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Business Management Leadership


Managing a business requires the skills and expertise of a good leader. With the right organizational structures in place, a business can quickly become successful. The structure cannot be implemented without a workforce. This paper aims at describing the major types of organizational structures and providing insight into ways that businesses can maintain a quality workforce.

Types of Organizational Structures

Functional. Here, the company is split on a specialty basis. It consists of coordination, supervision and task allocation. In such an organization, a particular team will be tasked with marketing while another deals with accounting. Individuals concentrate on one activity thus they can efficiently complete tasks. However, conflicts are likely to arise due to miscommunication between departments.

Matrix. This structure largely relies on teamwork. Teams of employees are formed such that they can work on a complimentary basis. In this way, employees capitalize on each other’s strengths and make up for any weaknesses. There is cooperation across the company. The dark side dictates that there is a lot of confusion in defining individual responsibility and jurisdiction.

Maintaining Quality Workforce

Prospective employees consider the working environment before applying for a job. For companies to attract employees, they need to ensure that the workplace is friendly on the employees. After the organization gets these employees, the next step is developing their skills so that they are relevant to the firm. It can be done by involving and engaging them in activities. They should be allowed to participate in decision making and contribute ideas that are beneficial to the company.

No firm desires to lose employees who have been trained as this is a major setback for them. For that reason, companies need to maintain their workforce. The best way to do this is to create a retention plan for employees that are assets to the enterprise. For example, a company can decide to offer a host of career development tools that are unheard of in other firms.


In a nutshell, organizations should choose structures that work in their favor. Companies also need to pay attention to their employees. Without a motivated workforce, it is hard for an organization to achieve its goals. For that matter, structure and workforce need to go hand in hand.

Organizational Culture in Google Inc.


Organizational or corporate culture refers to the values and behaviors that lead to the unique social and psychological environment of a corporation. It encompasses what the corporate expects, experiences and the values that hold it close to its employees. Culture has its basis in the beliefs, attitudes, customs as well as the rules that are developed over time and is valid for use within the organization. The organizational culture has a substantial impact on the organization as well as on the management. Corporate culture impacts on the productivity as well as the performance. It gives guidelines on the issues like customer care and service, the product quality also safety, the attendance and punctuality for the environment.

Organizations often exhibit their values through mission statements, slogans, or adverts. The leaders also portray the culture of the organization from spoken words and doings as well as motivation compliances. A corporate culture usually is determined by the values, industry and the business environment of its founders. The attributes such as the national culture, the vision, and behavior of the seniors in the corporation are also an important factor.

There are some characteristics of a corporate culture that are defined. According to Chatman and Jehn, 1994, seven critical characteristics define organizational culture. They include innovation, stability, the orientation of the people, orientation of outcome, detail orientation, easygoing nature as well as team orientation. A strong organizational culture is achieved when the core values of the dominant culture are significant to some employees in the corporation.

This paper seeks to use Google as a case study and analyze its organizational culture and also note how its corporate culture has led to its success. Google forms part of the most renowned corporations in the world of business in a way that most the Google users refer to ‘googling’ as the act of searching pieces of information on the Web. It just began as a student project for students at the University of Stanford in the year 1996. By 2009, Google was one of the most searched Webs on the internet with at least one billion people searching the Web daily unlike other Web platforms like Google Maps, Picasa, Gmail, MySpace, among others. It grew from around ten employees to a record 10,000 employees working in its Web globally in the year 2009.The following discussion will give an insight behind their success. Google has strived to achieve its best by operating reliable guidelines that attributed to its founders. In a world where there are numerous search engines, Google was the first company that placed its customers at the fore.

Their mission statement concludes that they are committed to meeting the needs of their users. In a field where most of the companies concentrated on marketing and advertising their sites, Google went ahead to present a blank page to the users with only a company logo and the search box. It shunned the habit pop-up advertising since it was annoying to the customers. They went on to insist on advertising their businesses by clearly marking it as a sponsored link. By putting the customers first and making them get improved user experience was significant for their success.

