two page reflective summary. This should reflect on the learning process that you have undergone in doing this assignment. Points addressed should include what you felt you did well, and what you would do differently next time. 2 Minutes you took of all group meetings that you attended. 10 specimens of development work that demonstrate the process you have gone through in making a contribution to your group's partnership agreement and report. These specimens should not include printed material from web sites or photocopied reference material. Rather they should be working papers of your individual work in progress and analysis. Development work must be in English and may be hand written. A diary summary of time contributed to the project. **Failure to submit evidence of individual contribution may result in a lower individual mark from group mark.** 3 1.0 Introduction Google, a multinational technology company in America founded by Larry Page and Sergey Brin in California on September 4th of 1998, specialized in providing Internetrelated services and products such as search tools, advertising services, communication and publishing tools, desktop applications, and mobile applications. Google was nominated to be the World's Most Attractive Employers for business undergraduates in 2012 and 2013 (Mossevelde, 2013). And according to Statista (2016), Google has 61,814 full-time employees in 2015. In this report, the business system of Google will be analyzed and evaluated. Analyzing method of four frames, include structural frames, human resources frames, political frames, and symbolic frames, will be used. 2.0 Current structure of Google The structural frame is for viewing organizations that focuses on the architecture of organization. Structure frame emphasize how structure design depends on an organization's circumstances, including its goals, technology, and environment, specialized roles, coordination, formal relationships, and metrics. (Bolman & Deal 2013) Figure: Google's Current Organizational Structure The Google organization has relatively few layers of management in their hierarchy and the structure is said to be very flat and horizontal. The term 'flat' is referred to a way in which an organization is structured and how the structural chart looks like. A flat structure consists of fewer managers coupled with featuring fewer and wider rows, delineating the hierarchy of jobs. A flat structure brings forth distinct, specialized benefits to a few companies. Some of the benefits are, that Google's employees, teams, or groups could easily bypass the middle management team and have access to report directly to the CEO of the company, in this case Larry Page. Furthermore, employees could meet and share their ideas and information across departments with ease. 2.1 If structural change is not needed, what is it about the current structure that fits the organization's circumstances? Flat organizational structures like Google feature less layers of management. Flat organizations are more depending on meritocracy not on the seniority of the employee, and focusing on their career development efforts and producing performers. Thus Google's compensation and benefit package based on an employee's performance which cut costs within the company and brings forth positive outcomes the higher-salary will be directly tied to greater productivity. The Google employees or project groups are adaptable in changing and unique situations in flat organizations, due to their flatness of the hierarchy. When the lower positioned employees are assigned to handle customer complaints they need to bypass the management department. For example, customer complaints can be adhered to more easily bringing forth greater efficiency. Work groups are assigned to unique projects, for example, groups can often work on their self-planned projects without the need to get permission from the upper management department. Ideas are sourced from a wider range of pool in a flat organizational structure than in companies with many layers of management. By giving everyone in a company an equal say in voicing new ideas and feedback on operational processes, products, services, business models and company policies, Google will then have a large base of new ideas that leads to competitive and creative success. 2.2 Analyze the complexity of the structure. Flat structures mean shorter and simpler communication (fewer levels makes communication easier). and makes it decentralized. (Bolman & Deal 2013) There are more likely few problems might be occurred in Google. Managers will lack the time to connect with the employees one to one and difficult to stack up qualities time with each employee. This will greatly reduce the morale of a company on all levels. People will have a second thought on applying to this company after knowing the benefits and costs of such a structure. People will start to consider whether such structure will benefit them in starting their business and whether the structure can help them prosper in a management in the long run. 4. How are activities coordinated? Figure: Google's New Organizational Structure In the meanwhile, Larry Page will soon become the CEO of a company called Alphabet, an umbrella operation. Thus Google will collaborate with Alphabet, Sundar Pichai as its CEO. Few