Google has long been cited as a fun environment to work in. Worldwide it employs just over 100 000 people. 56 Under the parent company, Alphabet, it is part of a family of 25 other brands. Google offers unlimited free food and drinks for all employees. Dogs are welcome to come to work with you too. While the remuneration benefits are well over the minimum standard, other benefits such as education and even tech help and support at work all help to keep the Google workforce happy but also productive. Additionally, you don’t have to work on what Google wants all the time. They follow the 80/20 rule; that is, you can spend 20 per cent of your work week on a passion project. Thinking about doing something else? Well you can have up to three months unpaid leave, and if you leave Google you don’t leave behind the network you have. Google wants you to stay in touch. Some former staff have suggested there is an ulterior motive to providing all these benefits; that is, to make people work harder, but if the perks are that good.

Questions:
1. What motivation theories might apply to the workers at Google?
2. If you were the manager of these employees, do you think there is any risk in providing all of these benefits? Why, or why not?
3. What are some possible barriers to the effectiveness of these actions as motivation ideas? What could you do to overcome them?