Google also resorted to making the employees happy as a fundamental value at the core of their mission. It created a spectacular environment that seeks to motivate, attract, and retain the best employees in the field. Google was ranked position one company to work for by the Fortune Magazine in 2007. It was not peculiar since it exhibited from the way Google treats its workers. Many employees confess that since they began working for Google, they usually gain about 10 to 15 dollars. The workers in Google have access to recreational facilities like gyms, showers, video games, on-site child care as well as doctors. There is a paternal leave granted to fathers for four months with three-quarter full pay. It also gives 500 dollars to the families with a new baby. This treatment makes the workers stay in an environment where they feel a proper treatment. It also makes the employees feel that they are working at spectacular and serene environment distinct from various conditions that they could have worked previously.

The company encourages taking risks and innovativeness of the workers. Risk taking and innovativeness achieved through congratulating and commending an employee when he or she makes a mistake in the operation of the Web. This company exhibits the aspect of innovativeness is displayed in the way Google is open to change and the propensity to experiment and take risks amongst the employees. The rationale is that risk-taking will spawn innovation as compared to being cautious and end up doing too little. The character of acting very fast and accepting the resultant cost of employees making mistakes as a natural result of working on the cutting edge well explains the reason Google is far ahead as compared to leading competitors in the Web like Microsoft and Yahoo. Currently, the company is faced with challenges of expanding to new fields outside the Web and search engine commerce. For purposes of innovation, Google encourages the engineering fraternity to take 20 percent of their time working on their ideas.

Decision making also reflects the culture of organizational culture. Decision-making in Google is through teamwork. The company management in the company is the work of a triad: Larry Page, Sergey Brin, and Eric Schmidt, who leads the company consensus. To sum up, the company’s decisions are not arrived at by the senior persons in charge and implemented from top to down. In ordinary cases, there are small teams which tackle each problem and then the workers try to influence each other by use of personal and rational persuasive methods using applicable data. Gut feelings have little impact on the direction and fate of the decisions that are formed. For the purpose of facilitating teamwork, the workers work from a central and open office where the private rooms are given to a select few.

The company emphasizes on recruiting smart individuals who in most instances may be difficult to work with a company like Google. Therefore, hiring is an exercise conducted with lots of seriousness. The candidates are asked to write essays on how they seek to work in Google and achieve their goals. In recent, they targeted on new workers by the use of billboards that featured exclusively on teasers as well as directing the potential candidates to a Website where they are subject to more teasers. A single candidate is subject to eight interviews on separate occasions. Through this rigorous process, Google can select workers that will be in a position to share the values of the organization, perform highly and be accepted by other members of the Google community.

To sum up, the corporate culture is a set of shared assumptions, beliefs, and the values of the organization acceptable to the greatest number of members of an organization. The culture channeled by both explicit and implicit ways. The people who come to an organization must, therefore, be able to assimilate into the cultural issues of the corporate. The veteran workers should be well versed with the change in cultures especially the change regarding leadership. A sturdy aesthetic embedded in the strategic plan of the organization and adapted to the variations in the environment enhance a long-term financial performance of the organization.

60 Seconds Elevator Pitch

essay writing

Hi, my name is Coby. I am a sophomore student in NY University, pursuing Marketing. I hope to join Google’s marketing team. In the wake of changing the technological environment, which continues to alter behaviors’ consumption, I have learned that online presence is critical to keep a brand relevant and competitive. I was working with the best writers to get the perfect resume, they could even write my essay for me. I have gained an adequate experience in social media marketing, especially from my first internship program at Innocent Drinks. My interest lies in helping organizations move from traditional marketing strategies to digital media platforms. I would like to help your company create networks on Facebook, Twitter, and Snap-chat and integrate them with the company’s website to engage with existing and prospective customers. I am passionate about the use of social media to promote brands, products and services, and engaging with pools of clients. In our internship program at Innocent Drinks, my team helped the company increase its social media presence and gather information including consumption patterns and behaviors, and the changing customer preferences. My career goal is to help organizations adopt new marketing tools, especially the use of social media and other platforms such as Google and Apple.

A Constructive Critique from My Colleague

Wow, I have to say that you are on the right path toward setting your feet in the organization. You mentioned your name, general occupation, experience at innocent drinks, and your achievement in helping the company increase brand awareness through social media presence. That is perfect, I would say. Nevertheless, your facial expression when delivering the pitch is non-impressive. You seem nervous and embarrassed. Try to feel free and manifest courage. Let your audience see the information you give as an accurate reflection of your story. Tell it as it is. Otherwise, your employer might notice your insincerity.

