Theory X and Theory Y

• Google’s human resources management process

intrinsically believes in Theory Y. Google gives full
freedom to employees in performing their job tasks.
Employees are given freedom to use 20 per cent of
their project time on projects that they like most. And
employees are given unlimited number of sick
leaves.
 Herzberg’s two factor theory
• Two factor theory best describes rewards management and
motivation technique at Google.

• Google provides its employees with hygiene factors- like very

good salary and perks, very good work environment and
freedom to employees.

• Google also provides its employees with adequate

motivational factors. These factors include bonuses for good
performance and opportunities for the development and
growth of the employees.
 McClelland’s Theory of Needs
Need for achievement-
• Google ensures people have inspiring work.
• The single greatest reason employees grow so
unhappy and disengaged in their jobs is
because organizations design their work very
poorly. In other words, routine and repetitive
work that affords little opportunity for growth
and personal fulfillment dulls employee spirits.
Need for power-
• Google is a democracy and employees are
given a significant voice.
• Employees are given extraordinary access to
company information, along with the trust that
they’ll always use it for good.
Need for Affiliation-
• Being a great place to work is in Google’s
DNA.
• Google takes it on face value that employee
satisfaction is a profound driver of
performance.