Understanding Why People Work: Factors that Motivate Employees

This report explores the importance of employee motivation in organizations and the factors that drive it, such as appreciation, social needs, and job security. It also discusses positive and negative factors employees experience in job roles, including stress-free work culture, good relations with colleagues, and empowerment, as well as the risk of losing a job, lack of identity, and boring work culture.

Understanding why people
work

Table of Contents
INTRODUCTION...........................................................................................................................3
THE VARIOUS FACTORS WHICH MOTIVATE EMPLOYEES TO WORK...........................3
Appreciation and Recognition.....................................................................................................3
Social needs.................................................................................................................................4
Job Security.................................................................................................................................4
POSITIVE AND NEGATIVE FACTORS EMPLOYEES EXPERIENCE IN JOB ROLES.........5
Positive Factors............................................................................................................................5
Negative factors...........................................................................................................................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................1

INTRODUCTION
Employee motivation is said to be one of the probable entity in order to deal with the
circumstances that are pertaining with respect to organisation. There is a need for everyone to
work in the organisation with respect to certain motivations and therefore this employee
motivation is obviously being fostered by every organisation in order to make sure that an
employee retention is gratified (van der Kolk and et.al, 2019). One may seriously not be able to
deal with the extravagant situations that are pertaining with respect to employees unless and until
there is a probability of motivation that is maintained. This entire report will focus upon half of
the employee motivation is necessary and the driving factors that will obviously constituted for a
better motivation in the organisation. The positives and negatives are also put forth in order to
understand the functionality of employees that would eventually contribute to the work.
THE VARIOUS FACTORS WHICH MOTIVATE EMPLOYEES TO
WORK
Appreciation and Recognition
Appreciation and recognition is in terms of bringing about a greatest impact with respect to
employees. The appreciation and recognition criteria are the distinctive mechanism that are
oriented in the organisation and along with the work policies that are pertaining. These are also
derived to be the measure in which the important that is being given to employees will be
fortified. There are certain teams in the organisation that will work with respect to the
engagement and loyalty standard that will also deliver the high-performance. This is because an
understanding that is being brought forth with respect to the distinction is always essential such
that the recognition in this regard will be one of the positive feedback which can be given to
employees (Ozkeser, 2019). In terms of motivation it will stand as one of the base where
employees can move ahead in terms of bringing about lot more efforts that are necessary for
fulfilling organisational goals. The certain policies that are falling in regard to organisation can
eventually obey the recognition standards that would bring about an accordance with respect to
employees natural inclination. The appreciation standard can help employees to stay attractive to
the means that organisation is bringing about and that will also give a lot more outcomes that are
essentially needed.

Social needs
Few people might not be able to deal with the things that are pertaining with respect to that social
needs and therefore in this regard it is a prominent criteria in order to deal with the job
orientation. The factors that are affecting their entire standards of life can also be the
motivational criteria where the needs that are been described by the Moslaw hierarchy of needs
will describe. The set of needs that are explained as a pyramid orientation in this particular
theory will bring about why the employees are in an urge of moving ahead. These needs will
help people to think twice before the event will it take for with respect to their activities and that
would often motivate them with respect to their work policies (Hanaysha and Majid, 2018). The
social needs are very much necessity because it is not until when these needs are put forth that
the entire existence of their wellbeing can be guaranteed. For this a proper relationship with
respect to the management policies will help them to accept and appreciate the policies that are
in their regard. The overview of these needs and also bring about the age of their contribution
and that will also highlight the prominence of satisfaction with respect to work.
Job Security
Nevertheless, of any situation the job security is defined to be one of the experience that is being
provided by Organisation in order to deal with the prominence of employees. There are future
policies that will have to be gratified with respect to employees and in this regard job security
matters a lot. The employee turnover as well as the costs that are associated with hiring processor
can event only deal with the job secured mechanism in an individual. Probably this will also
bring about a motivation where the strategies that are associated for them to contribute towards
organisational performance can also be increased (De Sousa Sabbagha and et.al, 2018). In a
world where there is a lot of competitive atmospheres that is pertaining to the economic
standards are essential for a person in order to deal with the situation that are revolving around
the financial aspects. For this most of the employees are in an age to maintain their job and also
looking after the secured means. By staying loyal to the organisational point of view the
employees can attain a job satisfaction and the job security that is oriented with their
performance. For this the employees will always be at the perk of being the best while dealing
with entering the secured mechanism that are in regard to organisational prominence.

