How Google motivate their employees - Essay Example

How Google Motivate their Employees Introduction Google utilizes various motivational procedures towards its employee ranks. In terms of employee relation, the organization is probably the best in the market. In a short span since its inception, the company has acquired formidable group of workforce. In terms of employee numbers, Google has over 50000 employees around the globe. Their numbers seem to be rising as the company acquires new markets and venture. With a market of over several millions in the globe, the company needs to utilize motivated workforce (Sonenshein, 2014). In recent years, the company has been able to provide for the needs of employee without interfering with production schedules. The first aspect of Google motivating its employees concerns culture management. The culture of the organization has been made conducive to its employees. The next aspect that promotes employee motivation concerns product innovation. The company has been a leader in providing conditions necessary for employee’s participation in innovation. The company further focus on employee passion on performing of tasks rather than on pay. It is also imperative to state that Google management team has been able to encourage creativity while enhance organizational control. It is also one of the goals of the organization to utilization of data in providing employee with rewards and in motivating (Wood, 2015). The other motivational aspects of the organization relates to its pay rewards. Employees in the organization receive various innovative pay benefits that motivate them towards organization success. The management teams of the organization provides employee with room to promote their own ideas. These provide employees with various bases for creating their own products (Wood, 2015). In return, to such strategies, Google is able to recruit employees with very high skills. They further construct innovative ways of retaining employees. The other motivating aspect of the organization is the provision of challenging and inspiring activities for its employees. Literature Review Modern organizations need to utilize innovative ways in motivating its employees. Motivating of employees ensures that organizations are able to maximize on their efforts. Modern organizations are able to streamline employees’ ideas towards innovating products. Modern organizations utilize various innovative motivating rewards and benefits (Cairns, 2013). For Example Google has been able to permit its employees to visit offices with their pets. The other important aspects for the organization are the provision of free food for employees. Another strategy includes provision of childcare services and providing swimming pools onsite. The organization further provide relaxed environment that promotes work functions (Wood, 2015). The Culture of Google overcomes traditional leadership structures. In traditional leadership theories, concern was on the productivity of workforce. However, modern theories on motivating employees focus on employees capabilities. For this reason, Google motivation strategy is the creation of happy employees relating to the most productive workforce in the globe. The first goal of the company was the establishment of impressive talent. For this reason, the company has been able to understand that employees perform better when they realise their values in the organization (Sonenshein, 2014). Even though the company works with individuals from diverse cultures and languages, these groups work towards same goals and visions. The company strives to maintain an open culture. Employees in the organization may be able to share ideas freely through various electronic and other media. The other important aspect of the organization culture relates to the structure of office and cafe buildings. The structures of the organization allows for easy communication within teams. “Employee motivation the Google Way” Google provides various intrinsic perquisites just like other organizations. Unlike other organizations, Google provides additional benefits to motivate its employee teams. Some of these benefits include dental benefits, insurance and vacation packages. The additional benefit of the organization shows the high extent which Google can do to maintain employees’ happiness. Some of the most impressive packages provided by the organization include reimbursement of up to $5000 in cases of legal expenses (Wood, 2015). The other benefit was the provision of maternity leave for up to 18 months. In the period of the leave the mother gains almost 100 percent pay. In addition, the family gains $500 for personal use. The other benefit is the provision of financial support in case an employee adopts a child (Sonenshein, 2014). Lunch and dinner are available for every employee in the organization. Employees at Google workstation get a chance to make their ideas known. Various forums take place within the organization that allows employee participation in decision-making. Transparency is another important aspect for the organization. Further, Google provides flexible time periods. Managers of the organization allow employees to choose how to work and when they complete their various tasks (Wood, 2015). Motivation Theories Previous organizations, focused on the monetary benefits of employees. Most organizations concentrated on performance of employees in that, a typical office represented overcrowded rooms. Modern organizations however need to promote freethinking. Organizations need to provide work stations that are comfortable to employees, promote freedom of thought as well as individualism. In relation to motivation, Hawthorne studies provide the first illustration of employee motivation. According to this study, managers had to develop an effective way of improving company performance while motivate employee. Hawthorne studies reveal that pay would be a motivator for various classes of employees. However, from the study it is essential to note that researchers in the study found out those employees