How to Motivate the Employees in Your Company - Case Study Example

MOTIVATE THE EMPLOYEES IN YOU COMPANY By Affiliation: Motivate the Employees in You Company Introduction Customer retention for businesses is about offering quality and affordable products and services to the customers (Bozionelos, 2008; pp. 114-116). On the other hand, employee retention or reduction of employee turnover differs from company to company and requires strategic management to align employees’ commitment in their areas of work to enable the company to excel in meeting customer needs and improving in performance (Cookie, 2014; pp. 159-172). To analyze the different methods applied in different companies to retain employees through motivational approach, this paper considers Google Inc. and Facebook Corp. as two examples of companies applying both conventional and other unconventional motivational methods to motivate their employees. Although both Google and Facebook are celebrated as the best companies to work in the world, their approaches are not practical in all companies as cost-benefit trade off may not reflect increased financial or operational output. While some companies perform better than others in terms of motivating employees, the cost of motivation and the impact of motivation to the company differs from one company to another. The applicability of Google and Facebook’s motivational methods is essentially minimal to a sizeable portion of other companies in the same tech industry. In addition, the recruitment and hiring processes in both Google and Facebook provide a different perspective than the usual approach of delivering credentials and conducting a formal interview. Since Facebook and Google use different methods of motivating their employees, this paper aims at establishing how Facebook and Google can make use of conventional employee motivation methods in their operations. Although Google and Facebook methods of employee motivation are valid, the value of these companies and their potential to generate profits enables them to use unconventional methods of employee motivation. As Facebook’s founder and CEO, Mark Zuckerberg reflects on his hiring method and explains that the only strategic approach to acquiring and keeping the best employees is by hiring employees one can work for (News.com, 2015; para. 1-5). Putting Zuckerberg’s approach into perspective, employee motivation is achievable in a balanced working environment. The interaction between employers and employees, management and employees, and executive management & operations management depends on the role each plays in the company as well as how much the interaction results to better performance. Employee retention is affected by various variables among them anticipation of change, income distribution, and career development (Erikson, and Ortega, 2006; pp. 653-666). To motivate the employees; Google and Facebook, regardless of their unconventional employee-motivating strategies, have to address the issues influencing and affecting the motivation levels of their employees. Thus, this paper will show how theory and practice interact to bring the best out of an employee and how to nurture motivated employees. Case 1: Facebook Facebook is a publicly traded company providing social interaction platform for users all over the world. Facebook assets are valued over $40 billion with an operating equity of $36 billion as of December 2014 (SEC Filings, 2014, pp. 1-5). Facebook’s success is influenced by a team of managers and employees whose work is dedicated to making the company a desirable place to work as well as a leading company in providing social networking services. As a strategy to hire, motivate, and retain employees, Facebook management allows employees a wide range of benefits aimed at ensuring that the company is productive, efficient, competitive against other social sites, and financially stable to invest in new investments and opportunities (SEC Filings, 2014; p. 3). In order to achieve the mission and goals of providing quality and competitive service, Facebook management has provided various motivational strategies to attract and retain employees. As with other companies, Facebook does not motivate its employees through financial support or income increments only. However, Facebook capitalizes on the aspect of keeping all employees as comfortable as possible to enhance productivity and acquire higher chances of retaining an employee. On the other hand, Facebook attracts talent that can manage itself such that supervision at work is minimal and productivity is high (SEC Filings, 2014; pp. 6-7). Mark Zuckerberg is the CEO of Facebook and provides an insight on the hiring process in Facebook. As a major entity in the hiring process, Mark indicates that he has been involved in the selection and hiring process and his strategy of hiring involves the consideration of how fit an employee is to be an employee in it. Thus Mark points that the individuals hired in Facebook reflect individuals he would want to work for in case Facebook was to close (News.com, 2015, para. 1-3). Through the hiring process, Mark is able to attract individuals whose responsibilities fit the mission of the company. In order to treat the employees as individuals the CEO can work for, Facebook provides six categories of motivational strategies. Employees in Facebook have access to over 40 different types of benefits spread across six categories. In Facebook’s motivational strategy include categories such as insurance and