The Impact of Hourly Rounding on Falls


PICO: In older adults, how does hourly rounding impact patient falls compared to bed alarms?

Falls are a major problem in the healthcare as they the leading cause of nonfatal injuries and injury-related hospitalizations in America (Goldsack, Bergey, Mascioli, & Cunningham, 2015). In older adults, over 1800 lives are lost each year due to falls and fall-related injuries and those who survive sustain injuries that can result in permanent disability (Ogundu, 2016). Hourly rounding is increasingly being used in healthcare to promote a safe environment by fostering frequent interaction between caregivers and patients. If this concept can reduce the rate of falls, the risk of accidental injuries will be decreased, and considerable cost-savings can be realized.

In 2015, Hope medical center needed a solution to improve the then bed alarm after it was discovered that they did translate into fewer falls. Even though the alarms were expensive they did not give much return; there was no significant difference in the fall rate or injurious falls. However, after the implementation of hourly rounding, there was an average of 34% reduction in patient falls especially the elderly.

The findings demonstrate that hourly rounding can reduce the number of falls which translates to fewer injuries and considerable cost savings. According to research, the overall cost of fall injuries for the elderly exceeded $19 billion in 2000 (Hicks, 2015). The study also projects that by 2020, the annual cost of fall will exceed $54 billion. These costs are bound to weigh heavily on the patients and their families. As can be seen, hourly responding has a profound impact on older adults, and as such, every effort should be tailored to improving the environment in which the strategy is being used to improve patient safety and satisfaction.

Free Quote – Women in Management Today

It is a common occurrence to hear professionals engaging in arguments about how leadership tends to vary based on one’s genders. It must be acknowledged that men still hold most of the managerial positions, with results indicating at least 64 percent of the leaders are men, and they proceed to hold other influential positions in many organizations (Pinay). It thus prompts the stereotype that female leaders are excellent at nurturing competencies and developing others and engaging in self-development (Pinay). However, the primary question is the manner in which men and women differ in their leadership roles. Considering the slight differences that women demonstrate, women in the corporate world today have shown that they can deliver as much as men in the management position despite their numbers still being significantly less compared to the men as they are team leaders (Coulter and Robbins 150).

In an article published in the Harvard Business Review, Pinay presents key statistics that detail the effectiveness of men compared to women and from the percentile scores, it shows that women are trailing men only by a small margin. It falls under the broader subject of workplace diversity because it is common for organizations to be accused of being less sensitive to gender and race issues (Coulter and Robbins 164-165). However, considering the core competences that define an excellent leaders, a woman in leadership has an upper hand in the determination of skills related to driving results, building relationships, championing for change, innovation, and collaboration (Pinay). In fact, the results were so shocking that the author concludes that women are not being engaged fully and thus most of such skills are underutilized in the business world.

The results have also caught the attention of women who have since discovered how much potential they have based on their innate abilities. It was, however, apparent that the challenges they were facing were primarily because they had not commanded their position fully because one was them was overheard saying that they need to prove their worth in management. One of them stated that “We feel the constant pressure to never make a mistake, and to continually prove our value to the organization” (Pinay). It thus creates the impression that women are perceived as effective when in truth they are as effective and in some cases, even exceed the leadership of men. The authors thus finish the article by developing insights from the findings and initiate a call to action where they make several recommendations to help in addressing the problem and increase the representation of women in the leadership positions (Pinay).

The article is relevant in the assessment because it is in line with the concepts brought out in the first chapter of the class text. In the book, the Coulter and Robbins acknowledge that the management system today is likely to be occupied by women just as it would be served by a man (5). The concept highlighted from this section is related to multicultural and diversity understanding based on the conceptual definition and understanding of leadership at the top (Coulter and Robbins 199). It draws on the importance to settle multicultural differences and limit the focus on gender when assigning leadership roles because such appointments are usually defined by misconceptions and stereotypes.

In summary, the article and the text are related and present a thought-provoking subject that despite being widely researched, is less understood. It is thus apparent that women are as competent as men when tasked with leadership roles and in some instances, even perform better than men because of their excellent skills in developing people and building relationships.