“Adding up the Asian Equation at Google” (Dunn, 2014) suggests that the tech giant has a diversity problem. Although the company has a rich history of success and innovation, upper-echelon leadership can take Google to the next level through utilizing transformational leadership tactics. Specifically, they can improve through inspiring diversity, changing employee priorities and by achieving more by doing things in new ways (Phillips & Gully, p. 432).
Transformational leaders motivate followers to adopt their goals through communicating an inspirational vision. Google recently released its diversity statistics, acknowledging their shortcoming. In the past, it’s possible that Google focused on the task at hand verses focusing on the people. They were successful by providing clearly defined goals for its employees, but they should shift to a focus on people to remain competitive in innovation. Specifically, they should enthusiastically encourage diversity, as performance increases when employees have a positive attitude toward diversity (Phillips & Gully, p.42). Google’s strong leaders recognize the value of diversity, however, and have poured a great deal of resources into equipping women and African Americans with skills to be competitive. This is a bigger problem than Google, however, as college graduates in general do not reflect America’s population, especially degrees in science or math. This limits the pool to recruit from, but with an optimistic vision that values diversely, leaders will be able to hire, retain, and engage the best talent, leading to increased performance (Phillips & Gully, p.42).
Diversity is a competitive advantage and studies show that diverse groups problem solve more effectively than non-diverse groups (Phillips & Gully, p.43). This is because employees leverage their professional and personal backgrounds to develop a more comprehensive view of the problem, leading to a broader list of possible solutions. Thus, diversity achieving more through creativity and innovation, which is precisely what Google is looking to achieve.
Dunn, K. (2014, August 8). Adding up the Asian Equation at Google. Talent Management. Retrieved from
Philips, J. & Gully, S. (2014). Organizational Behavior (2e). Mason: South-Western.