health, financial and retirement, parenting & family, allowances and discounts, and professional support. a. Insurance, Health and Wellbeing: At Facebook, employee wellbeing is one of the primary goals. The category focuses on insurance cover and support for employees, health care access and support, and wellbeing at the place of work. All Facebook employees have health insurance that the company funds partially based on the type of insurance cover and the number of individuals it covers. Additionally, the company provides its employees with flexible spending, and health savings accounts allowing employees to deposit and borrow from such accounts in times of health emergencies (Glassdoor.com, 2015; para. 3). Mental health care and dental care are additional employee benefits to do with health care support (Glassdoor.com, 2015; para. 6). In addition, various other insurance covers are provided to the employees such as disability, supplemental life, occupational accident, accidental death, and vision insurances all cover different aspects of an employee’s wellbeing. b. Financial and Retirement: Facebook provides its employees with an opportunity to grow their financial accounts while at the same time providing support to cover for various categories of expenses. For instance, retiring employees are provided with pension and retirement plans to aid them in leading manageable and comfortable lives. Additionally, the company offers employees equity incentives such that they can buy and sell stock from the company. Facebook also offers its employees the opportunity to accumulate workers’ supplemental compensation (Glassdoor.com, 2015; para. 4). c. Family and Parenting: As stated earlier, Facebook is dedicated to ensuring that its employees lead as comfortable lives as possible. The company does not limit its benefits to employees to only the working environment but also to the families of its employees. Both male and female workers are allowed maternity and paternity leaves. Unusual employee benefits are also extended such as fertility and adoption assistance. Workers with children are provided with free child care service, flexible working-hours, and the opportunity to work from home (Glassdoor.com, 2015; para. 4). d. Vacations and Time Off: Employees must balance between work and life such that they have time to work and time to be with family or to do personal things. In Facebook, all employees are provided with the opportunity to take paid vacations and leaves. The company also provides its employees with the opportunity to attend other businesses concerning an employee’s life. Time off is provided to employees who require voluntary leaves, the bereaved, and employees requiring sick leaves (Glassdoor.com, 2015; para. 6). e. Allowances and Discounts: Employees in Facebook are provided with numerous financial tokens and allowances. Among the most essential areas involving allowances and discounts include the provision of employee and mobile phone discounts/bonuses. In offering assistance, Facebook provides commuter and legal assistance to its employees. Fully covered company benefits to the employees include access to company’s social events, membership to the gym, and free snacks & lunch. For employees with personal means of transport, travel concierge is provided (Glassdoor.com, 2015; para. 8). f. Professional Support: Facebook offers its employees the opportunities to grow. Through diversity programs, employees are able to mingle and work together on projects and in project teams. Additionally, the company offers its workers the opportunity to develop professionally. Through support teams, employees are offered chances to create, lead, and manage small project teams to develop leadership opportunities among members (Glassdoor.com, 2015; para. 6). Initially, Facebook used to provide tuition assistance but the program was discontinued based on relevance problems. Case 2: Google At Google, the employee is considered a valuable resource to the company and therefore, special motivational approaches are employed to nurture productive organizational culture. Google’s assets are valued at above US$131 billion with total equity of over $104 billion (U.S. SEC, 2014; pp. 1-3). To generate the company’s wealth and sustain its productivity, Google requires a customer base and products/services to meet the customer demands. Products and services provided to the market require designing and producing. Behind the tasks of creating and developing products and services to offer to customers are the company’s employees. To attract and retain employees, motivational strategies are deployed to ensure they are comfortable, energized, cared for, and most importantly at their best form to execute tasks and deliver results (Wright, 2007; pp. 54-64). Google’s approach to employee motivation takes the personal wellbeing of employees the next level as it provides financial support to the families of an employee who passes away. The company’s motivational strategy involves creating a comfortable working environment enabling employees to grow their careers and gain job satisfaction (Smith, D’Onfro, 2015; para. 7). Google’s core objectives in the development of its employee motivation strategy are geared towards attracting the best technical team, to provide a foundation for growth, and to ensure equal representation of every employee’s concerns, issues, and proposals. To reflect and address employee motivation challenge, Google considers 14 areas to motivate its employees (Smith, D’Onfro, 2015; para. 2-7). These areas comprise: 1. Free food and snacks: Google takes the initiative of proper time management by introducing a café for its employees to serve themselves with five-star meals and snacks. The café, although it serves the purpose of providing energy to employee during working hours, it solves the problem of lengthy lunch breaks. Additionally, the provision of free food and snacks is guaranteed for the three meals in a day assuming that employees stay late at work (Smith, D’Onfro, 2015; para. 3). 