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Google Motivation

Presentation on Google Applications in Education. Also some other free apps included.
by

Monica Bohl

on 14 December 2010

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Transcript of Google Motivation

Google Motivation Google's Sources of Intrinsically Motivated
Behavior Extrinsic Motivation Intrinsic Motivation Theories of Motivation Created By:
Ashley Piotter
Kristin Farina
Monica Bohl
Zac Carlson The psychological forces that determine the direction of a persons behavior in an organization, a persons level of effort, and a persons level or persistence in the face of obstacles Behavior performed for its own sake

Motivation comes from performing the task

Derive a sense of accomplishment from helping the organization

A teacher who enjoys helping children Job Characteristics Model “Jobs that are interesting or high in the five characteristics described by the job characteristics model are likely to lead to intrinsic motivation”. (Jones, 2008) “Jobs that are high in the five characteristics described by the job characteristics model are likely to lead to intrinsic motivation”. (Jones, 2008) 1 2 3 4 5 Skill Variety Task Identity Task Significance Autonomy Feedback The amount of abilities necessary to complete a task

Creates a more interesting and challenging job

Less likely to become bored, which leads to poor quality work
Includes all aspects of a task that need to be completed

Employees who complete all parts of a task have a greater understanding of it

Leads to a greater curiousity Relates to how important an employee feels their job is to the organization

Employees with a job that positively affects their company will be more willing to work

Motivated by accomplishments and those of the company they work Extent a job creates freedom for an employee

Employees feel that company trusts their work and opinions

More likely to put forth effort, and share ideas

Micromanaged employees are unmotivated The crticisms concerning an employee's past performance

Employees will understand their performance in relation to the goals of their company

Positive feedback leads to continued high performance levels and an increased desire to accomplish goals

Negative feedback should lead to a higher performance level and a new desire to accomplish goals Behavior that is performed to obtain rewards or avoid punishment

The motivation is the outcome of the behavior

Outcomes such as pay, job security, and benefits
Need Theory Equity Theory Expectancy Theory Goal Setting Theory Learning Theory Employees are motivated by attaining their needs.
When lower level needs are met:
food, water, shelter

Higher level needs become motivating factors:
belongingness, esteem, self-actulization Emplo Employees are motivated when performance matches outcomes

Focuses on perceptions of fairness in the work place

Inequity due to underpayment or overpayment creates tension
between workers Employees are motivated by their:

Expectancy - belief that performace will result in outcomes

Instrumentality - notion that performance matches outcomes

Valence - how much an outcome is valued Effort Performance Outcomes Employees are motivated when given goals that are:

S pecific
M easureable
A ttainable
R ealistic
T ime bound

Goals create a purpose for employees to put forth effort and their persistance leads to improved performance. Employees are motivated by learning how to behave in order to earn desired outcomes. Krishna Bahrat (Created Google News) Skill Variety
Jobs require a diverse set of skills
Ex: Software Engineer Task Significance
Google is working on building a clean energy future by reducing its carbon footprint.
Offer employees cars that run on solar energy

Autonomy
20% time program Google's Sources of Extrinsically Motivated Behavior On cite benefits:
personal health facilities (gymnasiums, pools etc.)
multiple free cafes with chefs and organic options
on cite hair cuts
on cite doctors office
laundry facilities
child care services
Other benefits:
vacation days that increase with seniority
gift matching program
Top 10 reason to work at Google:
Work and play are not mutually exclusive Extrinsic Sources Cont. - Financial Benefits Offering comprehensive coverage on medical insurance (dental & vision) creates relationships w/ employees
Result:
- leads to higher employee motivation
- feeling of value & wanting to give back

401(k) plans available
- include perks such as Google matching the first $3,000 or $8,250 per year without vesting showing support to employees
- conveys positive image
- increases job satisfaction and work ethic

Av. Salary ($55,000-$130,000) depending on what position is held in company
- Large enough for average household + extra benefits makes the attraction to Google greater than ever!!

Physiological: free cafeteria, breakrooms with free snacks
Security/Shelter: Offering pay for work allows employees to pay for shelter & gain financial security through salary
Belongingness: Recreational courts such as volleyball
Esteem: Many oppurtunities for advancement which creates recognition for good performanice or prestigious pay/position
Self-Actualization: Autonomy allows employees to meet their goals Needs Theory (Maslow's Hierarchy of Needs) Questions
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