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Running head: MOTIVATION AND PROFORMANCE 1

Motivation and Performance Management

Strayer University

BUS 322

Professor Lurlene Irvin

05/03/215

Abstract
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This assignment will evaluate the differences between job satisfaction and organizational

commitment. Then, a conclusion will be made about which one would be more powerfully

related to performance within the Google Corporation. Lastly, a review of both motivational

theory and performance management principles will help determine if the company chosen

would indeed be a good place to work.

Motivation and Performance Management


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There are many differences between someone who is satisfied with their job or if they are just

committed to the organization. By thoroughly evaluating what it means to be content or loyal to

a company, each meaning will need to be defined completely. Only then, can Google’s

performance record be traced back to employees who love their job or are just devoted to the

company. When determining if a company is a safe place to work it is helpful to know how the

personnel that work there feel about the organization they wake up for each day. By studying

Google's motivational theory and performance management principles, it will be easier to

determine if that is a place worth working for.

“Our work can be a big part of our identity and offer insights into what is important to us,

making it a rich area of psychological study” (Weir, 2013). The definition of job satisfaction has

many meanings and according to Weir, has a lot to with an enjoyable or constructive emotive

state resulting from the meaning one finds in their work (2013). Others like Lawrence Jones see

it more as either an intrinsic or extrinsic state of satisfaction (1992). However, job satisfaction

has been treated as both an overall attitude and as fulfillment with definite dimensions dealing

with a job. Specifically, these dimensions are the work itself, pay, advancement prospects,

coworkers and management (Jones, 1992). On the other hand, an organizational commitment

has a definition that can have three meanings. According to Employment crossing, the feeling of

responsibility that an employee has towards the values and goals of an organization, the degree at

which an employee completes their job or observed behavior in the place of work can all define

employee commitment (2015). Apparently, these two definitions differ in meaning and thus are

not the same whatsoever. Meaning, a person who is committed to a job does not necessarily

have to care about pay, advancement, the task they're assigned to, management or coworkers.
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In respect to whether if Google is driven more by commitment or job satisfaction let us look

at how Google runs its organization. Beginning with two college students, Google has grown to

about 37,000 employees in 40 different countries in just 15 years (Crowley, 2013). Being that

this company started as a search engine and has grown internationally and locally makes people

wonder what Google has that other companies like Yahoo, and Bing don't have. The simple

answer to this would be the fun atmosphere and Googles dedication to making the company a

place where people want to work. How many companies do you see that let people bring their

pets to work or provide game rooms like bowling and Lego's? If you guessed none, you are

correct; there is no other company like Google in the United States that has built their company

goals and values on job satisfaction. Though job satisfaction and commitment are dissimilar in

meaning it is possible to be committed to job satisfaction like Google is. "Our offices and cafes

are designed to encourage interactions between Googlers within and across teams and to spark

conversation about work, as well as play" (Google, 2015). When looking at the facts, it is clear

the Google's performance is more powerfully influenced by job satisfaction.

Though employee job commitment and satisfaction are building blocks for great

companies, they are not the only principles that matter. Motivational theory and performance

management are both some of the many ideologies that keep companies functioning on a daily

basis. Namely, motivation is defined as the process of stimulating and sustaining goal-directed

performance. Additionally, the Herzberg's motivation hygiene theory suggests decisive authority

in the workplace cause employment gratification; while the dual-factor theory means a separate

set of reasons cause dissatisfaction. More specifically, the influence labeled “motivational

factors,” is related to job happiness and hygiene factors," are related to job displeasure (Nelson &

Quick, 2015). Thus, by Google meeting the motivational factors of job enrichment, recognition,
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advancement and the work itself, makes it a great place to work. When companies like Google

use motivational factors, it helps develop positive mental health, and people will produce and

contribute in their place of work. In addition to the motivational atmosphere that Google has, it

also uses performance principles. Performance management is the procedure of defining,

measuring, appraising, providing feedback on, and improving performance, which also helps to

boost employee commitment. Given that production supervision can be calculated, employees

get work performance updates that tell them what they are doing great in or if improvement is

needed. Meaning, it helps managers set detailed goals to help fix the employee's performance or

continue what they are doing (Nelson & Quick, 2015). Google does an excellent job by

empowering their employees to make decisions and takes failures in stride. For example, “a vice

president in charge of the company’s advertising system made a mistake costing the company

millions of dollars and apologized for the mistake, she was commended by Larry Page, who

congratulated her for making the mistake” (Noviantoro,2014). It seems evident that Google

founders are invested in their work and their employees.

In conclusion, job commitment and satisfaction along with motivation and performance

management principles can be seen as stepping stones to a firm's success. A company cannot

have one without the other though each holds their meaning in the world of business; they are all

equally important. When workers are happy with their positions, their jobs take on meaning that

makes them feel empowered. Furthermore, an employee who is satisfied with their job benefits

the company as it helps to improve effectiveness and lower turnover rates. When this happens,

employees increase business profits with more productivity and save the company money by not

having to hire and train new workers. In all, business managers should strive for a balance to

keep a good relationship between a worker and the company.


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References

Employmentcrossing.com (2015, May 4). The three types of organizational commitment of

employees. Employment crossing. Retrieved from

http://www.employmentcrossing.com/employers/article/900006766/The-Three-Types-of-

Organizational-Commitment-of-Employees/

Fortune (2014, April 24). Fortune’s 100 best companies to work for. Fortune Magazine.

Retrieved from http://www.greatplacetowork.com/best-companies/100-best-companies-

to-work-for/year/2007

Google (2015, April 24). Our culture. Google. Retrieved from

http://www.google.com/about/company/facts/culture/

Jones, K. (1992). The encyclopedia of career change and work issues. The University of

Michigan. Phoenix, AZ: Oryx Press.

Nelson, D., & Quick, J. (2015). Organizational behavior. ORGB. Stamford, CT: Cengage

Learning

Noviantoro, T. (2014, September 14). Organizational culture in google inc. Retrieved from

https://www.linkedin.com/pulse/20140904061228-154884582-organizational-culture-in-

google-inc

Weir, K. (2013, Dec.). More than job satisfaction. American Psychology Association. Retrieved

from http://www.apa.org/monitor/2013/12/job-satisfaction.aspx