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Google Case Study Do Managers Matter?

616 words - 3 pages

Eric Kim- ek484 4/22/2014
Insoo Chang- ic243
Google Project Oxygen: Do Managers Matter?

In 2009, Google planned to improve its managerial capabilities with Project Oxygen, a multi-year research project designed to help employees become better managers. Three options of further work that Mr. Setty could concentrate on performing are getting a deeper understanding of the specialized attributes of the most senior managers of the company, learning more about the complete life cycle of managers to hire managerial talent internally and externally, and applying Project Oxygen to study the composition of effective teams.
It’s a good idea to have a set of expected managerial behaviors, but the downsides are that we want to create a formulaic ways of managing and forcing them to act in recommended behaviors without any genuine interest. Even though managers will not completely agree with the suggestions, they will at least think about the suggested ...view middle of the document...

However, in a lot of managerial settings, managerial behaviors espoused by Project Oxygen will promote better results from the employees and make not only managers better but also make the company more efficient and profitable.
Through developing a deeper understanding of the specialized attributes, Google can focus on a top-down approach towards developing an improved administration. One advantage of this method would be the enhancement of communication among levels of management. One negative aspect of this alternative would be the accompanied costs of formulating the new assessment, as Google must invest in the proper research before being able to implementation of desired management qualities. Google can also learn about the complete life cycle of managers to pick the best management staff. One positive aspect of this alternative would be the augmentation of Google’s ability to hire effective managers that can increase company productivity. One negative facet of this alternative would be the possible lack of experience of externally hired managers with Google’s customs and culture; these new leaders may unwittingly interfere with productivity. Another feasible option for Google to pursue would be to apply people analytics to the study of teams. A positive aspect of this alternative would be the improved efficiency and productivity, as this method drives team members to advance leadership and teamwork skills. A negative aspect of this alternative would be the lack of sustainability, as projects with short life spans signifies rapid changes in team member composition, which in turn signifies inefficient surveying. Finally, studying a team’s dynamics can consume time and resources, because team members must evaluate each of their peers’ managerial capabilities.
The most viable option for Google wouldd be to apply the Oxygen methodology to the study of teams. This will increase collaboration and coordiation amont workers. This will make sub groups be filled with people who are specialized within the task and be able to become more efficient and make workers feel more motivated. The advantages outweigh the disadvantages for this althernative, and is the best option for long term success.

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