2. Opportunity for Growth: Google makes sure that employees are ever growing in both their skills and productivity. To guarantee an environment that allows employees to grow in their careers, Google hires the best technical staff and nurtures it through provision of timely training and information access to expand one’s knowledge. As a secondary motivational strategy for Google, new employees are mixed with existing employees. This opportunity to merge existing and new employees is the acquisition of an environment for knowledge management and transfer. New employees explain that their path to growth is catalyzed by the company’s investment on hiring top performing employees who influence later generations or employees to be more productive by acquiring and deploying knowledge to various areas of the company (Smith, D’Onfro, 2015; para. 4). 3. Testing the Future: Customers from all over the world look up to companies and business models top provide them with products and services that match their preferences. Google is a company providing various services and products to the public. As a show of trust to its employees, Google offers employees the opportunity to use products and services that are not yet launched or made available to the public (Smith, D’Onfro, 2015; para. 5). 4. TechStop: In a competitive market place and industry, companies require to make use of their full capacities. In this regard, Google provides a technical support program which enables employees to work on personal projects or to replace malfunctioning gadgets. TechStop allows the company to influence employee-work-output based on minimal waste of time and associated maintenance fee (Smith, D’Onfro, 2015; para. 5). 5. Travel: Employees at Google are provided with free rides to and from work. The free transport ensures that employees have nothing to worry about regarding transportation fees, getting to work late, and or performing. Google buses are installed with Wi-Fi and offer employees the opportunity to work on their way to or from work. Additionally, the inclusion of Wi-Fi in the buses provides the employees with an added advantage of mitigating boredom - a demotivating factor for corporate employee (Smith, D’Onfro, 2015; para. 6). 6. Pets: Googles offers space for employees to show up with their pets. More specifically, Google allows employees to bring their dogs to work expanding the comfort of the employees. In addition, employees at Google argue that they have grown from knowing just a few colleagues to getting to know employees in other departments (Smith, D’Onfro, 2015; para. 7). 7. Wellbeing: Google requires the services of a healthy and focused employee. Through support and involvement in the personal lives of its employees, Google employs massage credits which serve as massage rewards for any outstanding achievement (Smith, D’Onfro, 2015; para. 8). 8. New Parents: Google offers new parents benefits ranging from financial to post-natal. New parents are allows up to 18 weeks of paid leave for the female parents and six weeks’ leave to male parents. Additional tokens include the “baby bonding bucks” which is Google’s strategy of assisting its employees with the initial costs of raising a child (Smith, D’Onfro, 2015; para. 9). 9. Death Benefits: Google offers its employees a proper send-off token. However, as life insurances operate, these death benefits are only accessible if a Google employee dies. Among the benefits extended to the family of the departed include 10-year payment of half the income the employee earned while alive (Smith, D’Onfro, 2015; para. 10). Additionally, since Google employees have the benefit of buying the company’s stock, after death, these stocks vest immediately. Google also provides life insurance for its employees and the payout from the insurance cover is directed to the beneficiary or spouse (Smith, D’Onfro, 2015; para. 11). 10. Fitness Classes: Google employees can access sporting and fitness equipment such as gyms. Employees are also encouraged to be active in sporting events organized within the organization (Smith, D’Onfro, 2015; para. 11). 11. 80/20 Rule: Employees at Google are allows to spend 20% of their working time on personal projects. This strategy engages employees in focusing on inventing products that the company can fund and improve its productivity (Smith, D’Onfro, 2015; para 12). 12. Growth: Google is an ever-growing company with sustainable revenue mix. The company’s financial stability and value provides job security to employees who strive to innovate unique products for sale to customers all around the world (Smith, D’Onfro, 2015; para. 13). 13. Personal Growth: Employees that sponsor or are part of charity organizations’ missions are allowed to take time off for up to 3 months. Employees with personal projects are also legible for the extended time off (Smith, D’Onfro, 2015; para. 14). 