Analysis of Google's People Management: Motivation and Conflict

This report provides a critical analysis of people management practices at Google, focusing on employee motivation and conflict resolution within the organization's culture. It explores key motivational theories, such as Maslow's Hierarchy of Needs and Herzberg's Motivation-Hygiene Theory, discussing their application and critiques within the context of Google's workplace. The report also examines various conflict theories, including those of Karl Marx, Max Weber, and Sigmund Freud, analyzing their relevance to understanding and managing workplace conflicts. The analysis includes a discussion of how Google attempts to foster a positive work environment and improve employee productivity, while also acknowledging the limitations of the theories and the challenges of applying them in real-world scenarios. The report concludes by summarizing key insights and implications for effective people management in a dynamic organizational setting.

Managing People

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
Critical analysis of motivating people and conflict within Google organisation culture.......1
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
Managing people is effectively needed so that productivity can be increased and
employees contributes towards organisation in the best possible manner. Present report deals
with two of organisation's topics such as motivating people and conflicts. Google which is the
giant in the technology sector is discussed in accordance to the culture of firm. The theories
related to the conflicts and motivation are described along with their critiques. Furthermore,
whether these theories are effectively utilised in real world or not is explained. Hence, important
theories are discussed and criticised on various grounds.
Critical analysis of motivating people and conflict within Google organisation culture
Managing people in the organisation is one of the complex task. It is because company
hire employees which are from diverse background having their own belief, cultural values and
related factors. It is required that business should properly analyse and resolve any conflicts
which might affect organisation's culture up to a major extent. In relation to this, conflict arises
between employees often leading to disruption in the company and as such, it is required that
these should be resolved in effective manner. On the other hand, motivating employees leads to
enhancement in overall productivity. This leads to increase in efficiency of workers as they feel
committed towards accomplishment of goals.
Motivation theories are important for improving job satisfaction of employees and
eliminating dissatisfaction. These are Maslow's needs Theory and Motivation-Hygiene Theory.
Maslow's theory was postulated for Abraham Maslow which is commonly used in the
organisation to motivate employees. He has suggested five basic needs which are in hierarchical
structure. This means that if one need is achieved, individual strives to accomplish next need
followed by other (Maslow’s Theory of Motivation: Merits and Criticisms. 2018). Firstly,
individual has physiological needs which are basic requirements for survival of man such as
food, drink, clothing, sleep. When these needs are fulfilled, safety needs takes place like security
and protection etc. These needs are fulfilled, then belongingness such as love and affection from
friends and family are required to be attained. After that, esteem needs such as reputation from
society, dignity for oneself etc. The last need is self-actualisation which an individual seeks to
accomplish everything of which he is capable of.
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According to the views of Taylor, Doherty and McGraw (2015), needs are fulfilled in
accordance to the wish of individuals and do not follow any hierarchy. This means that it is not
like that if Google increases salaries of employees, they will be more efficient than earlier. They
may attain self-esteem which does not belong to hierarchical structure as it comes at fourth
position in the pyramid disclosed by Maslow's theory. However, Siebert and Martin (2016)
argued that employers are able to know how to motivate employees. It is quite simple and easy to
understand. The inter-personal and intra-personal variations in behaviour of individuals can be
studied in a better way. Google has created good environment for workplace so that employees
may be motivated.
Another theory is Motivation-Hygiene Theory postulated by Herzberg. There are
basically two factors such as hygiene and motivators. Hygiene factors are pay and benefits, status
of individual, supervision etc. The pay is required to be high so that employees may not get
diverted to higher paying firms. Google has taken into account this, point and has increased 10 %
of base salary of workers so that they may not be attracted to Facebook. Pay and benefits are
important as they motivate them to work more efficiently. The status is another important factor
as employees of Google are efficient and they work in the organisation which enhances their
status as well. Supervision is needed so that employees are required to be supervised by their
supervisors so that output can be generated quite effectually.