analysts are trying to figure out the unseen benefits of the reconstruction of Google. Firstly, the reconstruction may have more than just meeting the needs for reconstruction. Some say, for instance, why not just change the name of the company? The reconstruction of Google may bring forth some protection from regulatory issues, especially in the EU. Google is still a large company which needs to be careful from regulators, however there is no probably issues seen in presenting upcoming firms such as Nest, Calico, and Fibre. Although Alphabet is now collaborating with Google, the departments in Google are now effectively divided and each department are doing designated activities efficiently. This will reduce the responsibility in every individual working on projects and some departments will not need to care on what is going on under different departments as now the responsibility is split and task management maybe more efficient. 5.0 Political Frame Google is a prominent organization that is fundamentally built and run in line with the ultimate goals it seeks to accomplish. As a renowned exemplary officialdom, strategies incorporated in creating a productive work environment for stakeholders in the entity are bound to be ideal and accurate. 5.1 Distinctions of authority Management hierarchies are of negligible significance in Google. More focus is accorded to individual contribution in technical fields and innovation. Ranks and positions in Google are of trifling importance (Garvin, 2013). Expertise, innovation, as well as the capacity to tackle problems, commands greater respect than levels and positions in the organization. Both formal and informal power yield quantifiable results in society, only that they depend on the influence of an individual or the functions and titles of stakeholders in corporate ranks. Formal power fundamentally relates to the duties and responsibilities accorded to various positions (Davoren, n.d.). Duties delegated to managerial positions are the likes of decision making. Relationships built between employees in the workplace is the pillar of natural power in consideration of the supremacy they command in regards to influencing fellow employees to accomplish tasks assigned to them. Power and authority are related but divergent corporate phenomena. Authority accords an individual the ability to give directions and instructions to others and the capacity to command subjects to act responsively as per the orders issued. On the other hand, power is based on the vast influence an individual has over people's opinions and actions based on the ability they have about expertise, skills, and experience in relevant domains. 5.2 Channels of communication Informal communication channels have grown extensively necessary to establish and keep afloat interpersonal affiliation networks within Google to ease operations. Informal communications transpire away, free from the bounds of organization policies. Exchange of information usually occurs during meals or in social gatherings through comments and debates within associates. Subordinates can pass messages to their superiors through middle managers. Mediums of open communications are indefinite and often difficult to retrace. Google's dominant position is attributed to the profits presented by its organizational structure and culture adopted to ensure the survival of its entire ecosystem. Google assumes a multi-functional design which integrates the matrix form and a substantial scale of flatness. Functions are used to group employees, and workers are clustered by product development tasks. A flat organization means that staff can directly report to the CEO. Additionally, flat arrangements allow employees to share information across divergent teams. 5.3 Sources of conflict Conflict in the Google organization arises from diverse concepts and perceptions of authoritative stakeholders. Page, the co-founder of Google at one time fired project managers and declared that the slow development of projects was because nonengineers were instructing engineers (Carlson, 2014). However, after short periods multiple challenges erupted as a result of lack of management and allocation of resources. Not long after, the need for managers was recognized, more managers were hired, opposite of Page's desires. Challenges experienced in Google serve as lessons and referrals for better decision-making by leaders. Through the problems that arose from Page's decisions, greater respect was accorded to managers and the need for layered structures was recognized. Conflicts demand interpersonal intervention with the aim of developing better strategies to face problems and eradicate gaps that jeopardize operations. Google's current dominant position can be attributed to the countless advantages presented by the ideal organizational culture adopted by both stakeholders and employees. Not only is it perfect for Google's objectives but also the survival of the people in the organisation's ecosystem. 3.0 Human Resource Frame According to DeFoe (2013), the human resource frame focuses on the relationship between the organization and its members. It views the organization as an extended family and considers its members' feelings, needs, skills, and limitations (Bolman, 2016). 