14. Google Family: Google’s ex-employees are ever appreciated as part of Google. In this case, world wide support portal to support for these ex-employees is at offered. This approach induces a feeling that the company cares for current and ex-employees as well (Smith, D’Onfro, 2015; para. 15). Analysis and Discussion Attracting Technical Staff The expectancy theory stipulates that an employee’s motivation is nurtured by the variables provided to him/her. In management, the expectancy theory suggests that employees will respond to the actions of management. If the company treats the employee well, the employee improves on his/her performance. However, when dealing with companies such as Facebook and Google, employee motivation through the expectancy theory validates the use of strategies such as professional support for Facebook and 80/20 rule in Google (Smith, D’Onfro, 2015; para. 12). Provided that these programs work towards the development of employee competences as well as in the development of special skills, it is expected that Facebook and Google’s cost-benefit tradeoffs are valid and sustainable of the companies’ corporate value (Jiang, 2012; pp. 1264-1294). To attract qualified personnel both Facebook and Google make use of the incentive theory. The incentive theory merits the use of rewards as motivators to influence good performance (HQ, 2014; para. 2-5). In Facebook, employees are provided with various types of insurance covers among their visual, mental, dental, and health insurances. In Google, massage credits are offered to employees as reward for outstanding performance or achievements. In addition, the provision of death and ex-employee benefits provides employees with the urge to protect their jobs by performing better, influencing change, and effecting change. The strategy to reward employees for good performance plays the role of mitigating risks such as the loss of qualified personnel. In addition, it enables employees to perform better for higher value rewards. To the companies’ advantage, better performing employees increase the revenues of the company. Facebook and Google’s growth is influenced by talent management. In both companies, employees are provided with professional support to develop innovations of their own. Through incentives such as free training and development, bonuses, allowances, and reward pushes employees to thrive to support the companies’ missions. Impact of Employee Motivation on Corporate Performance Employee performance can be influenced by a variety of factors. As it is through incentives and other benefits that employees can be motivated to work better, a satisfied employee performs better. Herzberg’s two-factor theory showcases the impact of satisfied and unsatisfied employees within a taskforce. Herzberg’s two-factor theory shows how satisfaction at the workplace can lead to better individual and collective performance (Mindtools.com, 2014; para. 2-5). For instance, Facebook thrives to satisfy its employees by providing a competitive environment in terms of talent attraction and management. Google on the other hand, directly aims at satisfying its employees by providing them with programs such as the 80/20 rule. In addition, the TechStop ensures employee engagement at all times offsetting the probability of underutilization of resources. With personal support offered to the family level, employees are satisfied that the companies, Facebook and Google, offer leaves (paid for normal leave and non-paid for extended leaves) to new parents and sick employees. These strategies increase the employees’ performance based on the belief that the company is not only interested in performance but also in the employees’ wellbeing too. Nurturing Employee Satisfaction Satisfaction in employees is nurtured through the boosting of employee morale. High performing employees are directly associated with positive attitude coupled with increased morale to perform better. Using Maslow’s hierarchy of needs, increased morale results from the satisfaction of physiological needs. For instance, both Facebook and Google offer food and snacks as well as gym services. These benefits satisfy the employees’ physiological needs without the incurrence of additional costs at the employee side (Mindtools.com, 2014; para. 1-6). Employees are sensitive to company operations that may threaten the work of an employee. As an element of the Maslow’s hierarchy, companies should make sure that their employees are provided with financial security. Safety for employees is sort to ensure that an employee’s future in a company is long term in nature. Failing companies threaten the financial security of their employees. Threatened employees lose morale and motivation. To remedy the threat of losing their sources of income, threatened employees start seeking jobs from other employers. In the cases of Google and Facebook, both companies are potentially stable to withstand economic crises based on the value of their assets and the total equity. The financial stability of the company translates to the financial security of employees. According to the Maslow’s hierarchy, financial safety is a major motivational factor to employees – both Google and Facebook satisfy this requirement. Retaining Technical Staff To attract technical staff is one thing and retaining it is another. An unmotivated employee is likely to leave the current job for another. Commitment levels of the employee are generally low resulting to poor performance. To ensure that employees are retained in the company, management must ensure they are sufficiently provided with a support system to manage and