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The effects of motivation on employees
Organizational culture influences on production
The effects of motivation on employees
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Motivation Motivation is a key factor in any successful company. Motivated employees tend to work more focused and with less pressure. Google is a company that believes that motivated employees work better. One of the Google`s strategies is the motivation of employees based on benefits and facilities; it is possible to see cases when people prefer to work at Google instead other companies where the salary is higher. However, by analyzing the case it is possible to find not only positives, but also negatives points in the company`s environment that may affect the employees` motivation. The main positive aspect is the great environment created by the company. Such environment has an abundance of motivators …show more content…
Its particular culture provides a relaxed environment that increases the productivity of its employees. As a company in growing rate, Google has some unusual issues related to its singular organization. Based on that, the group has decided to work on issues related to stress, lack of hierarchy, encouragement of employees to take risks, and motivation. The group proposed some solutions and ideas, which might improve the Google’s processes and structure. These solutions were discussed and each member of the team could give his/her opinion in a democratic decision. According to the members’ understanding of the company organization, the teamwork in engineering processes is essential to achieve excellent results, and each representative has a significant importance. The teamwork processes that Google use is essential to achieve excellent results since each member has an importance in contribute with ideas and opinions. As shown in this article, employees need to be encouraged to express their point of view without the fear of failure. One of the company’s philosophies is to face fail processes as knowledge since employees may acquire information about some ideas and its consequence. In addition, the stress in some cases drives some important issues. The pressure of working in a huge company such as Google with constant development might stress its employees and consequently their yield. Any processes or projects are susceptible to fail and the resilience is an essential quality which helps people with their
The company's management put a lot of emphasis on taking care of its employees, encouraging an entrepreneurial spirit, treating each other with respect, and being committed
The company’s approach to motivate employees has been working in a positive way. The employees are satisfied with the family style community, and the productivity has increased as well. The company’s style of treating employees as important partners has been successful in other manufacturing companies too. For example, when Honda opened its first factory in the U.S., the CEO and employees shared the same cafeteria, just like Lincoln.
...ng conditions as well as overall organisational performance. Due to being intrinsic rather than extrinsic the company does not incur a high cost and thus would be able to retain and motivate employees further.
“Google’s mission is to organize the world’s information and make it universally accessible and useful”. With this mission set the company created Google Zeitgeist which at every end year sums up what millions of people search for, still continued every year. Google is able to a hold a competitive advantage over its competitors such as ask.com and msn because it provides to its users with services such as cloud computing, software and online commerce and much more.
At the outset of the selected topic concerning Motivation and Satisfaction, it is imperative to clarify and elucidate what both these terms – Motivation; and Satisfaction– actually mean and connote in the psychological framework.
...d to projects unrelated to the core business. Googlers are given 10% of their work time to devote to projects that interest them ensuring high motivation based on the fact the staff get paid to work on pet projects. Flexible work time, bonuses, and free lunches are not the only reasons people love to work at Google in addition to the perks, they are constantly challenged to reach new impossible goals and to have fun doing it.
Motivation is an internal process that makes a person move toward a goal, the dynamic of behavior. Do not be fooled though, people can be motivated by external incentives as well. First, a person experiences a need that energizes behavior called drive. A response is then activated that leads a person to their goal. According to Coon and Mitterer (2016) motives can be divided into three categories, biological, stimulus, and learned motives.
The leaders of Google have well understood the means to make Google’s company different to the other companies. They established since the beginning an original way of work, controlling the recruitment of the new members, and imposing their vision on the employees.
Google is known for its many perks it grants to its employees. The company’s corporate office is located in Southern California and its employees refer to its corporate office as a “campus.” Its corporate headquarters is known for its beautiful office space. Googlers are provided with free food and drinks, shuttle transportation, and daycare. Google’s headquarters is known for its playful interior design, which is used to inspire its employees creativity and efficiency. Google believes that by treating its employees properly, it will motivate its employees to work more efficiently, therefore producing quality services and products. The company’s employees are one of the company’s greatest assets (5). Its employees are in fact, stakeholders of the company and Google looks out for their interest, as any business that practices ethics
Its persistence and incredible energy are definably the keys of success. The first model created inside the company was focusing on the users, and the rest will be followed achieved. Also, the company figured out that being great at one thing was going to be the right path to follow. Plus, especially when dealing with technology, being able to provide a fast service was going to gain numerous customers. Moreover, Google’s model was based on democracy and ethical behavior. It is not necessary to become evil in order to be successful. Information is precious and a company like Google is always in need of information. There is plenty of information out there waiting to be found, and it only needs someone to look in the right place. Dressing like a professional does not make a person one. It takes skills, abilities and education. Finally, progress will never stop, and when someone thinks that he or she had reached the top, something will come up. In order to be successful, a person or a company should not stop
Employee focus (Google has a unique culture and policies to promote innovation. The company strives to employ the most qualified applicants and reward the greatest contributors, in order to promote good performance and facilitate hiring and retention)
Rated as the best place to work in the United States in 2009, it has the best mix of rewards (Cook, 2012). The founders of Google believed that in order to attract the best talent, they had to provide an environment where people would want to come to work, have fun, dream big and get rewarded for hard work (Cook, 2012). Along with standard benefits, Google provides a fun environment with which to work including dining facilities, gyms, laundry rooms, massage rooms, haircuts, and carwashes to just name a few. Providing a mix of both reward types, Google understands that many humans are not motivated by pay incentives alone, and believes in administering rewards and a good company culture is vital to company success (Cook, 2012). According to Cook (2012), Google’s intrinsic rewards are no real hierarchy, tiny work groups, and purpose. They do not rely on a standard hierarchy, but instead a structure that is flat to maximize creativity, which keeps employees engaged and gives a feeling of accomplishment. Having no official channels, ideas can flow within groups; they focus on multiple smaller workgroups that may have a project manager overseen by committees (Cook, 2012). Intrinsic rewards are when you want to do something. Another aspect of Google utilizing this theory is the fact if a Googler wants to work with another team, he or she can switch working teams anytime
Google is a public corporation that deals with Internet searching, advertising, and Web-based computing technology. All these have developed from an initial search engine and the company continues to advance even to date with partnerships and acquisition of other companies and products. All of these are due to its formulation and maintenance of a unique corporate culture that other organizations have to follow in order to be as successful (Rachet, B. 2014). What makes up Google 's strong culture are values that are widely accepted and strongly held (Rachet b. 2014). Google has topped the list of Fortune 100’s Best Companies to Work for 4 times (Kim, J. 2013). Although Google has many perks on their work campus, the real formula behind their
Motivation is key in the workplace. It is developed from the collaboration of both conscious and unconscious principles such as the strength of desire or need, motivating force or reward estimation of the objective, and desires of the person and of his or her peers/co-workers. These elements are the reasons one has for carrying on a specific way. An illustration is an understudy that invests additional energy contemplating for a test since he or she needs a superior review in the class. The Inside and outside principles that animate want and vitality in individuals to be constantly intrigued and centered around their work, part or subject, or to try to achieve an objective.
What is human motivation? According to authors Kleinginna & Kleinginna, the definition of motivation is “an internal state or condition (sometimes described as a need, desire, or want) that serves to activate or energize behavior and give it direction” (as cited in Huitt, 2011). As teachers, it is important to be aware that motivation to learn is a “source of diversity” in the classroom. This diversity among students in the classroom can range from students who have no motivation to learn (they are forced to be there because that is the “law”) to students who have the “need/desire/want” motivation to learn. According to Pink, there are two types of behaviors in regards to motivation to learning reflected in our classrooms, there are students who display