POSITIVE AND NEGATIVE FACTORS EMPLOYEES EXPERIENCE IN
JOB ROLES
Positive Factors
1. Stress free work culture: stress free work culture: the positive employee experience will often
be revolving around the stress free work culture. There are certain organisations that are
pertaining with respect to the employee job orientation where there is a lot of stress that is being
implemented by the management over the employees. Sometimes this can also lead to a
demotivation in the midst of employees. The positive atmosphere can only be created once the
employee enjoys their job and its orientation and therefore the stress free work culture will have
to be highlighted.
2. Good relation with colleagues: in order to bring in the positive Vibes at work it is always
necessary that the good relation will have to be maintained with respect to colleagues. This is
because a proper relation will help an employee to stay at peace and contribute to the best of
their ability for Organisational upliftment. This will in turn increase the performance of
employee and also bring a proper growth prospect to the organisation.
3. Cooperative teamwork: a Cooperative teamwork is necessary in order to facilitate the thoughts
as well as actions that are oriented (Setiyani and et.al, 2019). This is because teamwork is
essential in order to make sure that all the prospects of work are properly oriented and are also
described. A proper team work will also initiate the kind of motivation and self confidence in
employees and therefore this will bring in the positivity that is required for employees to retain in
the organisation.
4. Empowerment: and empowerment that is oriented with organisation and the management will
have to be fostered. This empowerment will be attained with respect to management policies and
how far the management is able to contribute to the best of their ability to bring in the potential
of employees and also appreciate the remains of deriving the approaches. This will be one of the
benefits for the entire company where the employees can come up with the decision making
criteria that would eventually highlight the standard with which they can move ahead in terms of
working.
Negative factors
1. No perks and benefits: certain negative Vibes in the organisation will often arise as a part of
not having any purpose and benefits that are associated with work (Idowu, 2017). This will often

bring a tendency in the employees where they will lose interest towards work and can also stay
demotivated. Percent benefits are essential in order to make sure that the negative prospects that
is happening in the organisation can be eradicated.
2. Risk of losing job: sometimes there will be a lot of negativity that is the portrayed in the mind
of people and therefore that will be seen over the work of employees. This can also be the one
that will fall in regard to the risk of losing job. The risk of losing job is a kind of negative why
that is being put forth in the organisational entity where there will not be any inner peace that is
maintained with respect to employees. Most of the organisation of unpressurized their employees
with the prospect of dealing with risk of losing their job which is often a negative vibe.
3. Problem of identification: almost all the negativity of the organisations usually revolve around
the problem of identification (Al-Madi and et.al, 2017). This is because employees of intent to
get identified with respect to whatever kind of decisions and strategies that have worked upon.
The lack of Identity that is put forth in the organisation will bring about the negativity in the
midst of employees that will deal with their effect on their work culture.
4. Boring work culture: work culture will have to be active enough in order to make sure that the
employees and motivated at all levels. Most of the employees in the organisation is usually deal
with a friendly work culture that will have to be inhibited in the organisational processes such
that the work that is oriented can be committed on a stress-free mechanism. The Boring work
culture prospect will often district the kind of strategies that will have to be initiated and in return
this will bring in the negative Vibes that are oriented in the company.
CONCLUSION
The report concludes up on explaining the prospect of employee motivation in the organisation.
A proper understanding about why employees will have to move ahead in terms of dealing with
the word prospect is being explained in this report. There are also various factors which motivate
employees at what work like that of appreciation and recognition social needs and the job
security which is being explained in this report. The positive and negative factors employees
experience in job roles along with the different scenarios are being put forth in this report.

REFERENCES
Books and journals
Van der Kolk and et.al, 2019. The impact of management control on employee motivation and
performance in the public sector. European Accounting Review. 28(5). Pp.901-928.
Ozkeser, 2019. Impact of training on employee motivation in human resources management.
Procedia Computer Science. 158. Pp.802-810.
Hanaysha and Majid, 2018. Employee motivation and its role in improving the productivity and
organizational commitment at higher education institutions. Journal of Entrepreneurship
and Business. 6(1). Pp.17-28.
De Sousa Sabbagha and et.al, 2018. Predicting staff retention from employee motivation and job
satisfaction. Journal of Psychology in Africa. 28(2). Pp.136-140.
Setiyani and et.al, 2019. The effect of work environment on flexible working hours, employee
engagement and employee motivation. International review of management and marketing.
9(3). P.112.
Idowu, 2017. Effectiveness of performance appraisal system and its effect on employee
motivation. Nile Journal of Business and Economics. 3(5). Pp.15-39.
Al-Madi and et.al, 2017. The impact of employee motivation on organizational commitment.
European Journal of Business and Management. 9(15). Pp.134-145.
Online
Motivation in organisation (2021): [Online]. Available through: < Organizational Behavior -
Motivation (tutorialspoint.com) >
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