Motivation and Factors Affecting Employees in the World of Work
Verified
Added on  2023/06/15
|8
|2025
|347
AI Summary
This report discusses the concept of motivation and factors that affect employees in the world of work. It also provides strategies to cope with negative factors experienced by employees.
Contribute Materials
Your contribution can guide someone’s learning journey. Share your
documents today.
World of work
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
Table of Contents INTRODUCTION...........................................................................................................................3 MAIN BODY...................................................................................................................................3 Motivation....................................................................................................................................3 Factors that motivate employees to work....................................................................................3 Positive factors employees experience as a result of their job roles............................................4 Negative factors employees experience as a result of their job role............................................5 Strategies to cope with negative factors employees experience as a result of their job roles......6 CONCLUSION................................................................................................................................7 REFERENCES................................................................................................................................8
INTRODUCTION Motivation is the process of initiating, guiding, stimulating and maintaining the human resources within the organisation for meeting the objectives of the business. It helps the business in achieving higher level of outputs by improving the performance of the manpower. In this report, the concept of motivation is going to be discussed. Along with it, the positive as well as negative factors that are experienced by the manpower of the organisation will also be explained in this report(Cazes, Garnero and Martin, 2019). Furthermore, some strategies are also going to be described to cope up with the negative factors that are experienced by the employees within the organisation. MAIN BODY Motivation Motivation is the process that inspires the workforce of the company to do more hard work so that the productivity as well as the profitability of the organisation expands. This process facilitates the organisation improving the performance of business as a whole by bridging the gap between the willingness and ability to do the work. Better performance of the organisation leads to higher level of productivity as well as lowers the cost of production consequently. Factors that motivate employees to work There are various factors the motivate the workforce of the organisation to work and some of them are described as under: Organisational culture:The favourable organisational culture greatly influence the motivation of employees within the workplace. Most of the workforce feel more valued and enjoy their task more when the organisational culture is strong that facilitates the human resources along with bringing them together on a daily-basis. Recognition and appreciation:These are the two vital elements of motivation and expresses that providing recognition as well as praise not only makes the workforce feel appreciated and accomplished but also strengthen the performance of employees and encourage them to make continuity with their activities that results in good performance(Dubin, 2017). The more favourable behaviour of employees is recognized, the more likely they repeat these behaviours and stay motivated within the organisation.
Meaning and purpose:This is another factor that motivates the employees to work within the organisation. Manpower who identifies a sense of meaning along with the purpose within their work or activities often have greater levels of motivation in comparison to those who do not. Human resources who want to determine that what they do is really contributing to the success of business and that their responsibilities as well as accomplishments helps in overall growth of the company. Financial benefits:The financial benefits are not the motivator of all the workforce but it enhances the overall motivation of the manpower within the organisation(Flecker, Fibich and Kraemer, 2017). Providing various opportunities to the human resources of the company for enjoying the financial benefits by working hard is a great way to enhance the level of motivation and offers manpower a sense of accomplishment as well as appreciation. Flexible work schedules:By providing several opportunities to the workforce for creating their own schedules or working flexible hours is a great way to provide motivation to the manpower of the business. Flexible working schedules permits the employees to better accommodate the needs of the family, holidays along with the other personal regular duties that more rigid schedules often don't. Positive factors employees experience as a result of their job roles There are several positive factors that the employee experience as a result of their job roles and some of them are explained as under: Working environment:Both the psycho-social as well as physical working environment plays an important part in making sure that the human resources are feeling secured and contented. Workforce of the organisation deserve a safe and secured working environment in which they are given respect where other manpower identify the values along with the achievements and they get support as well as empathy during the tough times(Ginzberg, Jones and Rome, 2020). Workforce reach their potential and get pride within work only when they are surrounded with those who empower and encourage them as well as conditions that are contributing to productive work. Modern performance management:Workforce often realise that their managers are not appreciating the work they have done. In many organisations, performance management are tied with compensation and other benefits that push manpower to perform better. It is important for the organisation to align the needs, goals and ambitions of manpower to organisational mission
Paraphrase This Document
Need a fresh take? Get an instant paraphrase of this document with our AI Paraphraser
an objectives. This is high time for business to begin automating the performance management process to make it more efficient as well as cost-effective. Growth opportunities and skill development:The talents within manpower provide unique skills that required to be celebrated and honed. The management team of the organisation should conduct training an development sessions along with the workshops to keep everyone updated on the fields in which they are specific. Manpower should be able to developand improvetheirskillsaswellasknowledgeattheirownpacetoincreaseorganisational productivity(Glosenberg and et.al, 2019). These opportunities of growth helps in building trust, reducingapathyanddevelopingstrongconnections.Workforcefeelmoreoptimisticand motivated as their advanced knowledge will facilitate them in staying ahead in their careers. To reiterate:Themanpowerof organisationhumanisetheirexperienceby being transparent, personal as well as honest in organisational strategies. Companies create a safe working place for workforce in which they are comfortable to share their opinions and receive support along with the encouragement needed to attain goals. For organisation, employees mould a culture that is strengthened by positivity, purpose, meaningfulness, team collaboration,and mutual trust. Negative factors employees experience as a result of their job role There are different negative factors that are experienced by the human resources of the organisation as a result of their job role. Some of the factors are mentioned as follows: Excessive workload:This factor negatively impacts the experience of the employees as it tends to increases the level of stress of the human resources that ultimately affects the performance of the workforce and organisation as a whole in a negative way. Conflicts and unpleasant interpersonal interactions:It is concerned with disagreeable situations or behaviours that are directed at a manpower by its work managers, colleagues or supervisors(InternationalLabourOrganization,2020).Theconflictsandunpleasant interpersonalinteractionsinvolveaggressivecommunicationanddifficulties,badmood behaviours and lack of empathy. Threats to self-efficacy and performance:This kind of factor is concerned with personal difficulties or flaws that somehow creates a risk for the self-efficacy of the human resources and adversely impacts the behaviours, performance and attitudes of the manpower.
