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Companies are constantly finding approaches to motivate employees for maximum output. Motivation, as defined by Professor Herzberg, “occurs when people do something because they want to do it”, and is “the desire to achieve a result” (Marcouse 2011:193). The company mentioned most for its most elaborate rewards for employee motivation is Google, Inc. Google is an American technology company focused on providing internet-related services such as web search and advertising. It was ranked by Fortune magazine as the “Best Company Work For” in 2009 and has becoming the most popular Web site in the world (Datamonitor, 2009). This essay will explore the effectiveness of different methods Google used to motivated employees. After first examining the monetary methods, this essay will than focuses on non-monetary methods. Finally it will suggest other methods that Google could use.

Salary is a basic financial reward which refers to “an agreed sum for a year’s work, paid monthly” (Ashwin 2008:220). In 2013, Google is ranked to be the fourth highest-paying company for software engineers with $127,143(Cohen 2013). According to Taylor with his theory of "scientific management", “people were motivated only by the economic motive of self-interest”, that is, the money (Wales 2004: 166). Therefore high salary could be the basic motivation to make workers work and keep their loyalty.

However, another theorist, Herzberg, saw pay as a hygiene factor (job dissatisfaction), not a motivator (but the lack of it can be a de-motivator.). He stated that “A feeling of being underpaid could lead to a grievance; but high pay would soon be taken for granted.”(Marcouse 2011: 195). Consequently, in long term, paying provides little incentive for employees to work harder because employees know that their financial reward will be the same regardless of effort. Other incentive schemes should be

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