Employee Motivation Factors, Essay Example

Introduction

The below paper is designed to review what makes people happy, motivated, and engaged at the workplace. The author is planning to analyze the employee provisions in place among three of the companies rated “best companies to work for” in 2015, to determine common traits and trends. The results of the review will be used to test related motivational theories.

Company Analysis

The three companies the author selected for the below analysis are: Google (#1), Workday (#22), and Nugget Market (#26). To analyze the performance of the companies, the author will not only review the statistics, but also employee ratings.

Nugget had an  at least 95 percent rating for all employee questions: challenging environment, atmosphere, rewards, pride, company communication, and bosses. Interestingly, 26 percent of the jobs were filled by referral, and the company found suitable people for 111 positions internally. The voluntary turnover was 9 percent.

Workday had a discounted gym membership and paid time off for volunteering. 37 percent of jobs were filled by referral, and employee rating of the company was extremely high: 99  percent for atmosphere and pride, and 98 percent for challenges, rewards, communication, and bosses.

Google had the most employee facilities: time off paid for volunteering, discount and on site gym, medical facilities, and tuition reimbursement. The company also offered same-sex benefits. No information about filling jobs internally or based on referrals was published. The company’s employee rating was 95 percent for bosses, 97 percent for communication, rewards, atmosphere, and challenges, while it was rated 98 percent for pride.

Theory Testing

Homans’ Intellectual Influences and Core Ideas theory states that motivation consists of various propositions: stimulus, success, value, deprivation/satiation, and frustration-aggression (Appelrouth & Edles, 2010). The value proposition can be applied to the employee facilities provided, the reward and discount schemes. It is likely that Google’s education program provided for employees increases motivation, while free gym membership contributes towards both cohesion and job satisfaction. As Homans (1958) confirms: “Social behavior is an exchange of goods, material goods but also non-material ones, such as the symbols of approval or prestige”. This indicates that the more employees value the reward the more committed they will feel towards the company. Further, there was an interesting element of employee rating: pride. It can be considered as a non-material reward for work, and a fulfillment of one’s need of self-actualization (Maslow, 1970).

It is also useful to review Blau’s theoretical orientation (1964). According to the author, there are different human motivators: extrinsic and intrinsic rewards. Many of the employee rating criteria focused on intrinsic rewards, while the statistical details related to holidays and other benefits were extrinsic rewards. Culture seemed to be an important factor of employee commitment, rating, and motivation. A good atmosphere is something that makes communities work better together, and the company provides it as an intrinsic reward. Therefore, it is evident that both motivations have a role in employee commitment and relationship with the company itself.

Conclusion

The above review of the top rated companies on the Fortune list has revealed that motivation has several elements, and not all of them are related to financial benefits or the fulfillment of basic needs. If a company can create an atmosphere that helps employees connect with each other, social exchanges work better, and employees’ higher needs, such as self-actualization, love, and esteem can be fulfilled. They will believe they receive more rewards, and consequently will become more committed to common goals.

References

Appelrouth, S., & Edles, L. D. (Eds.). (2010).Sociological theory in the contemporary era: text and readings. Pine Forge Press.

Blau, P. M. (1964). Exchange and power in social life. Transaction Publishers.

Homans, G. C. (1958). Social behavior as exchange.American journal of sociology, 597-606.

Maslow, A. H. (1970). Motivation and personality. New York: Harper & Row.

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