Factors Affecting Employee Motivation in the Workplace

This report discusses the importance of motivation in the workplace, factors that motivate employees, positive and negative factors experienced by employees, and strategies to reduce negative factors.

World of Work
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Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY .................................................................................................................................3
What is motivation?....................................................................................................................3
Factors which motivate employees to work................................................................................4
Positive factors experienced by employees in their job roles.....................................................4
Negative factors experienced by employees in their job roles...................................................5
Strategies to reduce negative factors...........................................................................................6
CONCLUSION ..............................................................................................................................7
REFERENCES................................................................................................................................8
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INTRODUCTION
This project discuss the work environment and various factors that affect people in
business world and influence their actions. It explains the reasons which determine the actions of
people to work better in an organisation. This report includes discussion about motivation and
the importance of motivation activities in work environment. It explains numerous factors which
motivate employees to work better. In addition to this, it involves evaluation of positive and
negative factors that employees experience in the position of their job roles. Beside this, it
contains strategies that needs to be formulated to deal with negative factors and improve
productivity of an organisation.
MAIN BODY
What is motivation?
Motivation is a process which influence the behaviour of an employee in the direction of
organisational goals by encouraging them to work harder. It provides a guidance to enhance
dedication of an employee to work better for the completion of assigned tasks and fulfil targets.
Motivation is synonymous to the term reason of why an individual work or do anything
(Andersen and et.al., 2018). There are various theories suggested by psychologists that determine
the causes of actions of an individual. According to Maslow's hierarchy theory, the actions of an
individual are determined by some needs and desires for which an individual works in order to
satisfy those wants. Maslow has suggested five needs for which drives an individual to work. Physiological Needs: These are the basic necessities which an individual needs for
existence like food, water, shelter etc. Safety needs: These needs provide protection and certainty in his work environment like
medical needs and job security etc. Love and belonging needs: These needs are related to the feeling of love and affection
that an individual expects from his family and friends. Esteem needs: These needs refers to the desire of gaining recognition and respect from
colleagues and society (Lestari and Alie, 2021).
 Self-actualisation needs: These needs refers to the sense of accomplishment and self
worth that an individual seeks in his professional as well as personal life. An individual
likes to encounter where he stands in life and what he has to do more.
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Types of motivation
Extrinsic motivation: It includes those activities which are due to outside reasons like gaining
rewards and monetary benefits.
Intrinsic motivation: This type of motivation arise from inner self of an individual like
performing something challenge to boost self confidence.
Factors which motivate employees to work
An individual's desire to work is driven by many factors some of which are stated below: Recognition: An individual is motivated to work for the purpose of gaining recognition
and respect from society and family (Bindra, Bharadwaj and Srivastava, 2021). Growth and learning: An individual is willing to work because he seeks improvement
and development of his personality. Various job roles and work experiences regarding a
particular job improves an individual's personality. An individual learns various skills
and grow in different areas while performing a job role. Monetary benefits: A person is willing to works for the purpose of earning money to
satisfy his needs or wants. Monetary benefits drives an individual to work hard or better
in order to gain more benefits. Monetary benefits induce the sense of satisfaction and
self-accomplishment in an individual. Self-Worth: An individual seeks to enhance its potential and calibre to attain the sense of
self worth by personality development (Nankya, 2019). A person acquires knowledge
and increase their capacity from working which brings them a sense of satisfaction and
the feeling of expertise in his area of work.
 Gaining experiences: An employee look out for gaining experiences through performing
their job roles. A job role offers various kinds of experience which helps them in
enhancing their learning abilities. It also offer them ways of how to deal with work
pressure and burden while maintaining accuracy and efficiency in performance.
Positive factors experienced by employees in their job roles
An employee deals with various aspects of job while working which marks its work
experience. There are numerous positive factors which an individual experience in its work
place including the following factors: Appreciation for good work: An employee feel positive and highly encouraged if he is
being recognised and appreciated for his accomplishments and exceptional performance
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(Afework and et.al., 2021). It boost their morale and confidence while improves their
work relations with management and higher authorities. Good working environment: Every organisation follows a structure and pattern which
defines its working and decorum that is maintained in the organisation. An employee
expects good working conditions containing basic facilities and comfort required in order
to ensure efficiency in performance. An individual's attitude and productivity depends
highly upon the surroundings in which he is working. favourable conditions like proper
lighting and ventilation, refreshments, proper maintenance of hygiene ensures employee's
satisfaction and optimum attitude. Fair remuneration: One of the most important objective for working of an employee is
the factor of earning money. Providing Fair remuneration according to an employee's
qualifications and potential serves as a highly favourable factor which influence the
positive attitude of an individual. Affirmative attitude of management: The satisfaction of an employee highly depends
upon his relations with managers and leaders. An individual expects his senior authorities
to treat them with respect and maintain an affirmative attitude which supports him (Iqbal,
Khan, Mohmand and Mujtaba, 2020). If a manager listens to grievances of his
employees and ensures affirmation in his behaviour by showing agreeableness and
willingness to help, it promotes an employee to obey his managers.