develop job satisfaction. Employees considered to be satisfied are likely to perform poorly as they do not have higher goals to achieve. However, a company providing employee satisfaction and challenging employees to grow and develop their competences, according the Maslow’s hierarchy, creates love and attachment effect on the employee. Thus, working at the company offers the employee a chance to contribute in the growth and development of the company. Employees in both Facebook and Google are responsible of their growth and development. Through the availability of approaches such as 80/20 rule by Google, employees are given the go ahead to research and develop their own inventions which the company would credit the innovator boosting the connection between the two entities. Consider the situation involving Google where active employees are made to work with the freshmen. Google approach to link experienced and amateur workforce is to develop the freshmen to be as experienced as their active counterparts. To boost the esteem of employees, linking of experienced with unexperienced employees enables the latter to develop knowledge and develop emotional stability regarding challenging tasks and situations. Google, in addition, rely on teamwork which has developed to be the organizational culture. Self-actualization as the forth element of Maslow’s hierarchy requires employees to develop and make use of their full potential. Full potential is attained after an employee grows to the highest rank according to his/her ambition. Employees depend on career development to render their efforts meaningful. Hence, promotions and career development to employees is an achievement sustained by the company’s provision of career development opportunities. Google unifies the environment between managers and employees. By allowing employees to assume duties responsibly, good performers are easy to spot and rewarded based on their performance. Employees envisioning the probability of upgrading their careers by assuming more responsibilities, engage in more dedicated execution of their duties. To the company, developing careers produce leaders and strategic planners. Employee Growth and Development Appreciating the job cycle process where current leaders are replaced in future by current employees, career development provides a unified environment for employees to strive towards meeting their personal career related goals. Under the self-actualization element, Facebook does not show strategic approach to the process of career development. According the hiring process employed by the CEO, Facebook does not provide room for career development. This challenge is posed by the nature of the company where its core business is narrowed to service delivery only. With computer programming, marketing, and research as the main activities Facebook is involved in, employees are normally outsourced at the prime of their careers. Although Facebook is not keen on allowing employees to envision growth in their careers, it provides a sustainable environment to refine one’s skills and competences. This sustainability is coupled with good pay and job security hence retaining technical staff until they are procedurally replaced by better qualified personnel. Recommendations a. Cost-Benefit Trade Off Organizations around the world look forward to make profits in their operations. For-profit companies that do not have a business plan towards develop, a problem of sustaining business processes and output are encountered. For the company to be successful in its operations, it must establish a product or a service and a set of employees to develop it. In order to attract the best technical staff, companies like Facebook and Google invest in too much employee benefits. For instance, the case of Facebook where employees are provided with categorized benefits indicates high spending by the company to sustain its staff. Forgetting Facebook and Google and applying the concept of unlimited employee benefits is not economical or strategic. To attract and retain highly qualified personnel, the company has to meet its target half-way. Hence, for Facebook to grow and sustain its development, its spending on employee motivation must be high. However, for smaller and local companies aiming at motivating their employees, the use of excessive employee benefits should be regulated to fit within reasonable budgets that do not compromise the company’s financial goals. In Google, employees are provided with death benefits which is a move other management bodies from other companies may not consider cost effective. Providing employees with death benefits is a beneficial to the employees’ family as it manages costs and provides financial solution to the problem. To the company on the other hand, the consideration of extending death benefits to employees does not support economic deployment of funds as resources for sustaining and developing the company. In this case, Google should change death benefits to one-time payout to cater for the employee sendoff to cut on spending and cut back on future liabilities relating to departed (dead) employees (Baldev, Sharma, and Mohapatra, 2009; pp. 426-440). If a Google employee dies, the company provides his/her next of kin with benefits such as 50% of the income the departed employee earned for 10 years. Economically, this approach is not beneficial to Google assuming that an employee can pass away after working for 2 years and having Google pay 50% of the income the departed would have