Assignment Question

We have been learning about motivation over the last 2 weeks. I would like you to choose one of the companies from, “The Best Places to Work In 2019” according to Forbes. Why is this company on the list? Do some additional research and find the theories that support how their motivational programs are effective. How much did the company invest in these program? Has the company performed better since implementing these programs? Your paper should be 3-5 pages in length, not including the cover and reference page. You should be sure to write this paper in the third person (do not use “I” statements), this is not a paper that should express your opinion. Please make sure that you use appropriate sources to support your paper. Paper Format: A. Title Page – Include a title page formatted using APA style. Include the APA formatted Header. B. Executive Summary (We use Executive Summaries in business, not Abstracts). C. Introductory Paragraph – Include an introductory paragraph that includes your thesis sentence. You should support your thesis with supporting paragraphs and a concluding paragraph, using APA style and section headings. Be sure to include theories, models, terms, concepts, and principles, with examples, learned throughout the course. D. Reference Page – Include all sources on a Reference page formatted in APA style. Five references are required with a minimum of three coming from the APUS Library. Wikipedia and other wikis are not allowed as sources. Online encyclopedias, dictionaries, etc. may be used, but will not count in fulfilling your required number of references. Due on Aug 27, 2023 11:59 PM Hide Rubrics Rubric Name: MGMT201 Assignment Rubric Print

Answer

Introduction

Over the past two weeks, the concept of motivation and its impact on employee performance has been explored extensively. This paper aims to analyze Google, Inc., which was recognized as one of the “Best Places to Work in 2019” according to Forbes, and investigate the theories and strategies underlying their motivational programs. In addition, this paper will explore the investment made by Google in these programs and assess whether there has been an improvement in the company’s performance since their implementation. This analysis will be conducted in the third person, devoid of personal opinions, and will rely on credible sources to support the research.

Company Selection and Inclusion in Forbes’ Best Places to Work

Google, Inc. is the chosen company for this analysis. Google’s inclusion in Forbes’ list of the Best Places to Work in 2019 is a testament to its commitment to fostering a motivating and engaging work environment for its employees. Forbes compiles this list annually based on a combination of factors, including employee satisfaction, workplace culture, benefits, and overall employee experience (Forbes, 2019).

Motivational Theories and Their Application

Google’s success in creating a motivating workplace can be attributed to the application of various motivational theories. One such theory is Abraham Maslow’s Hierarchy of Needs. Google prioritizes the fulfillment of employees’ basic physiological and safety needs by offering competitive salaries, comprehensive health benefits, and a safe work environment (Maslow, 1943). These fundamental provisions ensure that employees feel secure, allowing them to focus on higher-order needs such as belongingness, esteem, and self-actualization.

Another theory that Google employs is Frederick Herzberg’s Two-Factor Theory. The company emphasizes not only the hygiene factors, such as fair compensation and job security, but also the motivators, like recognition and opportunities for personal growth (Herzberg, 1959). By addressing both aspects, Google effectively motivates employees to perform at their best.

Investment in Motivational Programs

Google has invested significantly in its motivational programs. While exact figures are not publicly disclosed, it is evident that the company allocates a substantial portion of its budget to initiatives aimed at employee motivation. These investments encompass a range of activities, including employee recognition programs, professional development opportunities, wellness initiatives, and team-building activities.

Impact on Organizational Performance

The impact of Google’s motivational programs on its organizational performance is substantial. Employee satisfaction and engagement levels have consistently increased, leading to higher levels of productivity and employee retention (Smith, 2020). The company’s emphasis on creating a positive work culture has resulted in improved teamwork, reduced absenteeism, and a more innovative and efficient workforce.

Furthermore, Google has seen a positive correlation between its inclusion on Forbes’ Best Places to Work list and its ability to attract top talent in the industry (Anderson, 2018). This influx of skilled professionals has translated into increased revenue and market share, reinforcing the notion that investing in employee motivation has a direct and positive impact on organizational success.

Employee Benefits and Perks

In addition to the application of motivational theories, Google, Inc. offers an extensive array of employee benefits and perks that contribute to its status as a top employer. Some of these benefits include generous healthcare coverage, including dental and vision plans, as well as parental leave policies that provide support to new parents. Google also offers on-site fitness facilities, nutritious meals, and recreational activities to promote a healthy work-life balance (Google, 2021).

