Factors that Motivate Employees and their Positive and Negative Experiences in Job Roles

This report explores the factors that motivate employees to work and the positive and negative experiences they have in their job roles. It discusses the importance of recognition, good wages, opportunities for development, positive work culture, and a sense of purpose in motivating employees. It also highlights the negative effects of bad management, discrimination, conflict, and loss of trust. Understanding these factors is crucial for organizations to enhance employee motivation and achieve success.

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Contents
INTRODUCTION.......................................................................................................................................3
MAIN BODY..............................................................................................................................................3
Factors which motivate employees to work.............................................................................................3
Positive and negative factors employees experience as a result of their job roles....................................4
CONCLUSION...........................................................................................................................................7
REFERENCES............................................................................................................................................8

INTRODUCTION
The employees are considered as an asset of the organization so it is essential to keep
them happy and valued. The companies must take initiatives to enhance their productivity so that
two purposes are served, firstly the skills and knowledge of the employees will be developed,
secondly the organization will move forward towards the growth and success. The most
important aspect of making the workforce valued is to continuous motivate them so that they can
work hard for the achievement of organizational goals (Fry and Moore, 2019). This report shall
cover the factor that can motivate the employees and negative and positive factors which workers
experience as the result of their job role.
MAIN BODY
Factors which motivate employees to work
Motivation is considered as an important aspect in the workplace which means any want,
desire, need or drive of the person. It is referred to as the process by which the people are
stimulated towards the action in order to achieve the goals (Osatuyi and Turel, 2019). There are
various factors which motivates the employees to work harder and for the success of the firm.
These are illustrated below-
 Recognition and appreciation- The recognition is regarded as not only the means to
make the worker feel good about the workplace and its accomplishment rather, it is
aimed to reinforce the effort of the employee which can help the business to achieve its
target. It is said that when a specific behavior is recognized, the employee more
frequently repeat it. So businesses must praise and recognize the employee so that it can
feel motivated to put the similar effort for its work again.
 Good wages- It is also one of the important factor to motivate the employees but not at
that level. Money is not typically a motivator rather, it can become an important factor
for motivation if the employee is not earning adequate amount of money. The
organization must pay an employee according to its position in the company and its
performance. It can motivate such employees who are hungry to make more money so
the good wages will thrive them to give their best to earn more and more money.

 Opportunity to develop and learn- Up- skilling the employee can be a great motivator for
it as it shows that the company is valuing it, recognizing its potential and believes that
there is a room for the progress in their role. The employee gets motivated by the fact that
the new opportunities will help it to become a better version of itself. This acts as a
motivating factor as the employees feel valued when the company takes initiatives or
active role in development and learning of the worker. Training is something which
motivates the employees to fill its skill gap so that it can grow and develop and
paralleling take the organization forward.
 Positive work culture- The organizational culture plays a very essential role in driving
the employee motivation as there is a correlation between the workforce who claims that
they fee valued and happy at the work and the one who believes that their company has a
strong culture. The organizational culture reflects the personality of the enterprise and is
something which differentiates it from others. So a positive culture motivates the
employees to stay in the organization for a longer time and reduces the staff turnover.
The culture which prioritizes the care and well-being of the employee will motivate it to
give its best so that it can put all its efforts for the success of the organization.
 Feeling the sense of purpose and meaning of the work- Nowadays, the people have
become keen to understand their job roles and are aimed to choose such profession or
career which can bring difference in the world. The employee who believes and
understands its job role and the purpose attached to it feels more motivated to achieve its
target as it is aware of the outcome which shall be produced after the hard work being put
into it. It is very essential for the organizations to get the employee familiar with its work
so that it gets motivated to work towards it (Kriegbaum, Becker and Spinath, 2018).
Hence, it can be said that the above mentioned factors are those w motivates the employees
to give their best so that they can become productive and efficient. These factors are aimed to
only motivate the employees so that they can produce positive outcome out of it.
Positive and negative factors employees experience as a result of their job roles
There are different feelings or factors which an employee experience from the result of its
job role. The positive factors are discussed below-

