In from within the individual because it is naturally

In this essay, I will be
discussing how Google tries to motivate and retain talented staff, I will be
drawing on aspects of the main motivational theories to show why it might be
effective. So, what is meant by motivation? It means ‘The will and desire that
a person has to engage in a particular behavior or perform a particular task’
(King and Lawley 2016).  Nearly every
human is motivated by one thing or another, due to our need’s as a human being
they lead us to put pressure on ourselves, which then we as human beings feel
the need to act to achieve the need’s. For example, the need to drink leads us
to thirst, because of this a person is motivated to drink.


First of all, I will be looking
at the different types of motivation, there are two main types which are
intrinsic and extrinsic. Intrinsic motivation is ‘Behaviour
that is driven by internal rewards. In other words, the motivation to engage in
a behaviour arises from within the individual because it is naturally
satisfying to you’ an example of this would be for people who love to dance,
their motivation would be to attend classes and learn dance routines to their
type of music which would be classed as the intrinsic motivation. Extrinsic
motivation is ‘behaviour that is driven by external rewards such as money,
fame, grades, and praise. This type of motivation arises from outside the
individual, as opposed to intrinsic motivation, which originates inside of the
individual’ an example of this would be in a work place when people are looking
for promotions in office based environments.

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Google is an
American multinational company. The company provides both goods and services
which are related to technology, these include software’s, search engine,
advertising and cloud technology. Google was found in September 4, 1998, the
company as a whole has grown to provide for millions of customers around the
world. The founders of Google are both Sergey Brin and Larry Page, they both
went to Stanford University. The Initial Public Offering was on August 19,
2004. The company was founded in Menlo Park, California, U.S. one of the first
services Google had provided was Gmail, their approach to emailing had included
features like big amounts of storage and threaded messages. Later, in 2006
Google had developed an online video sharing service/ website, up until today
millions of videos are uploaded to the site every second. Google had then
developed their products to desktop as well with providing services like
organising and photo editing and apps for web browsers. Furthermore, they had
developed their own Android mobile which is led by Google. The Google Chrome OS
software is the only operating system run on its goods.  The company processes over 1 million search
requests a data and about 24 petabytes of data every day.


researching what Google look for in an employee I had found that their main
criteria are for their employees to have abilities such as determination, being
educated and to praise ability more than experience. Employees of Google have
set visions and objectives set to them for the company’s success. This all
comes from the ability to speak many languages and being able to respond to
global audiences to serve. As a company Google try hard to keep their ‘open
culture’ associated with start-ups, which is that everyone in the company is a
contributor and with this they should feel comfortable to share their opinions
and feelings.  Google has their own
offices and café, these are created to enable and encourage employees of google
to communicate about the company. So, the question is how does Google motivate
their staff to reach success and retain their talented staff?


goal is to “strip away everything that gets in our employee’s way” (Google,
2010). They provide their employees with a lot of benefits, for example first-class
dining facilities, gyms, laundry rooms, massage rooms, haircuts, carwashes and dry-cleaning
services which are placed within their place of work. They even have shuttle
buses that pick-up employees to work and from work. Google truly want to make
the employee feel like they’re at home and have a relaxing company to work with
so that they are able to complete their jobs to its full potential. When it
comes to communication within Google everyone is mostly alike; they call
themselves ‘geeks’ and they enjoy working with each other’s company. After research,
I have learnt that Google is very different in a way in which that they listen
to their employee’s ideas openly. Also, the employees get rewarded for new
ideas that they suggest at Google. Being able to work there without anyone
telling them what to do is what the employees at Google like. They cherish the
freedom that is given to them.


Google is
known to incorporate Maslow’s Hierarchy of Needs to help them manage their employees
in an open way. As stated in Maslow’s theory an employee can’t actually be
motivated until an employee’s basic needs are met. Maslow’s Hierarchy of Needs
is arranged that had lowest level of needs which then move to the highest level
of needs. Maslow states that an individual should move up in the pyramid of
needs in order to fulfil their needs these include physiological needs, safety/
security needs, social needs, self-esteem and finally self-actualization.  As a company, Google provide their employees
with all the needs. They can take care of their employees using extrinsic needs
such as physiological, safety/ security and social needs (Thinking Leader,
2012). An example would be that they provide food by providing free cafes for
the staff and good pay which are physiological need, they provide doctor
services to meet their needs of safety, belonging/ respect by colleagues for the
social need, salary/ good ranking for self-esteem and opportunity to progress
on their passions e.g. promotion for self-actualization. Google provide their
employees with both intrinsic and extrinsic rewards. They believe that humans
are not only motivated by pay alone.