Failures, interruptions and annoyances:This type of negative factor is referred to the conditions or happenings that are originating from the work that somehow interrupts the daily work of the employees. Organisationandleader-relatedhassles:Thesekindofhasslesincludethe organisational hurdles like stupid rules of bureaucracy that are interfering with the work of someone, receiving orders regarding how to do a job or working too long without a break (Korunka and Kubicek, 2017). Time management and task-related hassles:It is related to the difficulties that are occurred in managing the daily tasks as well as involvement in routine, unwanted, uninteresting and unchallenging tasks. Strategies to cope with negative factors employees experience as a result of their job roles Control over their job:Human resources are provided with the opportunities to make decision regarding their business along with controlling and influencing their job. The most frequent cause of workplace negativity is traceable to the organisation that is framing decisions regarding employees performance without respect of their input. Most of the decisions that does not involve the input of person who is doing the task is perceived as negative. Opportunities to express opinions:Organisations make opportunities that are available for workforce to share their opinions regarding the policies and procedures of workplace. It must recognise the influence of changes in areas like benefits, working conditions, assignment of overtime hours, job requirements and many more. Such factors are very closest to the heart, mind and physical presence of the manpower. Changes to these factors can cause serious adverse responses(Lawler, 2017). The organisation must provide timely, proactive responses to the queries and concerns of the employees. Use consistent fair treatment:The managers within the organisation should treat people of the business with fairness as well as consistency. It should avoid favouritism by applying the identical standard of accountability as well as system of rewards on all the manpower. The administration should build and publicize the policies and procedures of the workplace that organise the work in an effective manner and their application should be done consistently.
CONCLUSION From above explanation of the report, it has been concluded that with the help of motivation, the human resources within the organisation can be inspired to do more hard work. It helps in enhancing the level of productivity as well as profitability of the organisation as a whole. In this report, the factors that motivate employees to work has been discussed which facilitates in improving the performance of the employees and organisation. Along with it, the positive as well as negative factors also discussed that are experienced by the employees as a result of their job roles. Furthermore, strategies to cope with negative factors experienced by the human resources of the organisation have also been explained in this report.
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
REFERENCES Books and Journals Cazes, S., Garnero, A. and Martin, S., 2019.Negotiating our way up: Collective bargaining in a changing world of work. OECD Publishing: Paris, France. Dubin, R., 2017.The world of work: Industrial society and human relations. Taylor & Francis. Flecker, J., Fibich, T. and Kraemer, K., 2017. Socio-economic changes and the reorganization of work. InJob demands in a changing world of work(pp. 7-24). Springer, Cham. Ginzberg, E., Jones, T. and Rome, T. H., 2020.A world without work. Routledge. Glosenberg and et.al, 2019. Person-vocation fit across the world of work: Evaluating the generalizability of the circular model of vocational interests and social cognitive career theory across 74 countries.Journal of Vocational Behavior,112, pp.92-108. InternationalLabourOrganization,2020.ILOMonitor:COVID-19andtheWorldof Work.Updated estimates and analysis. Int Labour Organ. Korunka, C. and Kubicek, B., 2017. Job demands in a changing world of work. InJob demands in a changing world of work(pp. 1-5). Springer, Cham. Lawler, E. E., 2017.Reinventing talent management: Principles and practices for the new world of work. Berrett-Koehler Publishers.