If we look into the first factor that is Motivators we can pin point many of them.
Motivators
Google.Inc provides many intrinsic factors to googlers that help them to remain motivate and perform at work. According to what Herzberg has defined as motivators Google.Inc provides its employees with factors like promotion, bonus for good performance and opportunities for development and growth of employees. Google.Inc lets the employees work in groups and gives them 20% of their time to work on their personal projects which also results in 20% of new product launches from these personal projects. To motivate the employees and work more efficiently the employee of the month gets his separate parking space, which increases his/her self-esteem. The …show more content…
A company where most of the people are at the 4th level of the hierarchy, the level of motivation there should be very high because they are at stage of attaining self-actualization.
Hygiene Factors
Hygiene Factors are classified as the extrinsic benefits or the fringe benefits that are provided by a firm to prevent dissatisfaction at work, things like company policy, salary, supervision, administration etc.
There are ample of fringe benefits that Google offers to it’s employees which no other company in the world does, these benefits keep the employees satisfied about their work and working conditions and gives a boost to the motivating factors. One way of maintaining Google, Inc.’s culture and keeping employees happy is administering the best perks and rewards Along with its compensation and traditional extrinsic benefits such as free health and dental benefits, flex spending accounts, 401K plans, insurance, tuition reimbursement, and vacation packages, they …show more content…
because it provides a psychological benefit to encourage employees to be more committed, more creative, and more productive. Google’s method of job design is staying away from monolithic hierarchies that stifle and distract creative ideas. Google sets up small interdependent entrepreneurial teams to come up with creative ideas and innovative products. Google found that with creating small teams, they were able to produce effective ideas with small investments. Google’s job design progressions are small creative teams, high commitment, appropriate compensation, ability to try new things, healthy disregard for the impossible, and that products must grow up. As the products grow up, they become more traditional near the product launch. . Creativity is encouraged along with a large dose of independent time to initiate the creative process. The fact that the Googlers feel the freedom to explore is one of the biggest perks that keeps them excited and on purpose in their work. Google, Inc. believes that they are attracting top talent because they empower employees to change the world. More than the intrinsic rewards and the cool lava lamps, employees believe they have the sense they are changing the world by organizing the world’s information, making people smarter, and teaching people to learn in a different way—they feel they have
Motivators
Google.Inc provides many intrinsic factors to googlers that help them to remain motivate and perform at work. According to what Herzberg has defined as motivators Google.Inc provides its employees with factors like promotion, bonus for good performance and opportunities for development and growth of employees. Google.Inc lets the employees work in groups and gives them 20% of their time to work on their personal projects which also results in 20% of new product launches from these personal projects. To motivate the employees and work more efficiently the employee of the month gets his separate parking space, which increases his/her self-esteem. The …show more content…
A company where most of the people are at the 4th level of the hierarchy, the level of motivation there should be very high because they are at stage of attaining self-actualization.
Hygiene Factors
Hygiene Factors are classified as the extrinsic benefits or the fringe benefits that are provided by a firm to prevent dissatisfaction at work, things like company policy, salary, supervision, administration etc.
There are ample of fringe benefits that Google offers to it’s employees which no other company in the world does, these benefits keep the employees satisfied about their work and working conditions and gives a boost to the motivating factors. One way of maintaining Google, Inc.’s culture and keeping employees happy is administering the best perks and rewards Along with its compensation and traditional extrinsic benefits such as free health and dental benefits, flex spending accounts, 401K plans, insurance, tuition reimbursement, and vacation packages, they …show more content…
because it provides a psychological benefit to encourage employees to be more committed, more creative, and more productive. Google’s method of job design is staying away from monolithic hierarchies that stifle and distract creative ideas. Google sets up small interdependent entrepreneurial teams to come up with creative ideas and innovative products. Google found that with creating small teams, they were able to produce effective ideas with small investments. Google’s job design progressions are small creative teams, high commitment, appropriate compensation, ability to try new things, healthy disregard for the impossible, and that products must grow up. As the products grow up, they become more traditional near the product launch. . Creativity is encouraged along with a large dose of independent time to initiate the creative process. The fact that the Googlers feel the freedom to explore is one of the biggest perks that keeps them excited and on purpose in their work. Google, Inc. believes that they are attracting top talent because they empower employees to change the world. More than the intrinsic rewards and the cool lava lamps, employees believe they have the sense they are changing the world by organizing the world’s information, making people smarter, and teaching people to learn in a different way—they feel they have