Motivation and Factors Influencing Employees in People Management

This report explores the importance of motivation and the factors that influence employees in people management. It discusses the role of a healthy organizational culture, positive working environment, rewards and recognition, leadership opportunities, salary increment, and job security in motivating employees. The report also delves into Maslow's Need Hierarchy Theory of Motivation and its stages. It provides valuable insights into managing and motivating employees for organizational success.

INTRODUCING
PEOPLE
MANAGEMENT
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INTRODUCTION
People Management or also known as Human Resource Management refers to an activity
of hiring competent persons, train and develop their existing competencies, preserve them and
maintain in organisation for period of long term with the motive of attaining business objectives
in a effective and efficient way (Acevedo, 2018). People or employees of any organisation are
the biggest and valuable asset for any company since they actually presents a real picture to the
ideas and plans made by the top level of management. This report will cover the motivation and
its factor as how they influences employees in the organisation to work more effective for the
development of company. The report will also include theory of motivation developed by
Abraham Maslow that is Maslow's need hierarchy theory of motivation.
MOTIVATION
Motivation refers to process of encouraging the organisation's employees to work more
efficiently and with more zeal to achieve company's goals and bring success to the organisation.
When the employees are being motivated by several factors this enhances their competency level
and allows them to work more for the company (Alsuwaidi, and et.all., 2020) . There are many
factors through which any company can motivate its employee such as healthy organisational
culture, positive working environment, rewards and recognition, leadership opportunity, salary
increment, job security, etc. Each factor is discussed below in detail:
 Healthy Organizational Culture: Organisational culture refers to the values and ethics
being practised in the organisation. The culture emerges from the company's vision and
mission which drives the employees to adapt. A healthy organisational culture gives a
feeling of belongingness to the employees which keeps them motivated and generates a
sense of loyalty towards the organisation. There is a presence of direct relation between
the employees satisfaction and motivation with respect to healthy culture in the
organisation (Amidžić, 2019).
 Positive Working Environment: Positive working environment can be stated by two
categories such as presence of physical environment and another is non-physical
environment. Physical environment includes better office premises, availability of all the
required necessary equipments, better working condition, easily reachable location to the
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office,etc. Non-physical comprises of the behaviour of the employees as how they behave
with each other, their communication way and skills, relationships with co-employees or
with the management or with leader,etc. A positive environment allows an employee to
work with confident and peaceful mindset, stress free mental ambience,etc. which
motivates the employees to work with greater efficiency (Badrianto, and Ekhsan, 2019) .
 Rewards and recognition: Rewards includes some monetary benefits or incentives such
as bonus, vacation sponsorship, shopping voucher, etc. Recognition is categorised as non-
monetary benefit to employees which includes praises in front of top level management
or with co-staff, appreciation for work done, etc. Both reward and recognition acts as a
motivation factor for an employee which influences him to work more for the
organisation. Sometimes an employee gets motivated by getting monetary benefit that is
reward or in some circumstances the employee gets motivated from just appreciation or
praises (Breaugh, Ritz, and Alfes, 2018).
 Leadership Opportunity: Leadership opportunity refers a chance given to an employee
to become a leader in the organisation. Some companies uses this opportunity as a factor
of motivation provided to their employees for the sake of motivating them in order to
achieve company's goal with greater competency (Knies, Leisink, and Kraus-Hoogeveen,
2018).
 Salary Increment: Salary increment is an another factor of motivation which
organisations uses to motivate their employees. Salary increment refers to increase in
existing salary of the employee or offering more salary as compared to the current one.
Getting more salary encourages an employee to work more and better for the company as
this will provide felling of honoured by the organisation (Muchtar, 2017).
 Job Security: The most important thing for which every employee is stressed about is
job security. Job security refers to the security of a job for which he is doing hard work,
this removes the fear of abundance from the post in future. Job security gives a feeling of
belongingness and motivated an employee which gives rise to use the competencies in
more better way for the company (Rantesalu, Mus, and Arifin, 2017).
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Motivation is of two types one is positive motivation and another is negative motivation.
Positive motivation influences an employee to work more harder and use his skills in more
efficient way. Whereas on the other hand negative motivation allows an employee to feel
dissatisfied and reduces his efficiencies in work.
Maslow's Need Hierarchy Theory of Motivation
Maslow Need Hierarchy theory of motivation is a need based theory which every
employee achieves by following a sequence in the hierarchy which comprises of five different
stages. The sequence of the hierarchy flows from bottom to top which means that a person first
fulfils his need specified at bottom level and finally reaches at the top where he realises full
satisfaction and does not need anything more to achieve. The first stage in the hierarchy is the
fulfilment of Basic need which comes in the category of physiological needs followed by safety
needs, social needs, esteem needs and finally self actualization need (Soliman, AlTabtabi, and
AlMeer, 2020).
Maslow Need Hierarchy Theory of Motivation
The stages of Maslow Need Hierarchy of Motivation are discussed below:
 Physiological Need: This is a first stage in the hierarchy which every individual tries to
fulfil at a very first stage. This involves basic needs such as need of food, air, cloth,
house, shelter, etc. For every human body to function these are the necessary needs to be
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fulfilled for survival. Physiological need is considered as the primary need of every
individual irrespective of his level of income or caste or gender. When this need gets
fulfilled then only a person enters at a second stage.
A manager in company can fulfils this need of his employee by paying his salary on time which
will motivate him to fulfil his basic needs from salary.
 Safety and Security Needs: This is placed second in the hierarchy after physiological
needs. An individual tries to fulfil this need after the fulfilment of basic needs. Safety and
Security needs includes security of his life as well as of his family. This includes good
physical health, mental health, job security, financial security,etc. When a person feels he
is safe and secure then he works with his full efficiency and is stress free as every human
being is more concerned about his security.
