Why People Work: Factors that Motivate and Impact Employees

This report explores the reasons why people work and the different factors that motivate and impact employees in the workplace. It discusses positive factors such as a positive work culture, work-life balance, recognition and appreciation, earning respect, good wages, and being informed about the company. It also covers negative factors such as lack of recognition, excessive workload, and insufficient motivation. The report concludes with suggestions for creating a positive work environment that encourages employees to work efficiently and attain organizational targets.

Why people work

Table of Contents
INTRODUCTION ..........................................................................................................................1
Factors that motivate employees to work....................................................................................1
Positive and negative factors that employees experience as a result of their job........................3
CONCLUSION................................................................................................................................5
References:.......................................................................................................................................6

INTRODUCTION
It is very significant for the humans to work so that they can make their family and
themselves live. Along with this, it also enable them to gain personality and respect in society.
Thus individuals work for their livelihood (Al-Swidi, Gelaidan and Saleh, 2021). With different
personalities that individuals express, it is possible to establish numerous reason why individuals
really go to the work. It may wonder why individuals strive to get work or job so hard to
maintain it. Therefore, this report is based on the concept of why people work. In this it will
include different element through which employees can be motivated at workplace. Along with
this respective project report will also discuss different employees' negative & positive factors
that are experienced by them within organisation.
Factors that motivate employees to work
Motivation is a reason which drives all of individuals actions. People expect that if they
will behave in certain way, then they become enable to attain their desired result. In organisation,
outcome, as long as it is optimistic or positive, is driver which can influence if & how the task
given to workers are performed. Key to attain the highest possible outcome lies in being capable
to identity the components which drive people in workforce. It’s very critical that apart from
considering that final outcome is effective and worthwhile, workers also accept that they are
able to perform the task or project which is expected of them. If targets or objective seem
unattainable from their visual aspect, then it is unlikely they’ll feel encouraged which in return
will lead to the lower performance or actions (Charoenwong and Kwan, 2021).
This is why, being capable to identify key factors which drive the workers are first &
most crucial step on the way to enhancing performance. There are few main elements which
contribute to the employees motivation:
 Working in positive work culture- The organisational culture play major orle in
motivating the employees as it has been analysed that there is a strong correlation
between workers who claim to feel valued ad happy at work, and those who regard their
company as having a strong culture. In a positive work culture, employees feel very
comfortable and perform effectively. Organisation should facilitate a friendly working
environment as in such kind of environment employees enjoy their job as it gives them a
positive vibes that motivate them to work.
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 Work life balance- Good work life balance nurtures workers. Motivated workforce is
less likely to leave the organisation, take sick leaves & always prepared to work for the
longer hours. Equally same workers are more likely to ‘burn out’ & feel de-motivated if
they work in unhealthy work life balance (Maurizka, Handayani, and Pinem, 2021).
 Recognition and appreciation-
Recognition is not merely make the employees to feel good about their performance and
achievements. It is just a by-product. Companies recognize & praise the employees
because organisation want to reinforce a specific effort or outcome that support the
business. More these special behaviours are recognized, more frequently the employees
will repeat them. It is other side of coin that why organisations discipline workforce. This
is because company want to discourage peculiar behaviours which do not add the value to
their business.
 To earn respect- It has been identified that respect contribute to happiness in life &
one’s self-esteem. It is apparent individuals would pursue the jobs which earn them a
respect within society. This factor of honor is founded in workplace or outside working
environment. According to the psychological studies respect within workplace
demonstrate how individuals would do anything with the motive to earn honor and
respect.
 Good wages- It has been analysed that good wages is not at top but middle on the list.
The Money is not a motivator in the least. It has becomes an actual motivator only when
the employees are not making adequate money in order to meet their basic needs or
requirements. If it is a case, employee will do whatever is significant for their survival.
Therefore, companies should provide more than just a pay check to their employees as it
make the employees happy and encourage them to work very effectively or efficiently
(Peng and Zhu, 2021).
 Being in the know about the company matters- Individuals in organisations want to
feel that they are a significant part of something bigger than merely their job. It has been
identified that employees want to know that where is their organisation going: is
company going nowhere or somewhere or? If somewhere, is place attractive, desirable,
& inspiring? It helps the workers to feel informed; information really helps them in