 Loyal and supportive colleagues: An employee stays highly positive if he maintains
friendly relations with his office mates. An office is deemed to be a second home for a
worker because an employee spent most of his time in office. It is essential for an
employee to feel familiar with his colleagues to ensure efficiency and satisfaction in
work environment.
Negative factors experienced by employees in their job roles Organisational politics: It refers to the practice of misuse of power to gain an unfair
advantage by exploiting others. Organisational politics lower down the morale of
employee and increase the level of dissatisfaction. It brings negativity among employees
who are being exploited or suffer injustice and drive them from organisational goals. Partial treatment: An individual expects their managers and senior authorities to treat
everyone equally and fairly (Baloch and Siddiqui, 2020). If an employee face
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discrimination and observe their leaders throwing favours to some specific employees, it
arise the feeling of insecurity and hatred among employees who are not being treated
fairly. Inadequate wages: If an employee is not getting fair remuneration according to his skills
or calibre, it reduce their confidence and may force them to change organisation.
Inadequacy in wages may leads to lack of effectiveness and efficiency in the performance
of an employee along with negativity in their behaviour. No recognition and respect: An employee is likely to feel that his efforts are not making
any contribution if he is not being appreciated for his good performance. Every
individual expects as well as deserve respect and recognition for the efforts and
contribution he is making to the growth of an organisation.
 Conflicts among colleagues: An employee is tend to fed up from his work environment
if he frequently suffers from office conflicts and observe chaos in his surroundings. This
is one of the major negative experience that a employee may face in his organisation.
Conflicts and petty quarrels between colleagues every now and them implies bad mood
of an individual which reduce its productivity (Al-Musadieq and et.al., 2018).
Strategies to reduce negative factors Ensuring justice and fair treatment: To cope with negativity and radiate positivity in an
organisation, the management must ensure that every individual is being treated with
respect and integrity. Partial treatments should be discouraged and equality as well as
justice should be promoted within an organisation to increase employee satisfaction. Ensuring high wages: An employee should be remunerated fairly according to his skills
aptitude and abilities. The human resource management must ensure the appraisal and
promotional activities to boost the motivation levels and performance of an employee. Encouraging employee's participation: An employee likes to feel involved in activities
and events of an organisation. To maximise positivity high participation of employees
should be encouraged in suggestions and strategies for targets by allowing their ideas in
the organisation. Also, fun events should be conducted for employees to enhance
familiarity and feeling of belongingness within an organisation.
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 More opportunities for boosting career: High opportunities of growth and learning
should be provided by proper training and enrichment programmes (Aprianti, Effendi and
Juliarti, 2018).
 Offering job security: An individual seeks some predictability in his career for which an
employer should offer high job security to keep their employees motivated and positive.
CONCLUSION
After completion of the above report, it has been concluded that employees needs
motivation in workplace to maintain high productivity. There are various positive and negative
factors which influence the behaviour of employees and their motivation levels. An organisation
should promote activities which increase the level of motivation among employees and take
necessary steps to avoid negative experiences of employees.
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REFERENCES
Books and Journals
Afework and et.al., 2021. The Effect of Transformational Leadership Style on Employee
Motivation: In the Case of Agriculture and Natural Resource Bureau, Benishangul
Gumuz Regional State. D&M ACADEMIA.
Al-Musadieq and et.al., 2018. The mediating effect of work motivation on the influence of job
design and organizational culture against HR performance. Journal of Management
Development.
Andersen and et.al., 2018. Leadership and motivation: A qualitative study of transformational
leadership and public service motivation. International Review of Administrative
Sciences, 84(4), pp.675-691.
Aprianti, R., Effendi, S. and Juliarti, J., 2018. Motivation, Attitude, Years of Service, and
Performance of Employees In Health Training Center of Bengkulu Province. Jurnal Sains
Kesehatan, 25(2), pp.39-46.
Baloch, M. and Siddiqui, D.A., 2020. Emotional Labor and Other Antecedence of Turnover
Intentions, Motivation and Organisational Trust among Employees in Non-Profit
Organization of Pakistan. Motivation and Organisational Trust among Employees in
Non-Profit Organization of Pakistan (August 29, 2020).
Bindra, S., Bharadwaj, R. and Srivastava, S., 2021. ROLE OF EMPLOYEE MOTIVATION
AND TOP MANAGEMENT SUPPORT IN EMBEDDING INNOVATION AS A
RESPONSE TO CHANGING MARKETS: A DYNAMIC CAPABILITY
PERSPECTIVE. Academy of Marketing Studies Journal, 25, pp.1-6.
Iqbal, N., Khan, M.M., Mohmand, Y.T. and Mujtaba, B.G., 2020. The Impact of in-Service
Training and Motivation on Job Performance of Technical & Vocational Education
Teachers: Role of Person-Job Fit. Public Organization Review, 20(3), pp.529-548.
Lestari, R.H.S. and Alie, R.M., 2021. Relationship of Work Motivation with the Work
Commitment of Cooperative Employees Kencono Wungu Mojokerto. Budapest
International Research and Critics Institute (BIRCI-Journal): Humanities and Social
Sciences, 4(3), pp.7293-7300.
Nankya, S., 2019. Motivation and Job Performance among Employees of Volunteer Efforts for
Development Concerns (VEDCO) (Doctoral dissertation, Makerere University).
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