The focus of the fourth level of Maslow's hierarchy of needs is on an employee's need for appreciation and respect. It is the driving force behind motivating an employee's behavior after the first three needs have been met. Maslow classified esteem needs into two categories: (i) self-esteem (dignity, achievement, mastery, independence) and (ii) desire for reputation or respect from others (e.g., status, prestige). People need to feel that they are valued by others and that they make a contribution to the world. Participation in professional activities, academic achievement, sports or team participation, and personal hobbies can all play a role in meeting esteem needs. Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an Original Essay Google is a great example of an organization that sees the importance of esteem needs. The company knows that rewarding its employees by providing them with benefits and praise will increase morale in themselves and indeed within the organization, thus increasing productivity. There are many ways Google applies rewards and recognition to its work environment. All rewards are achieved simply by working hard and efficiently. It administered surveys, held focus groups, conducted academic research, reviewed U.S. studies, and interviewed and observed employees. The company understood what turned employees on and off in terms of rewards and recognition. Finally, they supported four types of programs: Spot Bonus Program. No Name Program. Peer Bonuses. Kudos Rewarding Googlers. The Rewarding Googlers Spot-Bonus program allows managers to reward any worker who has served on their project teams with a larger cash prize of their choice or non-monetary recognition, such as dinner for two. The No Name program was designed to allow leaders to reward teams for outstanding performance with team rewards, ranging from team celebrations to team trips. The Peer Bonus is where Googlers can nominate their peers for a $175 prize – both peer and spot bonuses are intended to recognize going “above and beyond” normal duties and expectations. Extra hours may be needed to help a team complete a project or solve a problem. It is generally not a recognition of 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 colleagues without going through an approval process accessible across many devices. Employees continue to accumulate compliments and then convert them into financial or non-financial rewards from the "Reward Catalog". Custom Rewards is a feature that allows your organization to custom select which items you want to include 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 every day. But we go above and beyond with our built-in capabilities that connect peer recognition to company values ​​and reinforce the behaviors that mean success for your organization. Recognition from managers to colleagues: When an employee does something truly special, they deserve the kudos that stand out. Kudos facilitates a positive, top-down recognition program through rewards and badges. You designate who in your company is authorized to send them, and they are also fully customizable by brand and,.