The effective management of a contemporary organisation is a key aspect for a business to be successful. With an ever-changing environment, come new complications and prospects for organisations to face. However, through the use of knowledge in past experiences, an organisation can be empowered to a more stronger and beneficial management system, thereby improving the organisation as a whole. Initially was the development of classical approaches, involving Scientific management, Administrative principles, and Bureaucratic organisation. Then followed by the development of behavioral approaches to management, focusing on the human element of the workplace. These included the well-known Hawthorn Studies and Maslow’s theory of human needs, …show more content…
303-324). Google meets the physiological, safety and social needs through a comfortable and safe workplace environment, with diverse offices that are designed to encourage interactions between employees and the use of small teams to achieve work in a more efficient manner, as well as job security. Google states that everyone is a “hands-on contributor and feels comfortable sharing ideas and opinions” (Google 2015), creating a sense of belongingness for individuals within the company. Google understood that employees responded to intrinsic motivation and therefore developed the 20 percent policy. “Google’s stated policy splits the work hours…Eighty percent of their time is dedicated to assigned projects…with the remaining 20 percent dedicated to personal research of their own choosing.” (Girad 2009, p. 66). This enables employees esteem needs to be meet as well as impacting on the self-actualisation needs, as employees are more able to use their abilities to their full potential. With this workplace environment, employees are able to fulfill the five levels of Maslow’s theory of human needs.
In a very similar theory by Douglas McGregor,
Since Google Inc. is known for serving its employee’s and keeping them happy while demonstration outstanding employee support, it safe to consider its motivation theory could be based on Maslow’s Hierarchy of needs. Physiological needs are considered towards Google employees because of the benefits they receive including food, gym and bus to get to work. The slide at work is another form of motivation from a social context or perspective. It gives something for the employees to talk about and discuss, allowing
Management differs today than it did in the past. In the past, managers were considered “bosses” and their job mostly consisted of giving employees orders, monitoring performance and reprimanding unproductive behavior and misconduct. Many managers still manage employees in such fashion; however, some managers now tend to be more proactive and have changed managerial functions for the betterment of company operations and performance to accomplish organizational goals. Effective management for company success now entails guiding, training, supporting, motivating and coaching employees verses
Google’s organizational structure, like Zappos, is flat with low levels of management. Google encourages employees to take initiative without needing approval from multiple levels of managers. To inspire the spirit of innovation in its employees, Google came up with the 70-20-10 rule. Frenz (2013) states, “They have the freedom to spend 70 percent of their time on current assignments, 20 percent on related projects of their choosing, and 10 percent on new projects in any area they desire.” Employees have the freedom to set their own goals and change
Maslow’s Theory can be applied to many areas of human action and interaction, including management strategies of employee motivation. To fully understand how a hierarchy of needs can be applied to management, we must first look at the original work of Abraham Maslow and how it defines needs as motivational factors.
Managing resources efficiently and effectively is the most fundamental goal for organisation which aims to maximise individual and social prosperity. Therefore, the management theory is constantly developing. In 20th century, there were several management theories proposed such as scientific management, administrative management, behavioural management, etc. as increasingly aware of human are crucial element of the organisation and vital in influencing overall organisational performance, Douglas McGregor who studied about how workers’ behaviour effect the manager’s leadership, proposed Theory X and Y (Waddell et al. 2007). It is no doubt this conventional concept still correct in 21st century, however, business environment is significant
The purpose of this project is to review Google and analyze it as a potential employer. Throughout the report, we will cover their financial status, the culture of the company, and the future outlook. Additionally, we will explore the benefits and incentives offered, and employment opportunities. Our main goal is to come to a general consensus of what the company stands for and if it would be considered a suitable employer.
