A Brief Company Overview
Headquartered in Mountain View, California, Google is an American technological company that Sergey Brin and Larry Page founded in 1998 to actualize an idea that the co-founders had conceptualized in 1995 (Craft.co, 2018). As per the third quarter of 2013, the company’s revenue amounted to $14.89 billion out of which $10.8 billion came from online business (Craft.co, 2018). The company is now a renowned provider of a wide range of products and services, but its online businesses—advertisements—contribute to ninety percent of its income. In addition, the firm employs more than eighty-five thousand people and runs more than seventy offices in forty nations around the globe (Craft.co, 2018).
A Brief Introduction to Google’s Corporate Culture
The organization is known to instill a culture of ‘spoiling’ its employees. The organizational culture at the firm is founded on genuine work principles, which are to create the happiest and most productive workplace around the world. In seeking to make its employees happy and motivated, the company undertakes various activities, including paid vacations, tuition reimbursements, and others. In addition, employees of the company enjoy a series of fringe benefits, such as meals prepared by gourmet chefs, onsite fitness center, hair styling, car wash, and dry cleaning services. While at the workplace, the employees of the company have the freedom to convey their ideas, which are meant to ensure that the work environment meets the standards of happiness and enjoyment of the duties assigned to individual workers.
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Theories of Motivation
The Maslow’s Hierarchy of Needs and McClelland’s Need theories are applicable in explaining the motivation of employees at Google. According to Maslow’s Hierarchy of Needs Theory, the focus of any management system is to meet the needs of the employees starting from the physiological ones and ending with those of self-actualization (Weiner, 2012). The theorist suggested that the management should be aware that the levels of motivation by the employees reduce upon the satisfaction of each of their needs. From this perspective, the corporate leaders should always focus on the next category of needs to keep the employee satisfied for long periods. For this reason, Google has a series of motivational strategies that culminate in the self-actualization criterion, which is depicted in the levels of happiness of its employees. The different types of motivation strategies described in the corporate culture of the company serve the intermediary criteria of motivational needs described in Maslow’s theory.
The happiness of employees at Google could be attributed to the descriptions of McClelland’s theory of motivation, which suggests that needs are learned from the environment (Atkinson & Feather, 2016). His argument indicated that people who acquire given benefits have different ways of behaving compared to those who do not do so. It could be for this reason that, in comparison to other firms, the employees at Google are happier than those from other firms are because the environment at the company contributes to their self-satisfaction.
My Opinion
It is critical noting that the management at Google is one of the most innovative around the world in relation to the motivation of its workforce. Motivational theories are quite numerous, and the management practices of the company broadly fit into almost all of them. The reason why other theories have not been described according to their relationship with the company is the limitations in the length of this essay. However, when analyzed critically, there is only so much that the management of the firm would improve.
Conclusion
The role of the human resources department at Google is to ensure that they optimize employee motivation through motivation. The organizational culture of the company is adequately designed to meet the challenges of human demotivation through ensuring that every worker is happy with their roles.
References
Weiner, B. (2012). Theories of motivation: From mechanism to cognition. Oxford.
Atkinson, J. W., & Feather, N. T. (Eds.). (2016). A theory of achievement motivation (Vol. 66). New York: Wiley.
Craft.co (2018). Google . Retrieved 3 June 2018, from https://craft.co/google