 Personal commitment- Whenever, a job role is done or the task is completed
successfully, the employee has a feeling of personal commitment wherein it gets
motivated to work further by putting more of its efforts. The positive element which an
employee experiences as a result of job role is to bring the sense of commitment towards
the organization so that the productivity is enhanced of both individual and the
organization. The experience to start the work is within an employee and a feeling of
personal commitment is developed which encourages it to work even harder so that the
next job role is completed with more effort (Puspitasari and Harjanti, 2017).
 Motivation- When the job role is done successfully, it results in motivating the worker to
give its best. The motivation helps the employee to further develop its skill and
knowledge so that there is professional and personal development which can help in
future career.
 Stress removal- When the objective of the job role is achieved, the employee feels the
stress reduction as earlier it has burden to finish its job role. This stress reduction makes
the employee happy and full of energy to give its best so that it can get prepared for the
next task. There is a strong link between the work and stress so the job role results in
removing the stress from the mind of employee so that it can feel relaxed and happy
while working for the organization.
 Positive environment- As a result of job role, the employee feels that the environment of
the workplace where it is working is healthy and positive which motivates or encourages
it to give its best. This feeling helps in putting more effort and hard work so that there is
positive outcome drawn from it (Itam and Ghosh, 2020).
Negative factors
Apart from positive feeling, there are many negative factors which the employee
experiences as the result of its job role which are discussed below-
 Bad management- The employee experiences the bad management as a result of its job
role whereby there is no proper chain of communication and leadership which can help
the employee to work towards achievement of goals. The lack of guidance and direction
also bring negative result from the job role which can affect the overall productivity of
the employee as well as the organization.

 Discrimination- it is also one of the negative factor which employee experience as the
outcome of its job role because it may lead to lowering the confidence and morale of the
worker. Any kind of inequality or unfairness can lead to negative environment which can
affect the efficiency of employee, thereby leading to negative experience.
 Conflict- whenever there is a conflict between the employees or between the superior or
subordinate, it can result in bad experience of job role as it may lower the efficiency and
productivity level of the employee. The conflicts can result in failure to meet the
responsibilities which will in turn result in loss of revenue for the organization.
 Loss of trust- Any bad experience from the job role or the workplace may result in
breaking the trust of the employee towards the organizations and even sometimes for
itself. This can result in negative outcome from the performance of worker which can
lead missing the potential opportunities for the future growth and success (Shivakumar,
2019).

CONCLUSION
It is summarized from the above report that the human resource is an essential element of
the organization so it is important to motivate them so that they can be retained in the company.
There are many factors which motivate the workforce such as recognition, good wages,
appreciation, positive culture and many others which can help in encouraging the worker to give
its best. further it is concluded that there are positive and negative factors which the worker
experiences as a outcome of its job role such as stress reduction, motivation, personal
commitment a positive factor and bad management, conflict, discrimination as negative factors.

REFERENCES
Books and Journals
Fry, M.D. and Moore, E.W.G., 2019. Motivation in sport: Theory and application. In APA
handbook of sport and exercise psychology, volume 1: Sport psychology, Vol. 1 (pp. 273-299).
American Psychological Association.
Itam, U. and Ghosh, N., 2020. Employee Experience Management: A New Paradigm Shift in HR
Thinking. International Journal of Human Capital and Information Technology Professionals
(IJHCITP). 11(2). pp.39-49.
Kriegbaum, K., Becker, N. and Spinath, B., 2018. The relative importance of intelligence and
motivation as predictors of school achievement: A meta-analysis. Educational Research
Review. 25. pp.120-148.
Osatuyi, B. and Turel, O., 2019. Social motivation for the use of social technologies. Internet
Research.
Puspitasari, E. and Harjanti, W., 2017. Meaningful Experience Of Motivation To Power Seller
With Orientation On Consumer Satisfaction For Identification Of Employee Benefits In The
Textile Sales In South Surabaya. IJEBD International Journal Of Entrepreneurship And
Business Development eISSN 2597-4785 pISSN 2597-4750. 1(1). pp.1-22.
Shivakumar, S.K., 2019. Build a Next-Generation Digital Workplace: Transform Legacy
Intranets to Employee Experience Platforms. Apress.