CTAC 354

1. CULTURE IN
GOOGLE
BY KELSEY SZABO

2. INSIDE GOOGLE’S CULTURE OF SUCCESS
AND EMPLOYEE HAPPINESS
• Article by Zach Bulygo informed on the culture of Google starting at there
interviewing process all the way to working there fully.
• Interviewing Questions
• Job Perks
• People Operations

3. HIRING QUESTIONS
• When in an interview with Google you may be asked many different
“odd” questions. Examples:
• “How many golf balls can fit in a school bus?”
• ”There are 8 balls. 7 of them weigh the same, but 1 is heavier. Using a
balance scale, how do you find the heavier ball with just two weighing's?”
• You are shrunk to the height of a nickel and your mass is proportionally
reduced so as to maintain your original density. You are then thrown into
an empty glass blender. The blades will start moving in 60 seconds. What
would you do?

4. HIRING QUESTIONS CONTINUED
• Stranges questions in an interview like this are
used to see how you problem solve. How you
asses a situation, gather any more information,
and come to some sort of conclusion.
• Other interview questions will be used for
example:
• “Tell me about a time where you had to use
problem solving skills to asses a difficult
situation at work.”

5. JOB PERKS AT GOOGLE
• Free organic meals
• Free health and dental care
• Nap pods
• Free dry cleaning
• 5 months paid maternity leave
• Free hair cuts

6. JOB PERKS CONTINUED
• Having all of these freebies comes from two ideas
• 1) Having employees with high satisfaction that will lead to high
productivity.
• 2) Having these perks so employees don’t have to spend time worrying
about getting things done outside of work (hair cuts, gym time, dry
cleaning).

7. TOUR OF GOOGLEPLEX
• https://www.youtube.com/watch?v=8sOtjBDPQ
dU
• This video provides a tour of Google headquarters to get a closer look.

8. PEOPLE OPERATIONS
• Instead of having a HR
department, Google has People
Operations. This department is in
charge of making sure that
employees have a high job
satisfaction. Examples of projects
this department works on is the
Lunch Lines, Lunch Tables, Paid
time off, welcoming new
employees.

9. PEOPLE OPERATIONS CONTINUED
• All of People Operation projects focuses on the employee and what they can
gain:
• Lunch Lines: The optimum time where people wait for food where they are not
wasting time, but have the ability to meet and converse with someone new.
• Lunch Tables: Long family style tables are in the Cafeteria, forces people to sit
together and meet even if they’re strangers.
• Paid Leave: New mothers are given 5 months of paid maternity leave, it can be
split up into different increments.
• Welcoming new employees: When a new employee enters a department, having
a manager give them a welcome and a low down of there team helps increase
productivity.

10. • “If businesses want to attract top tiered talent
that isn’t consumed by making money, they’ll
need to focus on making a great working culture.
This includes the work atmosphere, to the work
done, to employee freedom.”

11. THE CULTURAL APPROACH
• “Culture is something that an organization is.”
• In the eyes of Google, they have created there own culture, instead of just a
money making business.
• In the cultural approach you are looking for what makes an organization
special, what makes it stand out.
• When you make an organization a culture you give employees something to
believe in and want to work for.

12. “STRONG CULTURES”
• 1) Values- Belief or vision for the organization. (Googles 10 things they
know to be true)
• 2) Heroes- Someone who showcases the organizations values. (Googles CEO
Sundar Pichai)
• 3) Rites and Rituals- Ceremonies where values are celebrated.
(Conferences, Founders award, GoogleFest)
• 4) Cultural Network- The way communicatino can happen in the
organization. ( employee engagement survey)

13. “TEN THINGS WE KNOW TO BE TRUE”
• 1) Focus on the user and all else will follow
• 2) Its best to do one thing really, really well
• 3) Fast is better than slow
• 4)Democracy on the web works
• 5)You don’t need to be at your desk to need an answer

14. “TEN THINGS WE KNOW TO BE TRUE”
CONTINUED
• 6) You can make money without doing evil
• 7) There’s always more information out there
• 8) The need for information crosses all borders
• 9) You can be serious without a suit
• 10) Great just isnt good enough

15. 7 SECRETS TO GOOGLES EPIC
ORGANIZATION CULTURE
From Jihoon Kim
1. Thorough hiring process for the brightest and the
best
2. Making HR into a science
3. Casual, democractic atmosphere
4. Clear mission and values: Why do what you do

16. 7 SECRETS CONTINUED
5. Practicing transparency and open-door environment
6. Employee recognition for small and big contributions
7.Organization culture boosted by community
engagement outside

17. QUESTIONS
• Are there any aspects of Googles culture that you would change?
• What do you believe to be the strongest part of the Google culture?

18. WORK CITED
• Bulgy, Z. (n.d.). Inside Google's Culture of Success and Employee
Happiness. Retrieved October 26, 2016, from
https://blog.kissmetrics.com/googles-culture-of-success/
• By shaving excess bits and bytes from our pages and increasing the
efficiency of. (n.d.). Ten things we know to be true – Company – Google.
Retrieved October 26, 2016, from
https://www.google.com/about/company/philosophy/

19. WORK CITED CONTINUED
• Kim, J. (2013, September 30). 7 Secrets of Google’s Epic Organizational
Culture. Retrieved October 26, 2016, from
https://www.officevibe.com/blog/7-secrets-of-googles-epic-organizational-
culture