Aaron to add value to the process they

Aaron Rogers

MGT-4250

Google Motivational
Approach

            Google may be one of the most unorthodox
companies today, largely due to their unusual approach to employee
motivation.  Instead of focusing on
deadlines, results, or sales, Google has instead decided to focus on the people
in the organization, seeking to ensure employees love their job, driving
innovation.  The Vice President of people
development is quoted as saying he seeks “To create the happiest, most
productive workplace in the world” (Martin, 2014).  He was additionally quoted as saying “It’s
less about the aspiration to be No.1 in the world, and more that we want our
employees and future employees to love it here, because that’s what’s going to
make us successful.” (Martin, 2014).

            This motivational approach stems
from the Social Exchange and Equity Theory, which focuses on the interaction
between an individual and the environment. (NELSON & QUICK, 2017).  In googles case, the Demands and
contributions are heavily centered on the Individual, where their personal benefits,
perks, work flexibility, and project management are all designed to maximize
employee morale.  Googles leadership team
will still make demands on the individual in question, they are less focused on
hard project due dates, and more focused on fostering innovation.  It is the employees responsibility to keep
track of their contributions, and ensure they are continuing to add value to
the process they may be assigned to. While the organizational exchange relationship
at google offers the standard competitive pay, health, dental, etc.  They offer some unusual perks to foster
morale.  Some of these include legal expense
reimbursement, expanded maternity benefits, free food, onsite doctors, and even
an onsite dry cleaner to name a few. (Martin, 2014)  Such a system will reduce the perception of
inequity in the workplace, which can often be a challenge to address. Perhaps
this reduction in inequity is a prevailing reason to why Google employees are
so highly motivated, they feel they are receiving greater than or equal to what
they are receiving, in terms of equity, benefits, etc.

            Additionally, Google employees are
given a greater individual voice in the company, where they are invited to
participate in weekly forums to discuss business opportunities, challenges, and
frequently asked questions.  Surveying is
a key tool in understanding areas of improvement and efficacy of the management
team.  This is instrumental in the resolvent
of  countless issues, where volunteer
groups are created, and actually given he resources to solve the problem they
were created to address.  This
motivational tactic fosters the perception the Google cares about their
employees, and are actually investing in discovering and implementing solutions
to the issues employees care about.

            These policies and behaviors have
had a profound impact on Google employees. 
Not only are google employees happier, but the structure of their
workplace encourages employees to join teams they may not have before, meet new
people, and generally sparks innovation. 
As a leader in the tech industry, nothing they do is by accident.  There is data to back up their decisions on
why there are so many food facilities on site, to the benefits of working on “whatever
you want” for up to 20% of your time. 
This flexibility will often get a fresh set of eyes on the problem,
often discovering new approaches or solutions to a project the core team might
have never thought of.  Additionally,
many google employees find their jobs to be meaningful.  With a corporate goal to “organize the world’s
information and make it universally accessible and useful”, it is easy to see
why.

            Overall, Google is the Gold standard
of employers, continually ranked amongst the top employers to work for, topping
the list in 2016 (Gillett, 2016).  Their unique approach to the Social Exchange
and Equity Theory will be studied for generations to come, and should perhaps
become the new standard for ensuring a well-motivated, efficient workforce.

 

 

 

 

 

 

 

 

 

 

 

 

References

Gillett, R. (2016, April 28). 5 reasons Google is
the best place to work in America . Retrieved from Buisness Insider:
http://www.businessinsider.com/google-is-the-best-company-to-work-for-in-america-2016-4/#a-high-percentage-of-googlers-say-theyresatisfied-in-their-job-1
Martin. (2014, September 25). The Google Way of
otivating Employees. Retrieved from Cleverism:
https://www.cleverism.com/google-way-motivating-employees/
NELSON, & QUICK. (2017). ORGB5. BOSTON:
Cengage Learning.