Report on Reward and Motivation within Google Essay

Report on Reward and Motivation within Google - Essay practice sessionIn January 2012, Google was named the best speckle to work in the U.S, by Fortunes list of the coulomb best companies to work for. The reason Fortune picked Google is that employees rave about their mission, the culture, and the famous perks of the Plex bocce courts, a roll alley, eye brow shaping in the New York office. Then theres food nigh 25 cafes comp whateverwide, all free. All of these factors that Fortune mentioned atomic number 18 a part of Googles plan to prompt their employees to be more creative, work better as a team, come up with new traffic ideas and for the employees to generally have a better experience at their workplace. To look at how Google do this, we mess link their methods to different models for motivation such as Abraham Maslows Hierarchy of Needs and Herzbergs twain Factor Theory of Motivation. Google has a pleasant work environment for its employees and is using various others non-financial methods of motivation. Its practice of pass non-monetary incentives by giving employees such rewards (e.g. greater autonomy, nicer work environment, sense that the organisation is doing good, etc.) will motivate employees impertinent financial rewards which are soon forgotten. Surely, most of employees want to have their own space and are build to work for it. The search giant is famous for its laundry list of perks including free food at any of its cafeterias, a climbing wall, and, well, free laundry. It also provides its workers a place where they can relax or cogitate in their free time. In Googles offices meeting rooms are filled with beanbags rather than unverbalized office chairs, table-tennis tables and PlayStations which may seem trivial at first, but they have become a inviolate non-monetary motivational incentive. Having unique consumer perks and exceptional leisure areas, it increased innovation through creating a relaxed atmosphere at work that in tu rn creates very high job loyalty. This distinctive approach makes it more conciliatory to cope with changes in the ever changing labour market. By using non financial motivation Google separates itself from other companies in the industry. They are making their workplace and work environment attractive to potential new employees, since they are not only offering high salaries, but also a comfortable and different place to work at. These non financial motivational factors make employees feel like they are not only a part of the company, but also a part of a big creative project. Motivation is the course to which an individual wants and chooses to engage in certain specified behaviour (Mullins, 2009471). Abraham Maslow categorized human needs into 5 levels (Lindh et al., 2010). The basic idea is that as one level of need is satisfied, the need to satisfy the level preceding(prenominal) becomes important. These are 5 levels physiological needs (food, water, sleep, salary), safety and security (stability, protection), love and belonging (affection, need for naming and sharing), self esteem (self-respect, prestige, status), self actualization (growth, advancement, creativity). Google Company is famous for their work environment. So, what so special in Google and can we say that Google covers all 5 stages in Maslows Hierarchy? Maslow