GoogleIntroduction“One of the best places to work” in the world is the Google company. Surprisingly, some employees choose to leave this highly rated company and seek employment elsewhere. One has to wonder why any staff member would deliberately choose to abandon their fellow employees, giving up impressive salaries, a great working environment with facilities like massage chairs and the great power wielded by the company's reputation. Many talented employees leave Google despite the benefits they receive in the workplace because they are not motivated. It is evident that employee motivation comes from self-realization which is difficult for Google to encourage in its employees because Google hires excellent quality workforce which requires competent career development to maintain commitment and loyalty. A Paradox of Employee MotivationAccording to Abraham Maslow's hierarchy of needs and Fredrick Herzberg's two-factor theory explain the need for employees to satisfy particular innate desires in order to obtain satisfaction. Abraham Maslow explains that satisfied needs do not motivate an individual because he will seek to satisfy a greater need than the previous one. As a result, the benefits Google employees receive leave them yearning for a high level of engagement that staff members at other companies are unlikely to desire. On the other hand, Herzberg's postulates support this notion as people who work for Google take into account all the "hygiene factors". These are things whose presence does not impact motivation, but whose removal will cause the workforce to lose motivation. Applying the Herzberg model to the Google situation yields results that show that there...... middle of paper ...... be appropriate for Google to hire people who are trained and passionate about their commitments. Proper hiring will avoid instances where coders must generate content for advertisements used on their sites. The human resources department is responsible for diagnosing the lack of momentum and proposing viable options to remedy it. ConclusionLack of motivation is the main cause of turnover among Google employees who leave despite the company's reputation. The generous salaries and benefits that Google employees receive in the workplace are not enough to satisfy their humanistic needs, which speaks to the arguments made by Maslow and Herzberg. The diagnosis and development of a comprehensive career development program by the human resources department has the potential to improve employee retention at Google..