Motivation can be defined as the driving force that accounts for an individual’s intensity, direction and persistence of effort towards accomplishing a goal. (William& McWilliams, 2010). One of the reasons why Google is such a successful organisation is its main priorities are recruiting top talent and keeping employees happy-motivating them. (Shipman, 2006).

 

In order for employees to be motivated, their unmet needs should be fulfilled. One of the needs theories is Abraham Maslow’s Hierarchy of needs which suggests that people are motivated by physiological, safety, belonging, esteem and self- actualization needs. (William& McWilliams, 2010). Through these employees continue to be motivated as they gradually move up from lower-order needs to higher-order needs. Google’s motivational system takes care of all the five needs that are listed in Maslow’s hierarchy of needs. By using various extrinsic motivators Google is able to take care of the physical, security and social needs of their employees. (Thinking Leader, 2012). These extrinsic motivators are such as multiple free cafeterias and an excellent pay which contributes to satisfying many of their employee’s physiological needs. Safety is provided by giving employees personal health facilities (gyms, pools), child care services, Doctor’s office services and many more. Google has a range of diverse environments in which staff can relax and interact with each other, this allows them to feel a sense of belonging to the organisation and satisfy their social needs. Due to the fact that Google is a knowledge based company the fulfilment of higher level needs, is of high importance for the company. Employees strive for innovation only when they try to achieve their higher order needs. By paying annual education costs of up to $6000 for employees, Google motivates its employees to strive for accomplishment of their higher level self- actualization and self-esteem needs. Furthermore, working independently gives employees a sense of responsibility which increases their self-esteem. (Angova, 2014).

 

 

 

 

 

 

 

 

 

 

Google Company believes that treating people well is more important than making a lot of money. Therefore, the equity theory is used to motivate employees. This theory is such that, employees will be motivated when they recognize that they are being treated fairly. (William& McWilliams, 2010). At Google everyone is treated equally, as employees work independently there is a lot of decentralised control. Every employee has their own voice and their ideas are respected. Managers do not run after employees or force them to do work. Employees are allowed to choose what project to work on and can determine their own work schedule, which also enhances the idea of equal treatment. As a result employees perceive that they are being treated fairly; this motivates them. (Thinking Leader, 2012).

 

In conclusion, in today’s corporate environment, the company that is highlighted most for its most elaborate rewards is Google, Inc. The managers at Google have certain guidelines that they follow, a few are: Empower your team and don’t micro-manage, express interest in employees’ success and well-being and help your employees with career development. By doing this Google continues to motivate its employees and is therefore ranked as one of the best employers in the world. (British Journal of Administrative Management, 2011).