Motivators are achievement, recognition, work itself, growth etc. Achievement is more in
small groups. People use their services and products from across the globe and it has become
integral part of everyday life. Recognition of achievement means that worldwide customers uses
services provided by firm and it adds to international success. Work itself means that employees
should provide freedom so that more ideas, thoughts can be interchanged. On the other hand,
growth is another motivator which implies that organisation is the fastest growing in the sector.
Employees are committed towards organisation as professional growth can be seen. Thus,
workers feel special and happily motivated.
As per the views of Moffat and Mercer (2015), theory has been appreciated as it imparts
those motivating factors which are overlooked by the company. This means that factors lead to
satisfaction and dissatisfaction are highlighted which draws attention of management on how to
motivate people towards enhancing productivity. Furthermore, these factors such as hygiene and
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motivators are crucial for making policies in effective manner by which no failure may occur and
organisation's management can achieve goals. Leroy, Segers, Van Dierendonck and Den Hartog
(2018) argued in the research stating that Herzberg's Motivation-Hygiene Theory is not
conclusive one. This implies that people have various motivating elements. Category of general
workers are motivated by competitive pays and related benefits. Thus, hygiene and motivators
may become totally reverse in this case which limits use of such theory. Furthermore, this theory
is based on collecting data and conducting research. Managers were asked to provide reviews
whether they have good or bad experience while working in the firm. The responses are based on
biasnesss and subjective as well.
In accordance to the views of Ferrari, Giardini, Negri, Villani and Preti (2017), job
enrichment is the factor which is required to be provided to workers. This principle has been
ignored by Herzberg's Theory as money is the highest motivator by which employees are
connected and committed to organisation. Hence, it is required that pays should be higher in
order to enhance productivity of employees and they can become loyal as well. Felton, McGill
(2017) says that what encourages one employee may demotivate other. In relation to this,
individual personality traits are totally ignored which are important aspect in this as responses
may be different to hygiene or motivator factor. Moreover, it has been assumed in the theory that
if workers are happy, their productivity will be higher in comparison to an unhappy employee
which is a myth. This might not apply to all situations and lacks utility of this theory.
Conflicts are part of organisation as when opinion of one employee differs with other, it
gradually arises. The main reason for conflicts is that when power or even resources are not
distributed properly, then conflicts arises. Hence, it can be said that conflicts can be resolved by
taking those aspects by which firm's working environment may be enhanced in a better way. In
relation to this, Karl Marx Conflict theory, Max Weber theory and Sigmund Freud theory can be
explained. The theory of Max Weber states that one or more than that conflict is addressed by
significance of social action. This means that person's ability in affecting social relationship is
effectually highlighted by this theory. The reasons for conflict apart from the inequalities of
political power and social conflict arises so that firms may be able to effectively resolve conflicts
in effective manner.
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Seperich and McCalley (2016) says that Weber theory focuses on external factors which
might affect individual's and thus, conflicts arises. Education, race and gender largely affects and
conflict is attained. However, Taylor (2015) argues that people's social relationships are largely
affected mainly because of internal forces such as resources, power and related elements are
unevenly distributed. Furthermore, it can be said that these are the reasons which causes conflicts
and organisation need to cope up with and resolves conflicts.
Sigmund Freud Conflict theory which can be discussed in this context. He has
highlighted three elements which individual's psychoanalytic has such as Id, Ego and Superego.
Id is the state of mind which have unconscious mind. It holds most of the basic and primarily
instinct and is desire to seek immediate satisfaction of the people. On the other hand, Ego means
that balance between pain and pleasure. Thus, ethical and ideals related to culture is affected.
Superego means that individual is able to differentiate between reality and effectively able to
analyse what is wrong and right.
According to views of Dukelow and et.al (2016), it is criticised on the grounds of
literature as it has no methods and concepts behind this and as such, it cannot be useful in reality
and implementation is not possible. Furthermore, no scientific validity can be found on the basis
of such theory. Along with it, more reliance is made on biological factors which claims that
instincts and drives motivating are inherent in nature. Furthermore, social experiences are
powerful in shaping of individuals' personality.
