The paper "Employee Motivation at Google Australia " is a great example of a management case study. Working at Google Australia has been the desire of many potential employees. The company has got a very long history of success in the world of business and more especially in the communication industry. Perhaps this is because the environment that has been created by the company is conducive and motivating to the employees. Looking at the company case, it is evident that the business’ s working environment is so encouraging and self-motivating for the employees.
At Google, it is recognizable that employees are not only provided with a very conducive environment but are also taken into a series of interviews during the recruitment process (Bassett et al 2005). It is on this ground that this research has been commissioned in order to investigate in detail what motivation entails and it is a role in realizing a high level of performance. Many scholars have studied in detail the concept of employee motivation and rewards and they do have different opinions as pertains to the concept. This research will defend that for any company that wishes to motivate its employees and make them develop positive feelings towards the company growth and development, there is need to restructure its work and the ways in which everything will be handled.
According to Herzberg’ s two-factor model (1987), the best employees’ motivation structures have a direct influence on the overall performance. Motivation has been identified as the key factor for success at Google. Employee motivation at Google has been demonstrated in many different ways. Consider the case where employees are given the opportunity to interact with other staff members rich in experience in skills and knowledge.
This seems like an avenue for self-advancement in one’ s career through gain of knowledge and skills (Jameson and Cathy 2008). The employees at Google are also allowed 20% of their work to engage in different projects of their interests. This helps the employees to nature their skills. Provision of unlimited sick leave, employee insurance cover, a refund of education expenses and flexible working environment are some of the things that have been availed for the employees.
Employees at Google are also allowed to eat and drink free from the company staff cafeteria. Finally, the presence of table tennis facilities within the working offices adds to the long list of the services that are there for the employees for relaxation and leisure. Employee Motivation Motivation at the workplace is an important element that has for many years been linked to the good performance of the business. Creating a healthy working environment according to Karen, Skemp-Arlt, and Rachelle Toupence, the management and leadership of the business has got a very big role to play in ensuring that the environment that has been created is conducive and motivating for all the workers.
Abraham Maslow and Frederick Herzberg are among the major scholars who made great contributions towards studying different management styles at a working environment and their overall impact in developing positive feeling among the employees towards work. According to Maslow, there are different levels of the hierarch of needs and for one to be satisfied with all these needs have to be met. However, something cannot be said to be having a need if he does not have an interest in something.
In the working environment according to Maslow, the level of motivation among the employees is directly related to the way in which leadership tries to meet their needs (Illeris 2003). Some of the important needs that Maslow has identified in his study are related to psychological satisfaction and they include food, shelter, safety, social belonging, self-esteem, independence, and self-actualization. Maslow and other theorists are of the acceptance that employee motivation cannot be realized if the three basic needs which include clothing, food and shelter and those that are perceived as the lowest are met.
This argument has been directly related to the working environment to argue that the employees cannot be motivated to work hard and grow the business if their needs are not met. However, according to Frederick Herzberg, motivation is directly related to the satisfaction job-related needs. In his argument, he is convinced that it is the intrinsic motivators such as recognition, nature of work and responsibility can be able to motivate the employees.
Bassett J., Nigel L. and Geoffrey C. 2005, Does Herzberg's motivation theory have staying power? The Journal of Management Development: 24: 929-943.
Herzberg, F. 1987, "One more time: how do you motivate employees?", Harvard Business Review, Vol. 65 No. 5, pp. 109-20.
Illeris D. 2003, Workplace learning and learning theory. Journal of Workplace Learning: 15: 167-178.
Jameson M. and Cathy L. 2008, Motivation in the workplace - cultivating your team. Dental Economics: 98: 64-65.
Wilsey S. and Michael K. 1995, Leadership and human motivation in the workplace. Quality Progress: 28: 85-135