worked better after noticing the study-taking place. Modern organizations see the need of developing other methodologies in motivating employees. There has been a shift where talented employees seek for organizations that provide additional benefits other than just pay packages. Concerning theories, researchers have found various thoughts that make theoretical basis (Michaelson, 2005). The first theory in consideration is the Maslow Hierarchy theory of motivation. According to Abraham Maslow, there is two important needs categorization for individual workers. These needs include psychological needs, which take the lowest point. The highest need for employees is self-actualization. The researcher provides a pictorial representation of the needs from the lowest to the highest. He argues that there is need to satisfy lower needs before moving to higher needs. The first need to be satisfied is basic needs. Employees need to satisfy this need before heading to satisfying social needs (Michaelson, 2005). Such groups of employees need to be near their families. The next needs progression to eventual satisfaction of self-actualization. Herzberg advances Maslow theory using the two-factor theory. According to the researcher it became apparent than one understands aspects that motivate employees. In relaying these variables, the researcher came up with satisfies and dissatisfies as factors that motivate employees. The other definition of these aspects according to Herzberg is hygiene factors. These factors include salaries, policies and conditions of work (Cerasoli & Ford 2014). These factors are essential for performance of functions by employees but they are not motivators. Intrinsic aspects act as motivators in this case. It includes aspects such as growth, responsibility as well as rewards (Sonenshein, 2014). In respect to this research, Herzberg postulates that managers need to provide hygiene factors in organizations to limit aspects of dissatisfaction. Further, there is a need to provide intrinsic factors to enhance motivation in organizations. Mc Clellands provides a different perspective to motivation. According to the researcher, the source of needs come from learning from culture and from other influences. He argues that needs arise from the need of association, need for achievement and need for power. The researcher advises firm to create conducive environments that allow for associations. Structures need to be in place to allow for advancement of employees in their careers (Michaelson, 2005). Further, organizations need to have structures that recognise performance of employees. Methodology The methodology of conducting the research includes usage of online data banks. The source of the data include Google’s website. The important sources of information for the study are web-based analysis. Social networks provide information on Google’s operation. Social networks widely focus on information from customers. Online content analysis is another area for providing information for the research. This includes journals and online books. The reason is to probe how Google motivates its employees. Findings From the research, one is able to find out that Google provides various innovative benefits to its employees. The other aspect that protrudes is the provision of flexible working time and environments. Google management provide opportunities that allow employees to develop ideas towards organization goals. The organization provides favourable environmental conditions. The organization understands that employees have different needs and it provides for this diverse wants (Saha, 2013). It provides additional fringe benefits for individual employee on top of basic salary package. The organization provides both intrinsic and extrinsic benefits. Further, the organization understands that providing pay packages is not the main goal. Organization culture is another important aspect of Google. The other benefit was the provision of maternity leave for up to 18 months. In Google teams, there is consideration on the value of creativity. In addition to considering creativity, responsibility comes next. The organization provides employees with additional time in initiating their creativity (Saha, 2013). With the benefits arising from profits, Google is able to attract more employees. Google concentrates on utilizing small groups. Through these small groups are able to advance important ideas. Conclusion Google believes in providing resources for advancing individual ideas. A study on Google reveals that the organization provides flexible working hours. On top of working hours the organization provide environment that allows creativity. Employees have the freedom of performing work according to their own schedule. Organizations need to create basis that attract employees. This will be effective in attaining employees with beneficial skills and knowledge (Saha, 2013). Culture is another important aspect for organizations. Google has created an organization culture that provide for creativity. There is need to understand the need of youthful workforce. Google understands this influence and thus provide a flexible working environment. Understanding various employee needs assists in communication and planning. References Sonenshein, S 2014. 'How Organizations Foster The Creative Use Of Resources', Academy Of Management Journal, 57, 3, Pp. 814-848. Wood, E 2015, 'Work Rules! Insights from Inside Google That Will Transform How You Live and Lead', Library Journal, 140, 3, p. 109. Cerasoli, C, & Ford, M 2014, 'Intrinsic Motivation, Performance, and the Mediating Role of Mastery Goal Orientation: A Test of Self-Determination Theory', Journal Of Psychology, 148, 3, pp. 267-286. Michaelson, C 2005, 'Meaningful Motivation for Work Motivation Theory', Academy Of Management Review, 30, 2, pp. 235-238. Saha, Sc 2013, 'Driving The Innovation Frenzy', Human Capital, Pp. 28-31. Cairns, TD 2013, 'What Will Tip the Scales for Flexible Work Arrangements – Motivation or Collaboration?', Employment Relations Today (Wiley), 40, 2, pp. 29-33. Read More