BRAZIL
Oh, to be a Googler! How Google’s Employee Engagement Contributes to the Company’s Success
Cydney McMillon
Queens University
Comm 610
Google has frequently topped the Fortune 100 list of "best companies to work for" and the company is known for their fun and unique workplace culture. I will be using the Expectancy Theory of Motivation for my theoretical framework to conduct an ideological analysis of the productivity of Google employees, as a result of Google's high employee engagement and incredible corporate environment. I will analyze interviews/articles about Google's HR team (a team titled "People Operations") and videos that exhibit a day in the life of Google employees such as "The Google Life". Employee engagement is very important to an organization because engaged workers increase profitability, are less likely to leave an employer and they are more likely to be motivated and advance their careers (Christensen, 2013).
Expectancy theory proposes that people believe there are relationships between the effort they put forth at work, the performance they achieve from that effort, and the rewards they receive from their effort and performance. (Lunenburg, 2011)
Vroom's Expectancy Theory addresses motivation and management in an organization. The theory suggests that an individual's perceived view of an outcome will determine the level of motivation. The Expectancy Theory has three key principles: expectancy, instrumentality and valence. Expectancy can be described as the belief that higher or increased effort will yield better performance. Instrumentality can be described as the thought that if an individual performs well, then a valued outcome will come to that individual. Valence refers to beliefs about outcome desirability. (Lunenburg, 2011)
Google uses these three principles to provide an innovative work culture that motivates employee with numerous perks and benefits. Some of the benefits include free lunch/dinner, onsite physicians and nurses,
Cydney McMillon
Queens University
Comm 610
Google has frequently topped the Fortune 100 list of "best companies to work for" and the company is known for their fun and unique workplace culture. I will be using the Expectancy Theory of Motivation for my theoretical framework to conduct an ideological analysis of the productivity of Google employees, as a result of Google's high employee engagement and incredible corporate environment. I will analyze interviews/articles about Google's HR team (a team titled "People Operations") and videos that exhibit a day in the life of Google employees such as "The Google Life". Employee engagement is very important to an organization because engaged workers increase profitability, are less likely to leave an employer and they are more likely to be motivated and advance their careers (Christensen, 2013).
Expectancy theory proposes that people believe there are relationships between the effort they put forth at work, the performance they achieve from that effort, and the rewards they receive from their effort and performance. (Lunenburg, 2011)
Vroom's Expectancy Theory addresses motivation and management in an organization. The theory suggests that an individual's perceived view of an outcome will determine the level of motivation. The Expectancy Theory has three key principles: expectancy, instrumentality and valence. Expectancy can be described as the belief that higher or increased effort will yield better performance. Instrumentality can be described as the thought that if an individual performs well, then a valued outcome will come to that individual. Valence refers to beliefs about outcome desirability. (Lunenburg, 2011)
Google uses these three principles to provide an innovative work culture that motivates employee with numerous perks and benefits. Some of the benefits include free lunch/dinner, onsite physicians and nurses,