Google's Organizational Structure, Collaboration & Conflict

Introduction to Organizational Structure and Collaboration

The functioning of any organization requires proper attention and ongoing maintenance in order to keep it running smoothly. This means that organizational structure and the strategies designed to increase collaboration and productivity within the work environment must be continually monitored and evaluated in terms of their effectiveness in contemporary practice. There are a number of differing strategies for generating a creative and productive workforce. However, approaches that afford employees greater levels of freedom have been proving most successful in terms of collaboration, innovation, and conflict management.

Promoting Collaboration in the Workplace

In order for any organization to function properly, all moving parts of the larger whole must work in unity. Yet research shows that "collaboration is difficult, and there are many reasons for this difficulty" (Scull et al., 2010, p. 30). It is no easy task to align all of the working parts within a single organization. Collaboration within the work environment increases overall productivity as well as the general quality of the work environment as perceived by those within it. There are, however, competing views on how strong collaboration can best be promoted.

One company familiar to many in business academia is Google. This company uses an innovative strategy to promote collaboration among creative and innovative employees. From this perspective, "compatibility can be achieved when colleagues are willing to negotiate and accommodate differences in philosophies, values, and behavior" (Scull et al., 2010, p. 11). It is essentially a mutual understanding between colleagues — one that recognizes differing abilities and the distinct contributions each person brings to the table — that promotes the greatest level of collaboration. This understanding can be cultivated through training and practices that embrace diversity as a means of continuously bringing new innovation into the work environment. It also allows a wide variety of personality types to work alongside one another without conflicting on basic assumptions and practices.

Organizational Restructuring and Competitive Advantage

Organizations sometimes need to restructure their hierarchy or components in order to remain competitive and stay strong within a volatile business environment. There are a number of ways an organization can restructure to enable specific types of businesses to attain competitive advantages. Essentially, "organizational restructuring is intended to increase the efficiency and effectiveness of management teams through significant changes in organizational structure" (Keidel, 1994, p. 13). Restructuring allows a company to stay relevant and proactive in terms of its role and position within the larger marketplace.

As Keidel (1994) notes, "restructuring typically means reconfiguring organizational units, often large ones," such that "whole divisions or business units may be combined, disaggregated, or spun off" (p. 13). Modifying organizational structure to facilitate greater collaboration and participation across various levels of the work environment can help increase response time when dealing with problems and projects. It can also foster a better working environment in which all members of the team feel that they contribute meaningfully to the organization's success. Such restructuring can provide a competitive advantage through delayering, which means "reducing the number of layers or hierarchical levels in the organization — that is, the distance between the top manager and those at the bottom, or operating level" (Keidel, 1994, p. 13).

This is precisely the approach Google has adopted: management is highly accessible to all levels of employees, facilitating cooperation and communication in ways that increase innovation and creativity at every level. Effective company organization is crucial for keeping daily operations running smoothly, and organizational structure has long been a central focus of managerial theory and business management practice. Among competing theories about which organizational structure best supports productivity and growth, Google's fluid, less hierarchical model stands out as a leading contemporary example.