Marx's conflicts Theory:
Conflict theory developed by Karl Marx determines that due to society never-ending
competition for finite resources it will always be in a state of conflict. This theory examines any
social phenomena through the way that there is a natural human instinct towards conflict. It can
be used in following circumstances, i.e.; Wars, Revolutions, Violence and other forms of
injustice and discrimination by explaining that there is a natural disparity in society that causes
these problems.
Limitations of Marx's conflicts Theory are:
AlAujan, Elliott and Knaggs(2015) says that there is no scientific base that supports this
theory. There is lacking presence of scientific research and further most of the researches are
deal with individual conflict rather than interpersonal conflicts. Theory provides a negative view
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of society as whole. It sates that all acts of kinds is having an ulterior motive or personal agenda.
Humanitarian efforts, act of alturism, democracy and civil rights movement, according to this
theory were designed to control the masses rather than to promote peace. Furthermore, it is based
on Obstacles of Integration: this theory is limited to certain environment. This dose not hold
justifiable when applied to family dynamics. Incorporating conflict theory into culture such as
home has its own sets of challenges.
Moreno-Salamanca and Melé (2015) says that conflict theory is perceived as a way of
dividing society. It identifies the significant differences existing between classes and how these
conflicts drives society. The theory highlights how conflicts start in workforce and it is been
carefully installed from pre-school stages. Further, according to this theory, education system
primarily beliefs to values of capitalist. According to this theory capitalist society is evil and
dangerous. It forgoes the merits of capitalism culture. The adoption of liberalisation,
privitasiation, market economies and competitive system by former communist regimes tends to
reflect the importance and value of capitalism.
CONCLUSION
By considering the above study it can be said that there are various issues and obstacles
incurred in the business while making suitable transactional practices. Therefore, in relation with
managing the performance of organisation which in turn will be effective and helpful as per
meeting the goals in the right time. Appointing the professionals on the right posts which will be
effective as per bringing them the utmost satisfaction with the duties assigning to them. There
have been use of various techniques which will be balanced by the business professionals as per
making suitable solutions to the issues. Further, managing people in the organisation which in
turn improves the efficiencies of firm.
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REFERENCES
Books and Journals
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Dukelow, T. and et.al, 2016, September. SUCCESSFUL IMPLEMENTATION OF AN
INTEGRATED REGIONAL FALLS AND FRACTURE PREVENTION PROJECT:
MANAGING PEOPLE IS ESSENTIAL. In AGE AND AGEING (Vol. 45, pp. 35-35).
GREAT CLARENDON ST, OXFORD OX2 6DP, ENGLAND: OXFORD UNIV PRESS.
Felton, A. M., McGill, M. and Global Partnership for Effective Diabetes Management, 2017.
Perceptions, attitudes and beliefs among allied healthcare professionals managing people
with Type 2 diabetes: an international cross-sectional survey. International Diabetes
Nursing, pp.1-7.
Ferrari, P., Giardini, A., Negri, E. M., Villani, G. and Preti, P., 2017. Managing people with
diabetes during the cancer palliation in the era of simultaneous care. Diabetes research and
clinical practice.
Leroy, H., Segers, J., Van Dierendonck, D. and Den Hartog, D., 2018. Managing people in
organizations: Integrating the study of HRM and leadership.
Moffat, K. and Mercer, S. W., 2015. Challenges of managing people with multimorbidity in
today’s healthcare systems. BMC family practice, 16(1), p.129.
Moreno-Salamanca, A. and Melé, D., 2015. Virtues and Principles in Managing People in the
Organization. Handbook of Virtue Ethics in Business and Management, pp.1-11.
Seperich, G. J. and McCalley, R. W., 2016. Managing power and people. Routledge.
Siebert, S. and Martin, G., 2016. Managing people and organizations in changing contexts.
Routledge.
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Taylor, T., 2015. Managing people in sport organizations. Taylor & Francis.
Taylor, T., Doherty, A. and McGraw, P., 2015. Managing people in sport organizations: A
strategic human resource management perspective. Routledge.
Online
Maslow’s Theory of Motivation: Merits and Criticisms. 2018 [Online] Available Through:
<http://www.yourarticlelibrary.com/employees/motivation-employees/maslows-theory-of-
motivation-merits-and-criticisms/75363>
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