Over a period of time as the corporate world got more competitive, and globalization increased thus triggering global competition, the dynamics of the organization's internal culture changed and it was realized that the concept of leadership may not and should not necessarily mean a person who is in a top notch and authoritative position. Moreover, Maslow's hierarchy of needs pyramid also put forth the idea, that the employees are only motivated by financial gains until their initial needs and wants are being fulfilled. However, at later stages they look beyond monetary benefits and the highest degree of employee motivation is self actualization. This theory gave birth to the idea of 'people's organization' where employers realized the need to give importance to the employees, not in terms of
This study helps in finding out how Google designs the workplace satisfaction, that is why after analyzing the workplace of Google through Maslow’s need hierarchy theory it is clear that why it is so famous and well known in corporate circle. Google provides enviable perks to its employees and it has scratched the traditional human resource structure and reengineered it to create a happy, motivated and profitable workplace. Google has been highly innovative in its achievements in just a decade and successfully manages and integrates the people across all the cultures by concurrently motivating them so that they are consistently loyal, innovative, productive as well as ambitious. The company is famous for bestowing incomparable over-the-top perks on its workers. Have fashionable designed bowling alleys, billiard tables, employees getting free haircuts during the working hours. Every employee gets free food, free gym memberships along with Wi-Fi outfitted shuttle rides that they take to work. All these help in satisfying and motivating the employees physiological, safety, esteem, self actualisation and attraction and belongings
The most successful organizations make the best use of their employees' talents and energies (Heil, Bennis, & Stephens, 2000; Huselid, 1995). Firms that effectively manage employees hold an advantage over their competitors. Pfeiffer (1998) estimates that organizations can reap a 40% gain by managing people in ways that build commitment, involvement, learning, and organizational competence. Because employees are key to an organization's success, how well the manager interacts and works with a variety of individuals is key to a manager's success. (McGinnis, 2007)
As Douglas McGregor began working on his book, The Human Side of Enterprise, he encountered Abraham Maslow’s theory. Maslow believed that people had 5 basic ascending needs. It was this theory that not only supported McGregor’s thinking about a hierarchy of motivation, but it also provided a strong theoretical foundation for his assumptions (Bobic, 2003). With a firm foundation McGregor shared his theory with the world, and his theory has had a lasting impact on management theory.
Google’s human relations and human resource management styles have changed the way that companies will be managed in the years to come. Google’s model of motivation and leadership tears down the traditional scientific management theory which focuses on results rather than the employees who deliver those results. The Vice President of People Development at Google stated that the company’s strives “to create the happiest, most productive workplace in the world. It’s less about the aspiration to be No.1 in the world, and more that we want our employees and future employees to love it here, because that’s what’s going to make us successful” (Smith,2014). Google shows employees they are valued and constantly motivates them in the workplace by creating a culture that fulfills their needs in all aspects. The office design, the management style, policies, and perks/benefits all put the employee first.
This essay explores the similarities and differences between Abraham Maslow and Frederick Winslow Taylor. Primarily, they both had contrastive management theories. Maslow believed that people are motivated to achieve certain needs. When one need is fulfilled a person seeks to fulfil the next one, and so on (Maslow’s Hierarchy of Needs, McLeod, 2007). Taylor, on the other hand, applied his engineering and scientific knowledge to management and developed a theory called Scientific Management Theory (Frederick Taylor: Theories, Principles and Contributions to Management). There is, however, a comparison between these management theorists as they both ignored the external environment of the business,
It is clear to see that today’s management practices have stemmed from the studies and theories that have evolved over the past centuries. Scientific Management Theory and the Human Relations Movement are only two of many theories that have amalgamated over the past years to form current management trends and applications. There is no one theory that is preferred or more advantageous than the other, as we have learnt from the Scientific Management Theory and the Human Relations Movement, each have their positive and negative aspects. While these theories have their unique aspects, they also share similar themes and philosophies as discussed earlier.
The twentieth century has brought in a number of management theories which have helped shaped our view of management in the present business environment. These emerging theories have enabled managers to appreciate new patterns of thinking, new ways of organising and new ways of managing organisations and people. Over the years these different theories have enabled the study
Over the past hundred years management has continuously been evolving. There have been a wide range of approaches in how to deal with management or better yet how to improve management functions in our ever changing environment. From as early as 1100 B.C managers have been struggling with the same issues and problems that manager's face today. Modern managers use many of the practices, principles, and techniques developed from earlier concepts and experiences.