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Google Case Study When it comes to motivating their employees, it can be said without question that Google stands out from the rest. Google was named the 2014 "Best Company to Work For" by the Great Place to Work Institute and Fortune Magazine. The organization topped the list for the fifth time. True, in its short lifespan, Google has acquired for itself a huge and bright workforce (over 50,000 employees spread throughout the world) that serves millions of people all over the globe. However, what is even more exemplary is how Google heavily pampers its employees while still being able to extract one-of-a-kind and outstanding ideas and products from them. Google's model of motivation and leadership topples traditional leadership theory which focuses more on results than on the people who deliver those results. The company's work culture is true to its philosophy: "To create the happiest, most productive workplace in the world." These words from the Vice President of people development at Google only serve to support that fact: "e'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." While the company was in its early days, its co-founders Larry Page and Sergey Brin went looking out for organizations that were known to care for people, develop truly amazing brands and trigger extraordinary innovation. The objective of this search was to be able to draw and keep great talent. The result was the Google work culture as we know it now with huge and plentiful perks, unconventional (or weird) office designs, and amazing freedom, flexibility and transparency, among other things. EMPLOYEE MOTIVATION THE GOOGLE WAY Uncommon Yet Affordable, Amazing Perks and Benefits Just like other companies, Google offers the usual extrinsic benefits such as flex spending accounts, no-cost health and dental benefits, insurance, 401K plans, vacation packages and tuition reimbursements. However, Google is better known for some really distinctive and more than just attractive" perks and benefits which just serve to show the very extreme lengths the company goes to make its employees consistently happy. What follows are some examples of these remarkable perks and benefits. Reimbursement of up to $5000 to employees for legal expenses Maternity benefits of a maximum of 18 weeks off at about 100 percent pay. The father and mother of the newbore are given expenses of a maximum of $500 for take-out meals in the initial 3 months they spend at home with the baby (Take- Out Benefits). Financial support for adopting a child (Google's Adoption Assistance) On-site car wash, oil change, bike repair, dry cleaning, gym, massage therapy and hair stylist are available at the company's headquarters in Mountain View Voice and Value Employees can make use of any of a number of channels of expression to communicate their ideas and thoughts Channels include Google+ conversations, a wide variety of surveys, Fadits (24 hour sprints wholly dedicated to fixing a specific problem), TGIF and even direct emails to any of the Google leaders. Transparency Google's employees are allowed greater discretion on their hours of work and also on when they can go and have some fun whether it involves getting a massage, heading to the gym or just indulging in volleyball. In addition, the firm allows each of its employees to give 20 percent of his time (1 day every week) to doing anything they like. This can range from assisting with another project to even just sleeping. Anything that is ethical and lawful is okay with Google 3. Using BOTH McGregor's theory of motivation AND Vroom's expectancy theory of motivation, how would you justify Google's motivation approach to their employees. Discuss your answer along with critical evaluation of chosen motivation theories