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The focus of the fourth level of Maslow’s hierarchy of needs is on an employee’s need for appreciation and respect. It is the driving force behind motivating an employee’s behaviour after the first three needs have been satisfied. Maslow classified the esteem needs into two categories: (i) esteem for oneself (dignity, achievement, mastery, independence) and (ii) the desire for reputation or respect from others (e. g. , status, prestige). People need to sense that they are valued by others and feel that they are contributing to the world. Participation in professional activities, academic accomplishments, athletic or team participation, and personal hobbies can all play a role in fulfilling the esteem needs.
Google is a prime example of an organisation who sees the importance of the esteem needs. The company know that by rewarding their employees by providing them with perks and praise will boost morale in themselves and indeed amongst the organisation thus increasing productivity. There are many ways in which Google applies reward and recognition to its workplace environment. All rewards are achieved purely by working hard and efficiently. It administered surveys, held focus groups, conducted academic research, perused U. S studies, and interviewed and observed employees. The company figured out what turned employees on and off in terms of rewards and recognition. Finally, they have supported four types of programs:
The Rewarding Googlers Spot-Bonus program allows managers to award any worker who served on their project teams with a larger monetary award of their choice or noncash recognition, such as dinner for two. The No name program was designed for executives to recognize teams for outstanding performance with group awards, ranging from team celebrations to team trips. Peer Bonus is where Googlers can nominate their peers for $175 rewards — both the peer and spot bonuses are intended to recognize going “above and beyond” one’s normal duties and expectations. It may be working extra hours to help a team finish a project or fixing an issue. It’s generally not recognition for one’s individual/personal goals.
Kudos rewarding system is a peer-to-peer recognition program that lets employees send online thank-you notes to co-workers without going through an approval process that has accessibility through many devices. Employees keep accumulating the kudos and then convert it to financial or non-financial rewards from the “Rewards catalogue”. Custom Rewards is a feature that lets the organization custom select what items you’d like to put in a virtual catalogue. From movie tickets to dinner at a local restaurant to VIP parking.
Peer-To-Peer Recognition: Kudos gives your team a formal place to recognize and appreciate one another daily. But we go above and beyond the rest with our built-in functionality that ties peer recognition back to company values and reinforces the behaviours that mean success for your organization. Manager-To-Peer Recognition: When an employee does something truly special, they deserve Kudos that stands out. Kudos facilitates a positive, top-down recognition program via Awards and Badges. You designate who in your company has permission to send them, and they’re also completely customizable to your company’s brand and culture.
Google is a very democratic and transparent company. It realises that its employees are its greatest asset and it combats the managerial challenge many companies encounter by incorporating all their workforce’s opinions and ideas with regards to the company’s ideals and objectives as well as offering complete transparency to all staff regarding team performance, workplace output and current goals and objectives of the overall company. This shows how Google trust their employees with confidentiality and trust their opinions and decisions. As a result, the employees know they are being valued and along with their work output rewards, their esteem needs are satisfied as they feel part of the company’s overall objective and productivity increases.
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