Essays on Type of Organisation I Would Like to Work for Coursework

Download full paperFile format: .doc, available for editing

The paper 'Type of Organisation I Would Like to Work for" is an outstanding example of management coursework.   As an individual, I aspire to work in an organisation that creates a necessitating environment in various aspects. The first is an organisation with leadership and organisational culture that appreciates the employees’ input and thus giving them the opportunity to be innovative. In this respect, the organisation should be a learning organisation that is able to develop knowledge into action (Marsick & Watkins, 1994, p. 354). Moreover, it should have appropriate knowledge management in place so to hasten innovation and employee input for guaranteed success (Hovland, 2003).

Closely related is that I would aspire to work in organisations with strict adherence to organisational excellence. In this regard, I admire an organisation that has regard for total quality management (Foley, 2000, p. 17). Secondly, I would like to work in an organisation that has put in place various strategic aspects of human resource management. One critical aspect under this concern is the organisation that has family-friendly policies such as flexible working hours, employee assistance programmes, maternity leave, child-care referral & home-based work (Bird, 2006, p. 22).

Moreover, I would like the organisation with a total reward payment scheme that matches employee contribution with the output (Alliance for work-life progress, 2006). The final aspiration is related to the competitive strategy that a company displays. There is the realisation that firms can no longer rely on simple competitive strategy of undercutting or outdoing other competitors through Porter’ s model (Kim & Mauborgne, 2004, p. 3). I would like to work in a company that not only relies on ‘ Red Ocean Strategy’ but on a company who relies on ‘ Blue Ocean Strategy’ .

‘ Blue Ocean Strategy’ allow firms to create new market space out of reach of other competitors and value innovation (Kim & Mauborgne, 2004, p. 7). The organisation In this regard, one of the organisations is Google Inc. Google is an information communication and technology premised firm with the ultimate aim of making access to information easy with a 50% market share. Google concept was incubated by Larry Page and Sergey Brin after meeting in Stanford 1995 and in 1996 they established the search engine which was initially hosted in the university servers called BackRub.

It is in 1997 that they renamed the firm Google. Currently, the firm has headquarters in Mountain View, California with 30, 000 employees spread over 70 offices globally (Google, 2014a). The company engages in computer systems design, online information services and web applications. Their business operations have different scopes with over 100 products and services (Google, 2014b). The critical aspect is the human resource goals and the opportunity they present to undergraduate students. The present human resource approach by Google Inc is rooted in acquiring employees who are smart, determined & skilled and having the ability and not premised on experience.

Additionally, the focus of the firm is on a hands-on approach where employees are encouraged to be proactive as opposed to being micromanaged. This affirms the fact that Google has embraced value-based and not a cost-based approach. In this case, the firm will employ an employee and pay him/her according to his/ her value and the contribution in creating value to the end consumer (Google, 2014a).


Alliance for work-life progress (2006). Work and life: what is total rewards? Retrieved on 13 May, 2014 from:

Beaudan, E 2006, Making change last: how to get beyond change fatigue, Ivey Business Journal,22(7), 23-89.

Bertocci, I. D. 2009. Leadership in organisations: there is a difference between leaders and managers. Lanham: University Press of America.

Bird, J. (2006). Work‐life balance: Doing it right and avoiding the pitfalls. Employment Relations Today, 33(3), 21-30.

Bolden, R., Gosling, J., Marturano, A. and Dennison, P. (2003). A review of leadership theory and competency frameworks. Centre for Leadership Studies, University of Exeter.

Carlyfiorina (2014). About Carly. Available at:

Foley, K. (2000). From quality management to organization excellence: don’t throw the baby out with the bathwater. In Proceedings of the 1st International MAAOE Conference on Organizational Excellence (pp. 12-17). EFQM.

George, B., Sims, P., McLean, N. A., and Mayer, D. 2007. Discovering your authentic leadership. Harvard Business Review,

Google (2014a). Company overview. Retrieved on May 13, 2014 from:

Google (2014b). Our products and services. Retrieved on May 13, 2014 from:

Hovland, I. (2003). Knowledge Management and Organisational Learning: An International Development Perspective: an Anotated Bibliography. London: Overseas Development Institute.

Jacoby, M. (22 April, 2008). Carly Fiorina gets a plug for VP job. The Wall Street Journal. Available at: of-sorts-for-vp-job/.

Kim, W. C., & Mauborgne, R. (2004). Blue ocean strategy: How to create uncontested market space and make competition irrelevant. Harvard Business Press.

Kotter, J. P. (1995). Leading change: Why transformation efforts fail. Harvard Business Review, 73(2), 59-67.

Larker, D. F. & Tayan, B. (2011). Leadership Challenges at Hewlett-Packard: Through the Looking Glass. Stanford University: Palo Alto.

Lucey, J. 2008. Why is the Failure Rate for Organizational Change so high? Management Services, Winter 2008, 10-18.

Marsick, V. J., & Watkins, K. E. (1994). The learning organization: An integrative vision for HRD. Human Resource Development Quarterly, 5(4), 353-360.

Sharp, J. (21 February, 2009). Carly Fiorina "Considering" Bid to Oust Barbara Boxer in 2010. Politics Daily. Available at: considering-bid-to-oust-barbara-boxer-in-2010/.

Download full paperFile format: .doc, available for editing
Contact Us