Case Study

CASE STUDY Aya Abdelbaky

Identifying a company’s values should be the essential first step to a value-based management approach. Organizational values and defined behaviors that are communicated throughout the organization can increase employee satisfaction, commitment and performance outcomes.

These values can, if properly communicated, guide the behaviors that support an organization's mission and vision.

Trusting the people you work with and believing in what you’re doing are both more important than your colleagues’ fancy pedigrees. Because even if you work with the most genius humans on the planet, you can’t do good work for a sustained period of time if those people are selfish jerks and everyone is working in a fog of insecurity.

As Google has grown and the organization has expanded and spread out.

The larger a company becomes, the more that culture has to reinvent itself to accommodate more employees and the need for management.

While Google still gets stellar reviews for pay, perks and advancement, there are also some employees who note growing pains that you’d expect from such a huge company, including the stress associated with a competitive environment. Hiring and expecting the best from employees can easily become a stressor if your culture doesn’t allow for good work-life balance.

Google actually did a study that came to a similar conclusion. On Tuesday, the company released the results of its work — more than 200 interviews conducted over the past two years with Google employees, plus an analysis of various attributes and skills on different teams at the company.

Google discovered that people work best when they trust their coworkers and feel like they can take risks, depend on one another and understand the team’s goals.

The news comes at a time when most major tech companies, including Google, are struggling to diversify their worker ranks. And the findings surely will help the company create the kind of...