Motivation and Performance Management

Motivation and Performance Management

Google Inc. is a multinational organization based in the United States, according to Alexa; the website is the most visited in the world rating it at the first position among the Fortune one hundred companies in the United States and in the world. The organization specializes in internet based products and services.

Job satisfaction relates to the rate of contentedness of an individual in the current place of work (Vroom, 2010). Human resource professionals and scholars have further subdivided job satisfaction as cognitive job satisfaction and affective job satisfaction. It has been noted that cognitive job satisfaction relates to extent at which an individual is satisfied with diverse job facets such as the pay, working hours and pension arrangements among others. Affective job satisfaction relates to emotional feelings attached to the workplaces, which dictates the extent of happiness an employee feels about the workplace (Vroom, 2010).

Organizational commitment relates to the psychological attachment of the employees to the organization. It has been noted that organizational commitment is concerned on the way employees feels about their workplaces, which in return influences how employees are committed in meeting the vision and the mission of the organization (Vroom, 2010). Organizational commitment is concerned on job performance, turnover and organizational citizenship behavior. Variables connected with organizational commitment are empowerment, role stress, employability, job insecurity and forms of leadership in the organization (Vroom, 2010). Organization commitment is different to the attitudes of the employees towards an organization although to some extent interconnected. Organizational commitment expresses oneness of the employees within the organization which improves on the organizational identification.

In Google Inc. organizational commitment is stronger as compared to job satisfaction. It is argued that organizational commitment to some extent covers subsets of job satisfaction, since there is no way employees can be committed in meeting the vision and the mission an organizational without including job satisfaction. Surveys done on the employees of Google Inc. indicated that they are satisfied working with Google Inc.; which proved that they were committed to the organization. Google Inc. encourages organizational commitment through committing to individual people-first values, communicating and clarifying the mission, guaranteeing organizational justice, supporting employee development and in offering community of practice (Vroom, 2010). Google Inc. strongly advocates people working in teams, with employees grouped according to the individual talents; in so doing, the practice has encouraged innovation which has build up a competitive edge in the organization. Physical and virtual Teams in Google Inc. has encouraged innovativeness, better solutions, better production, intra-Team conflict and in dealing with inter-team conflict among other benefits.

Google Inc. has more than thirty thousand employees in different parts of the world; it is not easy managing such a diversity of employees. Google Inc. has sort management teams from technology professionals that are highly experienced in spearheading the industry and in managing the human capital to attain organizational commitment (Vroom, 2010). Larry Page has made sure that he is updated with the day to day operations of the organization, which is part of engaging with technology strategy and product development of Google Inc. The organization has managed diversity of the employees by supporting it, accepting it, celebrating it and in thriving in it for the overall benefit of the organization, community being served and for the products offered by Google Inc. It is argued that Google Inc. is a consistent affirmative action employer, which is guided by the prevailing organizational culture.

Google Inc. is a potential employer having been listed number one consecutively according to Fortune 100 Companies. Jobseekers are encouraged to seek the assistance of professionals in figuring out the relevant job openings in potential employers. Job seekers are encouraged to have first hand information on the target companies, this is critical in showing interest in working with potential employers (Vroom, 2010).

Reflecting on the Equity theory by Stacy Adams, it was noted that workers compares the effort they put to the organization and the reward potential. It is believed that equity exists among the employees if equal rewards are offered in return, which shapes the level of employee performance and commitment. In Google Inc., it has been noted that satisfaction of employees is expressed through the effort, need, obtaining rewards and achieving the desired goals. In other words, Google Inc. has been sensitive in motivating employees in attaining the desired goals. Employees within an organization consider their rewards as well as rewards of others, balancing the reward act motivate the employees in attaining the organizational vision and mission (Vroom, 2010).

Inequities in rewards may lead to de-motivation of the employees depending on the workloads. People sharing similar job description must be given equal rewards to encourage motivational of employees and in discouraging inferiority complex. Signs of employees who feel treated in an inferior manner are related to: employees put limited effort to their jobs, employees transfer or quit jobs, employees demand for better rewards or treatment and some of the employees develop mechanism of making their work look better by comparing with other employees (Vroom, 2010). Equity theory in Google Inc. has been considered on a serious note in making sure that all the employees feel valued and respected; and it has been influential in expressing performance management within the organization.



Vroom, V. H. (2010). Manage People, Not Personnel: Motivation and Performance Appraisal . Boston, MA: Harvard Business Review Press.


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