Google's Organizational Commitment and Communications

Google's Organizational Commitment and Communications

Kerry Seeley

COM/530

August 15, 2011

Mark Busby

Google's Organizational Commitment and Communications

Google’s organization commitments works well with the communication in the company. Google needs knowledge of the different leadership styles and how the styles affect group communication within the company. Knowing how the different sources of power affect group and organization communication in Google is important. Google’s commitment to the employees of the organization and motivational theories help with communication among the organization.

The different leadership styles and the way they affect group communication in Google. Some examples of five different leadership styles: transformational, service-oriented, participative, charismatic, and situational (Gould, 2011). The transformational leadership style used frequently to motivate and influence his or her team to further make changes. According to Art Gould (2011), transformation leaders usually visionaries with boundless enthusiasm. “Transformational leaders generally are energetic, enthusiastic, and passionate. Not only are these leaders concerned and involved in the process; the leader also focuses on helping every member of the group succeed” (Cherry, n.d., Para. 2). This would affect group communication in Google because the leaders want the team to think how the leader thinks, to arrive at the same ideas the leader has for the company to succeed. Employees do not think for themselves, so communicating his or her ideas will not work.

Service-Oriented leaders put the needs of his or her team ahead of their own (Gould, 2011). The service-oriented leaders rely highly on his or her values and ideals, and always involve his or her team in any decision. This type of leadership encourages Google’s employees to express themselves freely as long as they have the same values and ideas as the leader. Employees of Google worry about expressing his or...