Company motivational theory extrinsic - Essay Example

Google’s use of Extrinsic and Intrinsic Motivational Theories In a bid to attract, maintain and retain the best talent in its workforce, Google uses a variety of methods to motivate its employees. The theories applied by Google include both extrinsic and intrinsic motivational theories. In extrinsic motivational theory, human actions and behavior are informed by external rewards, for instance; praise, fame, money among others. “This means that the actions are influenced by factors outside the individual…, whether tangible or psychological” (Griggs, 2010, p.104). Intrinsic motivational theories, on the other hand, states that an employee’s behavior and actions are driven by the internal rewards emanating from within the person, for example, when an individual simply enjoys an activity, or does it as part of exploration.

Availing various perks to the employees to ease their daily life with their household is one the ways Google employs extrinsic motivational theory. For example, it offers insurance cover, tuition reimbursements to the employees who register for in-service courses and very handsome vacation packages among others. In addition, Google offers unique benefits such as the maternity benefits of up to eighteen months off at almost 100 per cent remuneration. Indeed, a declaration by Google in 2009 to “‘strip’ away anything that gets on the way of their employees” has held through and the company has remained faithful to this ideal to present.

On-site services is another way Google ensures extrinsic motivational theory. These include first-class dining facilities, deliciously prepared and free lunch and dinner by gourmet chefs, and on-site vehicle services in the form of free oil change. Furthermore, gyms, laundry services, massage services, haircuts, hair styling, and commuting buses are at the employees’ disposal. Through these services, Google ensures that employees have the requisite peace of mind and accord the company’s activities the maximum attention.

In fact, it amazing that all these services are accessible to employees at absolutely no cost!Google offers financial assistance to its employees, especially at times of disaster and court cases in order to relieve them of mental stress caused by financial constraint. In many instances, Google has undertaken to reimburse its employees up to 5000 dollars to cushion its employees from financial stress arising from legal expenses (Evancevich & Mateson, 1996, p.66). Similarly, Google has put in place strategies to ensure motivation through intrinsic theory.

First, restructuring of the management from the real hierarchical to a flat devoid of employees work drama and backstabbing. It is structured into small entrepreneur teams with a concentrated focus on one problem, which later integrate their findings in the Google landscape. This enhances creativity, which is also evident with the movie “INTERNSHIP” where Vince Vaughn and Owen Wilson were put in a small group with Tiyar Sircar, Dylan, Tobit Raphael and Josh Brener. Finally, they are able to win through group work and encouragement.

Another intrinsic method applied is time allowance and autonomy- every Google employee is accorded 20 percent of their work time, to work on their own project, independent of the work group. This has shown massive launches of new products by Google. Finally, Google inculcates the culture of fulfillment and sense of purpose- the employees are made to recognize themselves as the ones organizing world’s information and making people smarter. In the movie, Owen Vince and the winning group members are made to ride around in Google Buses for prestige upon winning.

No doubt these theories have enabled Google emerge the best company to work for with low employee turnover. ReferencesGriggs, R. A. (2010). Psychology: A concise introduction. New York: Worth PublishersIvancevich & Mateson. (1996). Organization behavior and management, 8th ed. Chicago:Irwin