earned in 10 years. b. Customization of Processes According to the numerous processes that Facebook and Google apply to retain technical staff, growth, development, and sustainability factors are essential. In order to develop a better team of employees, strategies such as motivating employees by increasing their earnings are examples. However, to acquire the technical team required without the need to nurture and manage talent leads to higher spending as high competition for top performers increases their bargaining power. To sustain development and ensure that employees are motivated in a cost effective and sustainable manner, the selection method by Facebook should be amended. Amending the process of hiring the best would give room for a cheaper and sustainable method of retaining employees. By selecting, training, and developing employees, Facebook can have a higher retention rate as employees will acquire experience and develop Maslow’s love and attachment to the company. Unlike it is anticipated that employees without the chance of developing their careers will leave one company for another (Baldev, Sharma, and Mohapatra, 2009; pp. 428-429), employees that grow with the company perform better in the long run than those hired as experts to handle emergencies. Additionally, employees straining to attain self-actualization as technical staff tend to serve more than one employer and running the risk of endangering one company’s secrets by being contracted or hired by a rival company. To resolve the probability of Facebook losing its expert employees, it should revert from its unusual/unconventional hiring process to ensure that it provides room for employees to grow and remain motivated to handle company responsibilities with loyalty. c. Resource Management and Operational Capacity At Google, an employee can survive his/her entire life employment in the company without spending on food as food and snacks are provided for all meals. Provision of meals at Google reflects its financial capacity and sustainability of managing a motivational strategy for its employees. On the other hand, performance of employees provided with the privilege to acquire food from the company cannot be tested to showcase whether the benefits they enjoy relate to the quality of their work. In both Facebook and Google, freedom is a major area where they manage to motivate the employees through. With various inputs such as biking slopes, skating spaces, and room for other fun related activities available in both Facebook and Google, a cost-benefit anomaly emerges. The freedom to bring sporting equipment, and in Google’s case to bring dogs to the workplace increases the amount of wasted time based on the frequency of tending to these activities (gaming) and responsibilities (babysitting dogs). As much as Google, under the above described circumstances, can attract technical staff and also retain a high percentage of its workforce, the freedom extended to the employees has a potential of interrupting profitable operations based on the cost of motivation against the impact the resulting employee has to the company’s operational output. d. Time Management What do motivated employees do? According to Herzberg’s two-factor theory, an employee will perform as far as the performance satisfies his/her goals. Unmotivated employees waste resources such as time as they have a poor sense of responsibility at the place of work (Sonawane, 2008; pp. 256, 267). With time as a resource, both unmotivated and motivated employees have the potential of wasting time. For under motivated employees, lack of focus and interest lead to wastage of time. Motivated employees on the other hand do not lead to much time mismanagement as unmotivated lot does. However, for instance, in the process of motivating employees, Google’s use of 80/20 rule is strategically career friendly as employees are able to develop their own inventions (Jiang, 2012; pp. 1274-1277). To the company, time utilization in meaningful operations would suffer 20% deficit. To rectify this problem, employee motivation should be separated from resource management. With resource management handled as a different variable, employee motivation should exclude mismanagement of resources since employee motivation is a strategic approach for the company to accumulate wealth. Thus, one resource such as funds to sponsor development should not be deployed to motivate employees through a process that would in return waste time as a resource (Baldev, Sharma, and Mohapatra, 2009; p. 435). Conclusion Employee motivation is an essential input for management across all industries. Motivated employees portray higher commitment levels than unmotivated employees. Based on the work environment, employees are likely to achieve job satisfaction or not. Considering the case studies on Google and Facebook, the two companies have differing but purposeful employee motivation strategies. Conventionally, Facebook and Google motivate their employees through the provision of financial allowances and bonus, involvement in family matters, knowledge development and management, and offer open platforms for career advancements. On the contrary to conventional approach of motivating employees, both Facebook and Google provide uneconomical benefits to employees. For instance, Google’s approach with its 80/20 rule and allowing dogs in the workplace hands over 20% of working hours for personal projects. This approach is wastes resources and it is recommended that Google motivates