Organizational Culture and Google's Success In his book Organizational Culture and Leadership, Schein defines culture as: “The climate and practices that organizations develop around how they treat people, or to the espoused values ​​and beliefs of an organization”. We can analyze Google's organizational culture through Ouchi's framework. Ouchi studied three different corporate cultures and saw that the differences between them explained part of the company's success. According to his theory it seems that Google Inc. is the US type Z company. Cultural characteristics Type J (Japanese model) Type A (typical American model Type Z (accredited American model) Commitment to employees Lifetime contract Short-term contract Long-term contract Evaluation Slow and qualitative Fast and quantitative Slow and qualitativeCareers Broad and not specialty-based Very narrow and specialty-based Moderately specialty-basedControl Implicit and informal Explicit and formal Implicit and informal Decision making Grouped and consensual Individual Grouped and consensualCollective Responsibility Individual IndividualConcern for people Holistic (company and family) Narrow (individual tasks) Global (individual at work) Google tries to retain its employees and evaluate them in a quantitative but also qualitative way colorful work and conveys the image of a fun place to work what it offers. For example, employees can have free snacks or bring their pet to the office or go to the gym, etc... Employees can benefit from flexible working hours and have time for their self-directed projects, which demonstrates the importance of the creativity and innovation of each department... at the center of the card... rotation of the ip...etc. They also started self-managed projects. Employees can thus dedicate part of their time to creating and developing their own projects. Larry and Sergey drew on their own experience and allowed their employees to also have a personal project. They have also given great autonomy to their project teams, who participate to ensure horizontal communication, and therefore sharing of experiences. Google leaders have well understood the means to make the Google company different from other companies. They established an original way of working from the beginning, controlling the recruitment of new members and imposing their vision on employees. “Because they had the original idea, they will typically have their own idea, based on their own cultural history and personality, of how to implement the idea” (Schein 2004 p.227)