HR Assignment Help Case Study: Google Motivation Case Study
HR assignment Help Case study: Employee performance & Motivation on Google Case studies
Google Case Study
1. Introduction and Problem Identification
The argument of this paper is: One of the main reasons behind the stellar success of Google is its highly motivated employees. Financial and operational performance of a company is directly linked to its effectiveness in motivating employees. Many companies consider shareholder wealth maximization as raison d’être for their existence. But this goal cannot be achieved on a sustainable basis until companies regard stakeholder value maximization as high a priority as shareholder wealth maximization. Employees are probably the most important stakeholder of any corporation; the other stakeholders of the organization are: shareholders, suppliers, customers, state and the community (Steel, Piers, 2012).
Employees are the most important of all the stakeholders because they implement the strategies of the organization; the employees manage the operations of the company; they act as the interface of the company with the customers and last but not the least, employees innovate and create new products and services for a company like Google. If the employees of a company are not sufficiently motivated, the company will not be able to deliver good performance (Steel, Piers, 2012). It will eventually lose its competitive advantage and end in destroying shareholder value instead of creating it. Companies in their quest for maximizing their profits tend to overlook the interests of the employees. This results in lowering of morale of the employees. Such employees become less productive. This ends in lowering the overall productivity of the organization. Highly motivated employees are not only more content but are also more productive. They create more value for the company. Google has effectively applied theories of motivation for enhancing the morale of its employees. Other company can take a lesson from it.
2. Literature Review
Motivation can be defined as the processes that account for an individual’s intensity, direction and persistence of effort toward attaining a goal. Many theories of motivation have been propounded in the past and present (Stephen P. Robbins, Timothy A Judge, 2012). Victor Vroom’s expectancy theory is one such motivational theory. This theory focuses on three relationships which are:
i) The relationship between effort and performance. Employees are motivated to put more effort when they see a direct correlation between effort and performance.
ii) The relationship between performance and reward. Employees are motivated when they feel that they will be rewarded for good performance and the rewards will be commensurate with their achievements.
iii) The relationship between rewards and personal goals. Employees are motivated to perform better when they see that the rewards that they get for good performance are compatible with their personal goals and needs (Stephen P. Robbins, Timothy A Judge, 2012).
Abraham Maslow’s theory of hierarchy of needs is another important motivational theory. This theory classifies human needs as: physical needs, security needs, social needs, self-esteem needs and self-actualization needs. The physical needs are at the bottom of the hierarchy of needs pyramid of Abraham Maslow while self-actualization needs are at the top of this pyramid. Employees are motivated by the rewards that a company gives if the rewards fulfill their needs. Lower level employees are motivated by fulfillment of physical, security and social needs while higher level employees are motivated more by fulfillment of higher level needs like self-esteem and self-actualization needs (Stephen P. Robbins, Timothy A Judge, 2012).
Another popular theory of motivation is Frederick Herzberg’s two factor theory which is also known as motivation-hygiene theory. According to this theory...
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