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Certainly, the two companies are fine examples of large corporate organizations that put employees’ wellbeing and satisfaction at the fore front of their decisions. They provide large amount of perks to motivate the employees. This enables them to be satisfied employees and in return motivates them to work harder for the company. We would love to work in such an environment as it is very conducive for a young individual who is entering the workforce. The company will provides us with the tools to be more productive workers, hence improving the performance of the company in return and also us. What do they do to motivate their employees? In this section we will take a close look at the specific actions taken by each company to motivate their employees. Google Space: The Google headquarters at Mountain View, California, is one of the largest offices in the world. It spans 1 million square feet and has 16 buildings in it. The space exudes the free spirit, which is a trademark of the Google brand. By providing lots of space for its employees, it aims to translate the open areas to creative ideas. Food: Food is part of the culture in Google. It provides 18 different cafes ranging from South American food to Asian food. This caters to the diverse group of people working at Google and makes the employees feel at home. The meals are also free for the employees. During the summer, Google moves outside to host barbecues for its employees Fitness: Google also focuses on the fitness of its employees by providing 4 gyms, which are completely free. Personal Trainers work one on one with employees to help them achieve their fitness goals. Special Treatment: Google provides free massages on employees’ birthday. It is a way of giving the workers a treat on their special day. Rest: Google understands how a nap can make workers more productive. It has placed sleep pods to enable workers to recharge in the day so as to ensure they are fresh and productive. Medical Services: Google provides free medical services for all its employees. By taking care of their health, Google takes care of a very important aspect of its employees’ lives. Also, healthy workers are more likely to be productive than good workers. Laundry Service: Google employees are able to do their laundry during their workday and it is returned to them by the end of the day. This frees up the Google employees to engage in more productive activities. This is one of the unique services, which is distinct in Google. Car Services: Google allows its employees to run errands on company-owned electric cars, which are environmentally friendly. This not only makes lives of the employees easier but it is also good for the earth. This is in line with Google’s unofficial motto “Don’t be evil”.
SAS Flexible Working Hours: SAS encourages its employees to find the best way to complete their task so that they will have more time to be engaged in other activities. It only requires a 35 hour week and it is very flexible on how the employees work. Causal Work Environment: By allowing its workers to have no formal dress code, it enables them to be attired in clothing, which they are most comfortable in. They hope this will translate to more productive workers.
the day care centers are conveniently located next to the office. there is a consultation area where the employees can be examined whenever they are in pain. they provide a variety of food for their employees. We can find five levels of human needs as we can relate each level to the approach adopted by the two companies: Physiological needs: These are the basic needs that one is looking for as shelter. Another motivation theory that describes Google and SAS approach regarding how they treat their employees is Herzberg’s two factors theory. Also. How Google and SAS’s approach can be explained by the motivation theories? Studies have shown that there are several motivation theories and many of them explain SAS and Google’s approach. Physical Well Being: SAS offers a 50. employees play ping pong. water polo. The cost of the day care is also very low compared to external services. In SAS. The services are free but some tests are paid for by the employees although they too are heavily subsidized. the company aims to inspire its employees by creative association. “a need is a physiological or psychological deficiency that a person feels the compulsion to satisfy. Inspiring Work Environment: With over 3000 artworks around the office. Day Care Centers: SAS has a Montessori day care center for the children of SAS employees. a garden for SAS employees insures the security and the well-being of their children. Furthermore. This allows the parents to be more at ease about family matters and concentrate on their job as they are confident that the company will take care of its various domestic needs. SAS offers a 90% discount for the country club membership for its employees. In Google. In SAS. clothes and food. Also. Esteem needs: People feel this need when they want to feel recognition and responsibility. We can see that both Google and SAS motivate their employees by satisfying this need as we watched in the videos. employees can benefits from a séance of massage and yoga that help them relax and be less stressed and more creative. Often country club memberships are seen as elevation of social status. 3000 works of arts are displayed all over the company to allow the employees to be more creative. Work/Life Center: The center provides parents with many social services such as assistance with college application for their children. According to Maslow. The membership allows the employees to spend time with their family while enjoying the many benefits and facilities of the club. A satisfied need no longer motivates behavior because people act to satisfy deprived needs”. they only pay 3000 dollars to be part of the club which shape their social standing in society.000 square feet state of the art fitness center for its employees to be physically active. this need is satisfied as they all work and have a salary that can ensure a shelter. basketball. The first well known theory that is relevant to our case is Abraham’s Maslow hierarchy of needs theory. Social needs: It can be best described by the need to have friends to tie relationships and to socialize with others. Country Club Membership: SAS offers country club memberships at a very affordable rate to its employees (US$3000). but only one fa ctor can be used in our case which is the . for free. As an example. which allows parents to have an ease of mind. clothes food and a job. They also have job insurance. For both Google and SAS employees. Safety needs: These needs can be described as the safety conditions in the job and the security that an employee would want to feel in his job environment. Self-actualization need: This need is in the top of the five levels which focus on creativity and challenge. Dedicated Medical Team: There is a group of medical staff ready to tend to SAS staff and family’s medical needs. yoga and a different kind of team sports where they can socialize.
