It appears the executives at Google have made great strides at attempting to offer their stellar staff “fabulous perks” in an effort to attract and maintain a high quality human capital in what is known to be “an intensely competitive, cutthroat market” (Robbins & Coulter, 2009, p. 367).
However, it appears Google, in their endeavor to attract the “best knowledge workers,” has been less fortunate at developing a ...view middle of the document...
We can theorize that much of this can be linked to the Victor Vroom’s expectancy theory; which states that “an individual tends to act in a certain way based on the expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual.” This becomes evident when it is noted by Robbins and Coulter (2009) that fellow Googlers Sean Knapp and brothers Bismarck and Belsasar Lepe decided to leave Google after developing a way to handle Web video (Robbins & Coulter, 2009, p. 367).
Although Google offered the threesome a “blank check,” it was not enough to maintain them because they had deduced that it was not worth their asserted effort if they were going to “do all the hard work, and Google would own the product” (Robbins & Coulter, 2009, p. 367).
Therefore, it reasonable to conclude that although Google offers an intensely attractive benefits package for their top tiered work force, it is not enough when employees conclude that the allure of the outcome is not conducive to them as an individual.