Management can motivate the employees by providing them insurance, retirement pensions, etc.
 Social Need (Belongingness and Love): This is the third stage in the hierarchy. A
person wishes to fulfil his social need by getting love and feeling of belongingness, after
the fulfilment of his safety and security needs. A person fulfils his need by making
relationships, increase in communications with peer members. An individual at this stage
wishes to get love, affection, trust and belief from friends and society. As every human
being lives in a society so always wishes to be accepted by the society.
An informal group can be made by the organisation where employees can meet their co-staff
informally which will motivate them to make some interpersonal relations within the society.
Informal interaction with superior and subordinates motives employees to work more better in
the organisation (Verma, and Menezes, 2018).
 Esteem Need: This need arises after the fulfilment of social need. This is the second last
need of every human being surviving in the society. At this stage an individual wishes to
get some recognition, status or wants to gain some self respect from his peer members.
When rewarded or recognized by his surrounding a person feels motivated. Companies can
motivate their employee by recognising the employees efforts and hard work done by him for the
success of company.
 Self-actualization Need: This is the last need of every individual in Maslow Need
hierarchy theory of motivation. When a person fulfils his all the four needs then comes at
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this stage. At this level a person is self satisfied and realizes the level of his competency,
ability. A person only tries to attain personal happiness and gains experiences in his life.
A manager can motivate his employee by giving him promotion or by enhancing his existing
skills in the organisation.
Maslow Need Hierarchy Theory of Motivation is considered as a best measure of
motivating the employees of the organisation as the theory describes all the basic and necessary
needs which every individual or employee posses in his life.
REFLECTIVE ESSAY
From the present report I have learned many concepts like about people management,
motivation and what factors can influence employees. I have also learned that managing people
is very important for every organisation as they are the work who actually works to bring
company success. Monetary as well as Non-monetary factors such as rewards and recognition,
salary increment, job security, positive working environment, etc. plays a very important role in
motivating employee and enhancing his efficiencies. I have developed several skills from this
report such as problem solving skills, research skills, communication skills and team co-
ordination,etc. these skills were missing in my knowledge but with the help of this assignment, I
am able to develop and gain such skills. I have came through with the concept of motivation
theory such as Maslow's Need hierarchy theory of Motivation which every individual has and
wishes to fulfil their needs by following the hierarchy discusses in the theory. During my
research I came to know about my strengths and weaknesses with with I am unaware earlier.
Strengths such as creativity, patience, deep thinking,etc. are inside me and helped me to develop
this report on Motivation and its factors which influences the employees of the organisation to
work with more better efficiency for the organisation. I have analysed some weaknesses such as
inefficient communication and team co-ordination with my team members into which I am not
much efficient and lacks behind in the organisation. I will be trying to communicate on regular
basis with my team and will make an effort to develop my team co-ordination skills inside my
organisation. I will be doing more research and will do deeper analysis on the topic so that I can
do my work with more efficiency in future. I came to know from my assignment that I can do
more research and can make more assignment on the topic.
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CONCLUSION
From the current assignment it can be concluded that motivation plays a very important
role in enhancing the employees competencies. Factors such as rewards and recognitions, salary
increment, job security, etc. are such factor which influences employees for motivation. It is very
necessity for every company to motivate their employees on regular basis in order to attain
organisation's objectives and goals. Company can refer Maslow's Need Hierarchy Theory of
Motivation for understanding the level of employees and for can motivate their employees with
the help of theory.
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REFERENCES
Books and Journals
Acevedo, A., 2018. A personalistic appraisal of Maslow’s needs theory of motivation: From
“humanistic” psychology to integral humanism. Journal of business ethics. 148(4).
pp.741-763.
Alsuwaidi, M., and et.all., 2020, October. Performance appraisal on employees’ motivation: A
comprehensive analysis. In International Conference on Advanced Intelligent Systems
and Informatics (pp. 681-693). Springer, Cham.
Amidžić, R., 2019. A set of factors related to the opportunity motivation: Analysis of Early-stage
entrepreneurs from SEE. Strategic Management. 24(2). pp.45-57.
Badrianto, Y. and Ekhsan, M., 2019. The Effect of Work Environment and Motivation on
Employee Performance of PT. Hasta Multi Sejahtera Cikarang. Journal of Research in
Business, Economics, and Education. 1(1).
Breaugh, J., Ritz, A. and Alfes, K., 2018. Work motivation and public service motivation:
disentangling varieties of motivation and job satisfaction. Public Management
Review. 20(10). pp.1423-1443.
Knies, E., Leisink, P. and Kraus-Hoogeveen, S., 2018. Frontline managers’ contribution to
mission achievement: A study of how people management affects thoughtful
care. Human Service Organizations: Management, Leadership & Governance. 42(2).
pp.166-184.
Muchtar, M., 2017. The influence of motivation and work environment on the performance of
employees. Sinergi: Jurnal Ilmiah Ilmu Manajemen. 6(2).
Rantesalu, A., Mus, A.R. and Arifin, Z., 2017. The effect of competence, motivation and
organizational culture on employee performance: the mediating role of organizational
commitment.
Soliman, E., AlTabtabi, H. and AlMeer, A., 2020. Motivational Needs for Construction Industry
Employees in Gulf Countries–Kuwait Case Study. Global Journal of Management And
Business Research.
Verma, P.M. and Menezes, K., 2018. Augmenting maslow's need hierarchy theory with
multigenerational workforce in manufacturing sector. Journal of Global Information
and Business Strategy. 10(1). pp.60-67.
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