Organizational Culture and Google SuccessIn his book Organizational Culture and Leadership, Schein defines culture as: “The climate and practices that organizations develop around their management of people, or values ​​and principles they adopt. credo of an organization. We can analyze Google's organizational culture using Ouchi's framework. Ouchi studied three different company cultures and found that the differences between them partly explained the company's success. According to his theory, it seems that Google Inc. is a Type Z American company. Cultural characteristics Type J (Japanese model) Type A (typical American model Type Z (credited American model) Commitment to employees Lifetime contract Short-term contract Long-term contract Evaluation Slow and qualitative Fast and quantitative Slow and qualitative Careers Broad and not specialty-based Very narrow and specialty-based Moderately specialty-based Control Implicit and informal Explicit and formal Implicit and informal Decision-making Grouped and consensual Individual Grouped and consensualResponsibility Collective Individual IndividualConcern for people Holistic (company and family) Narrowed (individual tasks) Global (individual at work)Google tries to retain its employees and evaluate them quantitatively but also qualitatively. Indeed, the company has made its return. colorful work environment and conveys the image of a pleasant workplace. what he offers. For example, employees can have free snacks or bring their pets to the office or go to the gym, etc. Employees can enjoy flexible working hours and have time for their independent projects, which shows the importance of creativity and innovation of each department...... middle of paper ...... rotating ip…etc. They also implemented self-managed projects. Employees can thus devote part of their time to creating and developing their own projects. Larry and Sergey based themselves on their own experience and allowed their collaborators to also have a personal project. They have also given great autonomy to their project teams, who participate in horizontal communication, and therefore in the sharing of experiences. Google's leaders have understood how to differentiate Google from other companies. They established from the start an original way of working, controlling the recruitment of new members and imposing their vision on employees. “Because they had the original idea, they will usually have their own conception, based on their own cultural history and personality, of how to realize the idea” (Schein 2004 p..227)