3.1 Emotions and Motivations of Staff Google's work culture is true to its philosophy: to create the happiest, most productive workplace in the world. Google provide not only usual extrinsic benefits to its employees like other companies but also some 'more than just attractive' perks and benefits which make its employees consistently happy; for example, take-out benefits which give a minimum of $500 to parents for take-out meals, Adoption Assistance which provide financial support for adopting a child, and free lunch and dinner prepared by gourmet chefs (Cleverism, 2014). 3.2 Strategies Used to Empower and Promote Diversity Google believes in offering both intrinsic and extrinsic rewards which can make employees work more effectively (Cook, 2012). According to Kleinart (2015), who works for Google as a staff engineer, there are tons of rewards Google offers to their employees, such as peer bonus, spot bonus, annual bonus, and holiday gifts. 3.3 Relationship between Managers and Non-managerial Employees Managers and non-managerial employees' relationship is quite different in Google compared with other companies. Google value people and care about them. One thing matter is that non-managerial employees are given voice, and managers will really listen. Employees in Google are also given extraordinary access to company information; they can see not only their own groups' results but also other groups' (Crowley, 2013). It creates the opportunities for all managers and non-managerial employees to solve problems together. 3.4 Opportunities Provided to Employees Lifelong learning is something that Google has promoted for a long time. According to Google.com (2016), Google supports their employees in doing what they love and provides extensive opportunities to them for both personal and professional development, such as cooking classes, guitar lessons, and degree programs that they have been meaning to take. 4.0 Symbolic frame We are living in the world of the wordless logo. In this new era, nameless symbols can stimulate more personal and prompt responses - which is crucial in this media environment. (BUSINESS INSIDER, 2016) In a accordance with Jill J.Avery, researches are showing that the choice with using of visual imagery versus verbal imagery in advertisement makes consumers' interest and attention on them to understand the message of the ad's in a more active way. (BUSINESS INSIDER, 2016) 4.1 Organizational culture of Google Google has offering lots of activities to their employees such as from cycling to beekeeping, from Frisbee to foxtrot when they are not in working time. Even in their workplace they are provided various type of benefits like massage, dental clinic service, etc. Offices and cafes in Google are specifically planned to stipulate the development of interactions between Googlers within and across teams. In every Friday, furthermore, they have meeting which called \"TGIF\" with their co-founders which is Larry, Sergey, employees can ask questions on any company issues directly to them. Given the working environment in Google, it is highly likely that this organization has focused on every single person in the organization, and cherish them and respect their opinion. (Google, 2016) 4.2 Google doodle Google doodle was firstly intended to let homepage visitors notice that the founders were offline at the Burning Man Festival. Now there is a separate team of \"doodlers\" who have been posted above 2,000 doodles on Google homepages worldwide. Ryan Germick the head of the Google Doddle team, and his team first saw one candidate's submission to the Doddle contest in 2013. It made everyone in the room shedding tears. Germick said the Doddle was about her best day ever before, and it was the day her dad came back from National service. And he added it was a really touching Doodle. The Doddle named \"Coming home\" won the contest. Germick mentioned that he is looking for the that kind of emotional connection, Doodle is not only just a logo that show in front of the page, but also it is a connection with the users. (BUSINESS INSIDER, 2016) Figure: \"Coming home\" Doodle 4.3 Impression management Google have used their impression management in various ways. One specific example is this, in 2015 Google ranked number 1 company on its global Corporate Social Responsibility(CSR) Rep Trak rankings. In accordance with chief research officer at Reputation Institute, Brad Hecht, \"One of the most complex area showing a company's public identity is CSR. The companies are being successful not only at being good corporate citizens, but also in communicating with consumers who increasingly depend on a brand's growing reputation in making procurement decisions and referring products and services to others. Since 2007, Google has been carbon neutral and has executed various environmentally friendly initiatives, inclusive of Google green. (US News, 2015) Since this Google is keep doing and showing their efforts to influence the whole word inclusive of for our descendant indeed. 6.0 Conclusion Google had established on 1998, at that juncture Google's structure was enough to frightened people around the world with the preposterous non-bureaucratic structure. Google started people-oriented organizational culture with interest of the whole world. 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