Factors Affecting Employee Motivation and Strategies to Cope with Negative Factors
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This report covers Maslow's Hierarchy theory of motivation, extrinsic and intrinsic motivation, factors that motivate employees to work, positive and negative experiences of employees, and strategies to cope with negative experiences of workforce.
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Table of Contents Introduction......................................................................................................................................3 What does motivation mean?.......................................................................................................3 Maslow's Hierarchy Theory.........................................................................................................3 Extrinsic and Intrinsic Motivation...............................................................................................4 Factors which motivates employees to work...............................................................................5 The positive factors that influenced employees job satisfaction that are discussed below:........5 The negative factors employees experience as a result of their job roles....................................6 Strategies to cope with negative factors:.....................................................................................7 CONCLUSION................................................................................................................................8 REFERENCES................................................................................................................................1
Introduction Working will help people to live their life independently with learning new things getting more skills. The companies need to provide proper motivation to their employees so that they work as per business goals and objectives. This report will cover the Maslow's Hierarchy theory of motivation including extrinsic and intrinsic motivation. Further the report will describe the factors which motivate employees to work along with the positive and negative experience of employees. Lastly, the report will recommend the strategies which help the companies to cope with negative experiences of workforce. What does motivation mean? Motivation is a process of stimulating the actions of a people or a group of people to achieve specific goals and objectives (Hale and et.al., 2019). It is basically derived from the word motive which means wants and desire of individuals that they want to achieve by doing work. Maslow's Hierarchy Theory This is a theory which defines the five categories of human needs that dictates the behaviour of an individual. This five category of needs is as follows:
Physiological needs: This is basically the most basic needs of an individual such as food and water, sufficient rest, overall health etc. This is the lower level needs which have to be fulfilled by people.Safety needs: The next step after lower needs defines the safety needs of an individual such as protection from inequality, violence, theft etc. Here, the companies need to make sure that they provide them positive workplace with proper safety from fire etc. This also involve financial and heath safety (Hopper, 2020).Love and belonging needs:On the third level of social needs, the employees wants deep human interaction and love with each other to work happily. So, the companies have to make sure that random group fun activities along with parties and meeting are arranged to build emotional relation among staffs.Esteem needs:This defines the most important needs of employees which is self-respect. Here, the companies in order to fulfil it required effective communication between superior and subordinate. The self-confidence and independence must be a part of company. Self actualization needs:The high level and most crucial human needs after all the other needs are self actualization. This requires development of other skills, education learning, athletes, music etc. For this, the companies need to provide work-life balance to employees along with proper training and development sessions for their personal as well as professional development. Extrinsic and Intrinsic Motivation The two type of motivation which the companies can provide to its employees are as follows:Intrinsic motivation: This is a motivation which is provided to the employees to do work for which there is no obvious rewards. In this, the companies need to motivate employees for their personal growth where no financial incentive are provided (Crandall and et.l., 2020). For example, providing and receiving positive feedbacks, arranging sport events, fun activities etc. Extrinsic motivation: In this motivation, the companies need to provide monetary rewards to their employees for their best work and also to motivate them. This is basically most important way which helps in driving the behaviour of the individuals
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working in the companies (Oved, 2017). Employees will only work extra and in work load when they get any financial benefits against it. For example, bonus, incentives, increment etc. Factors which motivates employees to work Employee motivation is one of the important task & factor for every organization around theworld.Motivatedemployeesbringpositiveworkenvironmentwhichincreasesales, productivity, customer service etc. The various factors which motivate employees to work are-Salary: The research said that the money is the important factor for employee motivation because for good standard life money is important (Hadi and Tola, 2019). There is direct link of salary with motivation, if the person is satisfied with his salary & it is sufficient for living a comfortable lifestyle then there will be a strong motivation. If organization pay their employees salary time-to-time & give them reward about any particular task they did which motivates employees for doing work more efficiently.Promotion: Employee promotion means the rising of an employee to higher ranks. It includes an increase in position, responsibilities, salary and so on. Employees give their best & do hard work, for this company not rewarding them then they feel unmotivated and co. lose their efficient employees. Promotion in their salary & position give them courage to do more work and give their best which helps in increasing productivity and profits of the company. Promotion of employees can be based on the length of service, seniority, experience, performance etc. Work Environment: The most important thing that impact motivation & happiness of employees, and how effective & coherent they can be, all this happened to their working environment. Setting & achieving goals, clear expectations, recognition, feedback as well as motivating management all helps to an increase in workplace motivation (Kotni and Karumuri, 2018). A good working environment motivates employees to give the best out of themselves. The positive factors that influenced employees job satisfaction that are discussed below:Psychological Safety: It is essential for a great employee experience. It defines the opportunity to be yourself in the workplace like share an opinion, speak up in a meeting,
