The fourth level of Maslow's hierarchy of needs focuses on an employee's need for appreciation and respect. It is the engine that motivates an employee's behavior once the first three needs have been met. Maslow classified esteem needs into two categories: (i) self-esteem (dignity, achievement, mastery, independence) and (ii) the desire for reputation or respect from others (e.g., status, prestige) . People need to feel that they are valued by others and that they contribute to the world. Participation in professional activities, academic achievements, sports or team participation, and personal hobbies can all play a role in meeting esteem needs. Say no to plagiarism. Get a Custom Essay on “Why Violent Video Games Should Not Be Banned”?Get the original essayGoogle is a great example of an organization that sees the importance of esteem needs. The company knows that by rewarding its employees with perks and praise, it will improve their morale and that of the organization, thereby increasing productivity. There are many ways Google applies reward and recognition to its work environment. All rewards are achieved only by working hard and efficiently. He administered surveys, conducted focus groups, conducted academic research, perused American studies, and interviewed and observed employees. The company understood what excited and turned off employees in terms of rewards and recognition. Finally, they supported four types of programs: Spot bonus program. Unnamed program. Peer bonuses. Congratulations for rewarding Googlers. The Rewarding Googlers Spot-Bonus program allows managers to reward any worker who served on their project teams with a larger monetary reward of their choice or non-monetary recognition, such as dinner for two. The No name program was designed to enable leaders to reward teams for outstanding performance with group rewards, ranging from team celebrations to team trips. The Peer Bonus is where Googlers can nominate their peers for $175 rewards: Peer Bonuses and Spot Bonuses are intended to reward going “above and beyond” one’s tasks and normal expectations. This might involve working extra hours to help a team complete a project or resolve a problem. This is generally not recognition for one's individual/personal goals. The Kudos Reward System is a peer-to-peer recognition program that allows employees to send online thank you notes to their colleagues without going through an approval process accessible via many devices. Employees continue to accumulate accolades and then convert them into financial or non-financial rewards from the “rewards catalog”. Custom Rewards is a feature that allows the organization to select the items you want to put in a virtual catalog. From movie tickets to dinner at a local restaurant to VIP parking. Peer-to-Peer Recognition: Kudos gives your team a formal place to recognize and appreciate each other on a daily basis. But we go above and beyond with our built-in functionality that connects peer recognition to company values ​​and reinforces the behaviors that drive success for your organization. Manager Peer Recognition: When an employee does something truly special, they deserve congratulations that are..