Furthermore, the company’s commitment to professional development is reflected in its investment in education and training programs for employees. Google provides opportunities for employees to enhance their skills through workshops, conferences, and access to online learning resources. This emphasis on personal and professional growth aligns with motivational theories that highlight the importance of self-actualization and personal development (Herzberg, 1959).

Measuring Success and Performance

To assess the success of Google’s motivational programs, the company employs various key performance indicators (KPIs). Employee engagement surveys are regularly conducted to gauge satisfaction levels and gather feedback. These surveys provide insights into the effectiveness of motivational initiatives and help identify areas for improvement.

Google also tracks performance metrics such as productivity, innovation, and employee turnover rates. The company’s focus on innovation, for example, is closely tied to its motivation strategies. High levels of motivation and a positive work environment encourage employees to generate innovative ideas and solutions, contributing to Google’s reputation as a leader in technological advancements.

As Google, Inc. continues to evolve, it faces ongoing challenges and opportunities related to employee motivation and organizational performance. To maintain its status as a top employer and further enhance its performance, Google may consider the following strategies:

Diversity and Inclusion: Google can continue to improve its diversity and inclusion initiatives to ensure a more inclusive and equitable workplace. Diverse teams have been shown to foster innovation and better decision-making (Cox & Blake, 1991), aligning with the company’s focus on innovation.

Remote Work: With the increasing trend toward remote work, Google may need to adapt its motivational programs to accommodate employees working from various locations. Ensuring that remote employees feel equally valued and motivated is crucial to maintaining high performance.

Environmental Sustainability: As societal concerns about sustainability grow, Google can incorporate environmental initiatives into its motivational programs. Employees may be motivated by contributing to environmentally responsible projects, aligning with broader societal values (Deci & Ryan, 2008).

Flexible Work Arrangements: Expanding flexible work arrangements, such as compressed workweeks or job sharing, can further enhance work-life balance and employee satisfaction (Kelly & Moen, 2007).

Continuous Feedback: Implementing continuous feedback mechanisms and recognition programs can help Google maintain a dynamic and responsive approach to employee motivation (Harter et al., 2002).

Conclusion

In conclusion, Google, Inc.’s recognition as one of Forbes’ Best Places to Work in 2019 can be attributed to its effective implementation of motivational programs rooted in established theories such as Maslow’s Hierarchy of Needs and Herzberg’s Two-Factor Theory. The company’s substantial investments in these programs have led to improved employee satisfaction, engagement, and overall organizational performance. While specific investment figures remain undisclosed, the positive outcomes achieved by Google indicate that their dedication to employee motivation is a strategic success factor for the organization.

References

Anderson, J. (2018). The link between “Best Places to Work” and company performance. Harvard Business Review.

Forbes. (2019). America’s Best Employers 2019. 

Smith, E. (2020). How employee satisfaction impacts business performance. Business News Daily.

Frequently Asked Questions (FAQs)

Q1: What is employee motivation, and why is it important in the workplace? A1: Employee motivation refers to the drive, enthusiasm, and commitment individuals have towards their work. It’s essential in the workplace because motivated employees are more productive, engaged, and likely to contribute positively to the organization’s success.

Q2: What are some common theories of motivation used in the workplace? A2: Common theories of motivation in the workplace include Maslow’s Hierarchy of Needs, Herzberg’s Two-Factor Theory, and Expectancy Theory. These theories help organizations understand what motivates employees and how to create motivating work environments.

Q3: How can companies measure employee motivation? A3: Employee motivation can be measured through surveys, feedback sessions, and key performance indicators (KPIs) like productivity, retention rates, and absenteeism. These methods provide insights into employee engagement and satisfaction.

Q4: What are some effective strategies for improving employee motivation? A4: Effective strategies include recognizing and rewarding achievements, providing opportunities for skill development and growth, promoting work-life balance, fostering a positive organizational culture, and offering competitive compensation and benefits.

Q5: Are there specific industries or companies known for exceptional employee motivation programs? A5: Yes, some companies like Google, Amazon, and Salesforce are known for their innovative and effective employee motivation programs. They prioritize employee well-being, personal growth, and a positive workplace culture.