making best possible and effective decisions in their regular activities. Frequently,
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management would view the workers as making incorrect decisions, when truth is that
the workers made best possible decision on the basis of information they have.
Positive and negative factors that employees experience as a result of their job
In organisations, it has been observed that workers experience several kinds of the aspect
when perform their job. Therefore, organisations are responsible to examine & identify that what
kind of positive and negative components are experienced by the workforce. Being an employees
workers have to perform different types of the task or work where they go through different
experience. Few of these positive and negative factors are discussed below:
positive factors
 Modern performance management- Employees experience this positive factor when
performing their job. If na organisation or company keep focusing on different tools&
techniques to measure employees performance & provide regular feedbacks that is a
positive sign for the workers as it increase their ability to perform better.
 Work environment- The positive and healthy work environment has been considered as
most effective and positive factors experienced by the workers. When companies provide
a friendly or stress free work environment then employees feel very happy and it also
increase their ability or skill that showcase in attaining the organisational target vert
efficiently and effectively (Ronald and Marc, 2021).
 Trust in leadership- It refers to a degree of the trust that workers have in their superiors
or leader who improve overall performance of the organisation and employees as well. It
act as an optimistic component for the workforce that they experience when performing
their job role. This factor also increase the workers ability to work with more efficiency.
 Growth opportunities & skills development- Employees experience this factors when
organisations provide different growth opportunities to their employees in which workers
develop their skill and become able to deal with any critical situation. Along with this
organisation also conduct the training session for their workers that increaser their
efficiency and motivate them to perform better.
Negative factors
 Lack of recognition- This negative factors impact the employees adversely as in this
organisational management failed to recognise the employees' efforts that demotivate
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them. By this, employees feel insufficient recognition. As resulting, it decrease worker's
performance that have an impact on the productivity (Tall and et. al., 2021).
 Excessive workload- This component is very common within workplace. In this,
employees feel a high workspace that create stress. Due to this, employees consider it a
negative factors as it also impact their performance negatively. Excessive work pressure
can compile with highly work load that need to be finished (Salamah, 2021).
 Insufficient motivation- In this, when organisation become unable to motivate the
employees then it impact the employee's work performance. As employees need a
motivation to work better, therefore organisations should motivate the employees
differential and also encourage them to work hard so that they can attain the target or
organisation. If organisation get failed din this, then they have to suffer from heavy loss.
CONCLUSION
From the above report, it has been figured out that in this world, all the humans work in
order to fulfil their needs and requirements. Every people have different reason to work. This
report has identified that money is not only an element that motivate individuals to work as there
are numerous factors that encourage people to work. This report has discussed about different
positive and negative factors that are experienced by workers within workplace. Therefore it has
been analysed that work environment, recognition, leadership are few elements that motivate
workers to perform better and also give a positive experience. Whereas, insufficient motivation,
lack of recognition and stressed work environment create a negative employees experience.
Therefore it has been suggested to every organisation that they should create such working
atmosphere where employees feel happy and satisfied. It will encourage them to work efficiently
and also enable to attain the organisational target.
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References:
Books and Journals
Al-Swidi, A.K., Gelaidan, H.M. and Saleh, R.M., 2021. The joint impact of green human
resource management, leadership and organizational culture on employees’ green
behaviour and organisational environmental performance. Journal of Cleaner
Production, 316, p.128112.
Charoenwong, B. and Kwan, A., 2021. Alternative Data, Big Data, and Applications to Finance.
In Fintech with Artificial Intelligence, Big Data, and Blockchain (pp. 35-105). Springer,
Singapore.
Maurizka, S., Handayani, P.W. and Pinem, A.A., 2021, October. The Acceptance of Pay Later
Payment Usage on Business-To-Consumer Online Marketplace in Indonesia. In 2021
International Conference on Informatics, Multimedia, Cyber and Information System
(ICIMCIS (pp. 187-192). IEEE.
Peng, W. and Zhu, F., 2021. Trust Building and Credit Reporting with Big Data in the Digital
Age. The Palgrave Handbook of Technological Finance, pp.809-836.
Ronald, B. and Marc, L., 2021. The leadership challenge in times of the COVTD 19 pandemic-
An empirical investigation on the impact of transformational leadership on motivation
and team performance. Advances in Management, 14(3), pp.1-21.
Salamah, M.M., 2021. Factors That Enhance or Undermine Workers' Intrinsic Motivation.
Organization Development Journal, 39(2).
Tall, B. and et. al., 2021. Factors affecting the success of development projects of the non-
governmental organizations (NGOs) in Jordan. International Journal of Construction
Management, pp.1-12.
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