its employees without confusing the role of interrelated variables (increased benefits against time management). Facebook of the other hand, offers numerous employee motivation tokens listed under six categories. Like Google, Facebook manages to motivate its employees but fails in addressing the motivation-elements in Herzberg’s two-factor theory of providing room for development. To remedy this problem, Facebook should provide a platform for growth in spite its hiring approach of only the best. The benefits of motivated employees sum up in the business’s performance improvement and financial stability. Although employee motivation methods differ from one company to another, they influence the growth of the company if they are deployed cost-effective. References Baldev, R., Sharma, & Mohapatra, M. (2009). Personal & Situational Factors as Predictors of Managerial Motivation. Indian Journal of Industrial Relations, Vol. 44, No. 3; pp. 426-440 Bol, J. (2011). The Determinants and Performance Effects of Managers Performance Evaluation Biases. 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How Does Human Resource Management Influence Organizational Outcomes? A Meta-Analytic Investigation of Mediating Mechanisms. The Academy of Management Journal, Vol. 55, No. 6: pp. 1264-1294. Mindtools.com, (2014). Herzbergs Motivators and Hygiene Factors: Learn How to Motivate Your Team. Available at: http://www.mindtools.com/pages/article/ News.com (2015). Facebook CEO Mark Zuckerberg reveals the secret to getting hired by him. Accessed online on March 17, 2015 from http://www.news.com.au/finance/work/facebook-ceo-mark-zuckerberg-reveals-the-secret-to-getting-hired-by-him/story-e6frfm9r-1227249395211 SEC Filings. (2014). Facebook. 10-K Annual Report. Retrieved on March 17, 2015 from http://investor.fb.com/secfiling.cfm?filingID=1326801-14-7&CIK=1326801 Smith, K, & D’Onfro. (2015). Google Employees Reveal Their Favorite Perks About Working For The Company. Retrieved on March 17, 2015 from http://www.businessinsider.com/google-employees-favorite-perks-2014-7?op=1#ixzz3Uafp8t12 Sonawane, P. (2008). Non-monetary Rewards: Employee Choices & Organizational Practices. Indian Journal of Industrial Relations, Vol. 44, No. 2: pp. 256-271 United States Securities and Exchange Commission. (2014). Google Inc. Annual Report Form (10-K). Wright, B. (2007). Public Service and Motivation: Does Mission Matter? Public Administration Review, Vol. 67, No. 1: pp. 54-64 Appendix A: Research Log Date Item researched Data Source Keywords Used No. of Searches Topic Evaluation Difficulty Evaluate Relevance 2009 Employee Motivation Journal Employee Motivation 1 Personal & Situational Factors as Predictors of Managerial Motivation This source provided easily comprehensible information Source is relevant and reliable 2011 Employee Motivation Journal Employee Motivation 2 The Determinants and Performance Effects of Managers Performance Evaluation Biases This source provided easily comprehensible information Source is relevant and reliable 2008 Employee Motivation Journal Employee Motivation 3 Improving Employee Motivation and Retention in Call Centers: Is Adding Layers the Answer? This source provided easily comprehensible information Source is relevant and reliable 2010 Employee Performance Journal Employee Performance 1 Agile Productivity Unleashed This source provided easily comprehensible information Source is relevant and reliable 2014 Employee Performance Journal Employee Performance 2 Agile Productivity Unleashed This source provided easily comprehensible information Source is relevant and reliable 2006 Employee Performance Journal Employee Performance 3 The Adoption of Job Rotation: Testing the Theories This source provided easily comprehensible information Source is relevant and reliable 2015 Facebook Case Online Employee Benefits 1 Facebook Benefits This source provided easily comprehensible information Source is relevant and reliable 2014 Employee Motivation Online Employee Benefits 4 Incentive Theory of Motivation This source provided easily comprehensible information Source is relevant and reliable 2012 Employee Performance Journal Employee Performance 4 How Does Human Resource Management Influence Organizational Outcomes? A Meta-Analytic Investigation of Mediating Mechanisms. This source provided easily comprehensible information Source is relevant and reliable 2015 Employee Motivation Online Employee Motivation 5 Herzbergs Motivators and Hygiene Factors: Learn How to Motivate Your Team This source provided easily comprehensible information Source is relevant and reliable 2014 Facebook Case Online Employee Benefits 2 Facebook CEO Mark Zuckerberg reveals the secret to getting hired by him This source provided easily comprehensible information Source is relevant and reliable 2015 Facebook Case Online Company Performance 1 Facebook. 10-K Annual Report. This source provided easily comprehensible information Source is relevant and reliable 2008 Organization Strategies Journal Employee Motivation 6 Non-monetary Rewards: Employee Choices & Organizational Practices This source provided easily comprehensible information Source is relevant and reliable 2014 Google Case Journal Employee Benefits 2 Google Inc. This source provided easily comprehensible information Source is relevant and reliable 2007 Employee Motivation Journal Employee Motivation 7 Public Service and Motivation: Does Mission Matter? This source provided easily comprehensible information Source is relevant and reliable Read More