According to a study conducted by Seamless. but they are actually learned through life experience”. it can be seen that many of its levels have been solved with an outstanding feature of employment benefits at Google and SAS: food. address specific needs of the employees to help them feel motivated and encouraged to perform. Firstly. for example. driving up efficiency. working conditions and the job security. The same systems might not be sustainable for medium to smaller-sized companies. For their safety needs. As top management in public companies are accountable to shareholders who focus more on the short term gains. Secondly. the type of work space found in Google and SAS may not be suitable for them as investment banks need to portray a professional image to its clients. even going so far as to provide gymnasiums for their employees’ physical upkeep. “everyone prioritizes needs differently and individuals are not born with these needs. It is noteworthy that both Google and SAS are large-cap companies that have both the financial and management capability to provide motivational systems such as complimentary food and healthcare. Hence they are able to reap huge benefits from offering a great physical space to its employees. out of 1200 employees working in companies of 20 people or more. self-esteem and self-actualization needs. The first need is the need for achievement. what conditions should be there to make this happen? Google and SAS have been successful in driving creativity and productivity by providing a great workplace environment which enables its employees to have a good work-life balance and motivates them to perform at work. the industry sector in which the companies are in also plays a vital role in determining if they can be like Google and SAS. Can every company be like them? If yes how? If no. to quote a study conducted by the University of Warwick on a similar topic. However. thus satisfying the employees’ physiological.hygiene factor. Google and SAS are both in the technology industry which places a great deal of emphasis on creativity. need for power and the need for affiliation. there are the free medical and health facilities provided by both companies. Using Abraham Maslow’s Heirarchy of Needs pyramid. “a happy worker is a productive worker”.. Those factors are mostly the job salary. in order to facilitate a more conducive and pleasant work environment. private companies are more likely to be able to emulate Google’s and SAS’s excellent benefits and work-life programmes than public companies. one of the major considerations for every company would be the financial budgetary constraint. We have identified three factors that have to be taken into consideration in determining whether every company can be like them. in the case of investment banks. Such benefits result in better work life quality and also create engaged workers. and U. Google. According to McClelland.S. an online delivery and takeout service in the U. 60% said that having company-provided food around the office would make them feel more valued and appreciated. . has a whole department dedicated to constantly trying out new things to create the perfect environment for its employees. Lastly. Google and SAS do motivate their employees using these factors as we could see in the videos by assuring superior working conditions and a guaranteed job security.K. The last motivation theory would be McClelland’s acquired needs theory as it is one of the theories that the two companies follow. It is extremely costly to offer the kind of benefits and workplace environment that Google and SAS. Do you find their system effective and efficient? Why? We believe that the system adopted by Google and SAS is both effective and efficient in achieving certain aims through employee motivation. it may be difficult for the management to invest in workplace reconfiguration which offers returns to the company in the long run. making them better workers. All these needs are emphasized in the Google’s company’s rule. This is because the measures that both have installed. It is exactly this reason that Jim Goodnight has been rejecting investment banks which are interested to bring SAS public. belonging. while 60% said such free lunches would encourage them to dine with their colleagues.
Although not every company can be like Google or SAS. Employees can also be given the freedom to decorate their work space. they could provide catered lunch once a week for the entire company and purchase a monthly stock of snacks and drinks for the office pantry. The companies could also partner with local businesses to offer free or discounted products and services. For example. most companies can emulate some of Google’s and SAS’s workplace strategies. .