Introduction It is no secret that Google’s position as the number-one search engine globally is maintained by a team of motivated employees and managers who enjoy their jobs to the fullest due to a multiplicity of motivation strategies and initiatives that the company continues to use (Cummings 2002). Google has realized that motivating employees through intrinsic and extrinsic rewards helps in stimulating them to become more productive, satisfied, and happier at the same time (Damij et al. 2015). This paper looks into the theories and methods used by Google to motivate its employees and the issues that the company is able to solve due to this practice. Theories and Methods used by Google for Motivational Techniques Available literature demonstrates that Google continues to provide its employees with outstanding amenities, which include “an in-house chef and masseuse, an onsite sauna, and 12-week maternity leave at 75 percent of pay, plus free meals delivered to the new mom during her first week off” (Cummings 2002, p. 6). Additional extrinsic benefits used by Google (e.g., flex spending accounts, free food, no-cost health and dental benefits, financial support for child adoption, insurance, vacation packages, on-site car wash, and tuition reimbursements) make employees to feel recognized by the company and to work harder to show their appreciation ( Motivation in Google Company n.d.). Theories of motivation can provide useful insights into how organizations can motivate their employees to give their best in work-related contexts. Maslow’s Hierarchy of Needs theory proposes that “people seek to satisfy five basic needs: physiological, safety, belongingness, self-esteem and self-actualization needs” (Dennis 2010, p. 4). The theory places “these needs in a pyramid, with the most basic on the bottom and self-actualization at the top” (Dennis 2010, p. 4). The application of this theory is demonstrated by how Google assists its employees to attain intrinsic rewards such as the sense of belonging, self-actualization, independence, and power by providing resources, opportunities, recognition and a favorable work environment for employees to be successful ( Motivation in Google Company n.d.). For example, the weekly meetings hosted by Google’s co-founders help employees to achieve a sense of belonging by virtue of knowing that the company listens to their voices and concerns. Once employees achieve a sense of belonging, the need to attain self-actualization according to Maslow’s theory motivates their behavior to work harder to meet goals and surpass expectations. Clayton Alderfer’s ERG theory condenses the Maslow’s five basic needs to three levels of needs (Existence, relatedness, and Growth) and argues that the order of pursuing these needs is not necessarily hierarchical, though existence needs usually have elevated precedence than relatedness and growth needs (Mullins & Christy 2013). Google fulfills existence needs by providing its employees with a free and fun-filled working environment where workers are allowed to use 20% of the work time weekly to engage in activities of personal interest ( Motivation in Google n.d.). This working environment has been credited for ensuring a high level of creativi