and most importantly be susceptible- without anxiety of being humiliated or put down by your colleagues. Psychological safety make people feel confident for admitting a mistake, offering a new idea, asking a question, feel valued & connected with the people.Learning and Development Opportunities: Great employee experience includes having the learning & opportunities to grow. Every person love to learn new things and tricks which help them to being creative & innovative (Balven and et.al., 2018). Produce a culture concerning on learning and development can mean possessing regular lunch-and- learns, giving employees an annual learning stipend, creating an in-depth education program for future and so on.Autonomy: This is interesting because autonomy is an important aspect in creating a great employee experience. Autonomy to work independent without being interrupted, independent to choose to work on the projects that value most, or freedom to check out on their own what the company's values are. This give various advantages that employees feel a great sense of value, more motivation to learn new skills, productivity increases and so on. Work-life Balance & Flexible Working Environment: flexibility in the workplace allows both employers and employees to compose adjustment about working provisions that suit them. This help in boosting employee morale, better mental health, stress reduction, motivation through greater job satisfaction and maintain a work life balance (Kang and Busser, 2018). The negative factors employees experience as a result of their job rolesProblems with Co-workers: If employee has a problem with his co-workers it brings negativity&demotivation.Slackers,officebullies,disagreeableco-workerslower productivity.Co-worker'sbadworkhabitsareimpactingjobperformanceofan employee. They produce an unpleasant work situation, anxiety & stress. Employee need to avoid them if possible, be delightful with them when you have to work with them, talk calmly.Workplace Ethics & Integrity Issues: Poor business and workplace ethics can be dangerous for employees job security. Workplace ethics is defined as the moral code that describe the behaviour of employees about what is right & wrong in concern to conduct
&decision-making(Wangandet.al.,2019).Ethicalissueslikediscrimination& harassment, toxic workplace culture, unrealistic and conflicting goals badly affect the employee's morale & mental condition.Time Management: Time management is difficult for new employees in new job & responsibilities. Time management problems are the objections individuals face when tryingtoacceleratetheirproductivenessintheircareerandpersonallife.Proper management of time helps employees work smarter rather than harder. It gets relive of hesitation by making sure that their task is done according to their to-do-list. WorkplaceBullying:Bullyingintheworkplacebadlyaffecttheproductivity& efficiency of employees. Bullying at work includes a misuse of power, humiliating & degrading an employee, intimidating etc. that is intentional to create & threat a risk to the safety and heath of the employee (Kim and Beehr, 2020). Strategies to cope with negative factors:Communicate effectively with employees:the effective communication is the best way to overcome with negative factors an employees experience. Managers need to talk with employees about their problems, weaknesses & any issue arise at workplace. After concerning all problems' manager give suggestions and ideas to solve their problem. Some great personality tests include 16 personalities, the four tendencies quiz & Myers Briggs whatever test manager choose (Blake and et.al., 2020). The result will help managertobettermanagehisteam,communicatemoreefficientlyandmore understanding of weaknesses.Create a positive work culture: It is important to form a positive culture at workplace to prohibit negativity. The positive work culture is created through various ideas such as recognize employees hard work, treat everyone with respect, organize fun activities regularly and many more. These reduces stress, increase the productivity and happiness of employees. Positive workplace also helps in increasing the employee's commitment towards the organization & retention is reduced. Treat all employees equally: Partiality can cause a loss of motivation and produce a feeling of dissatisfaction in employees. A manager duty is to treat all employees equally stop favouritism & ensure that work protocol are obeyed by all the employees (Labrague
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and De los Santos, 2020). Manager follows various strategy to prevent favouritism like pay close attention to communication style with employees, conduct regular meeting with all employees, give proper reason for any decision-making involving employees and so on. CONCLUSION The report has concluded about the various factors such as salary, promotion, work environment motivate employees to do more work. The report has also discussed the positive & negative factors that employee experience at their workplace & how this factors affecting the employees morale and productivity. This report has also shed light on using various strategies (effective communication, create positive work culture & treat employees equally) deal with negative factors that employee experience.
REFERENCES Books and journals Hale, A. J. and et.al., 2019. Adapting Maslow's hierarchy of needs as a framework for resident wellness.Teaching and learning in medicine.31(1). pp.109-118. Hopper, E., 2020. Maslow’s Hierarchy of Needs Explained.ThoughtCo, ThoughtCo,24. Crandall, A. and et.l., 2020. Maslow’s hierarchy of needs as a framework for understanding adolescent depressive symptoms over time.Journal of Child and Family Studies.29(2). pp.273-281. Oved,O.,2017.RethinkingtheplaceofloveneedsinMaslow’shierarchyof needs.Society.54(6). pp.537-538. Hadi, T. P. and Tola, B., 2019. The Effect of Transformational Leadership and Work Motivation onInnovativeBehavior.IJHCM(InternationalJournalofHumanCapital Management).3(2). pp.100-108. Kotni, V. D. P. and Karumuri, V., 2018. Application of Herzberg two-factor theory model for motivating retail salesforce.IUP Journal of Organizational Behavior.17(1). pp.24-42. Balven, R. and et.al., 2018. Academic entrepreneurship: The roles of identity, motivation, championing, education, work-life balance, and organizational justice.Academy of Management Perspectives.32(1). pp.21-42. Kang, H. J. A. and Busser, J. A., 2018. Impact of service climate and psychological capital on employee engagement: The role of organizational hierarchy.International Journal of Hospitality Management.75.pp.1-9. Wang, L. and et.al., 2019. It’s mine! Psychological ownership of one’s job explains positive and negativeworkplaceoutcomesofjobengagement.JournalofApplied Psychology.104(2). p.229. Kim, M. and Beehr, T. A., 2020. The long reach of the leader: Can empowering leadership at work result in enriched home lives?.Journal of occupational health psychology.25(3). p.203. Kim, M. and Beehr, T. A., 2017. Self-efficacy and psychological ownership mediate the effects of empowering leadership on both good and bad employee behaviors.Journal of Leadership & Organizational Studies.24(4). pp.466-478. 1
Blake, H. and et.al., 2020. Mitigating the psychological impact of COVID-19 on healthcare workers: a digital learning package.International journal of environmental research and public health.17(9). p.2997. Lambert, E. G. and et.al., 2020. The effects of distributive and procedural justice on job satisfaction and organizational commitment ofcorrectional staff.The Social Science Journal.57(4). pp.405-416. Labrague, L. J. and De los Santos, J. A. A., 2020. COVID‐19 anxiety among front‐line nurses: Predictive role of organisational support, personal resilience and social support.Journal of nursing management.28(7). pp.1653-1661. 2