Motivation, PESTLE Analysis, and Performance Management in Workplace

This essay delves into the critical role of motivation in organizational settings, examining various factors that influence employee morale and performance. It utilizes PESTLE analysis to assess external influences like political, economic, social, technological, legal, and environmental factors, alongside ...Read More

ESSAY

Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8
Books and Journals.................................................................................................................8

INTRODUCTION
In today's time it is very important for the organisations to regularly motivate their
employees through which they can perform with full efficiency in the workplace. There are
various needs of the employees that should be satisfied by the managers of the organisations
which help them to boost their morale. In this essay there will be discussion about the concept of
the motivation and the various factors that affect it in the workplace (Wigfield, Muenks and
Eccles, 2021). It will be effectively analysed through the PESTLE analysis that includes various
factors with it. There will also be analyses of the valid reasons that cause the increasing and
decreasing level of motivation. After that the concept of the performance management will also
be analysed and how it can be used to manage the motivational issues. At the end of the report
there will be the evaluation of the withdrawal effects of an organisation and the level of the
motivation when the employees leave the company.
MAIN BODY
Motivation can be defined as a driving force which influences the behaviour of an
individual. It can also be defined as a driving force that consists of an energy that is required to
complete a particular task. There are various kind of importance and advantages are present of
motivation because it helps to improve the performance level of the employees in the
organisation. More motivated employees will show more potential in order to accomplish the
task (Grant and Shandell, 2022). This will increase the efficiency of the employees that results in
the efficient output because when the employees are motivated, they show more engagement
towards the goals of the organisation. Another main advantage of the motivation is that it helps
to build an effective corporate image of the organisation because happy employees focuses on
the goal of the customer satisfaction in the market. By motivating the employee’s organisation
can easily achieve their goals in the future and each task can be carried out with more efficiency.
There are various external factors that affect the level of the motivation in the organisation.
Political factors can affect the level of the organisation performance because sometimes the
government interferes in the operations of the business that affects the profitability. Because of
this leader of the organisation fail to motivate their employees by giving them appropriate
rewards and benefits related to their specific roles. Another external factor can be the economic
factor because there is an uncertainty of circumstances that can occur in the future and

organisations are not prepared in advance in order to overcome future challenges so that reason
management department fails to effectively motivate their employees. Any kind of disaster
affects the profitability of the company which comes out to be the economic factor. When an
organisation fails to effectively analyse the needs and wants of the society it directly affects the
image of the organisation. It directly leads to the demotivation of the employees when they carry
out the work in the workplace (Schunk and DiBenedetto, 2020). Technological factor can be the
other important factor that affects the motivation level because organisations should use effective
technology in order to compete in the market. This can reduce the level of the motivation of the
employees. Government of specific country imposed various rules and regulations on the
operational activities of the organisation and sometimes they pose so much high duties in order
to carry out the work. This leads to imbalance distribution of the profits through which managers
fail to effectively motivate their employees with enough benefits and rewards.
Along with that there are several internal environment factors that affect the level of the
motivation. In the organisation there are various departments that come under in order to perform
the activities of the organisation with the main purpose of maximizing the profits. Sometimes
managers of the company do not effectively execute the plans and the policies in the favour of
employees which comes out to be the major factor that affects their motivation level. Human
resource can be stated as one of the most important parts of the organisation and they are
responsible for motivating and encouraging the employees towards the goal. Infective HR people
fail to motivate their employees with the proper benefits and rewards which usually affects the
motivation level of them (Amini and Daulay, 2022). Finance and marketing resources should be
allocated effectively through which much benefit can be executed from that. Sometime
inappropriate allocation of the finances creates problem in motivating the employees because
ultimately these are the main people who have to carry out the work. It is very important for the
organisation to use effective marketing techniques through which the motivation level of all the
employees can be increased. In the organisations there are various decisions that have to be taken
by the management department. It is very important for the managers to involve their employees
in the decision-making process through which they can give their ideas and thoughts regarding
the production process. This will directly increase their motivation towards the value and vision
of the company. Another main factor that can affect the motivation level is the quality and the
size of the infrastructure that has been built. Healthier work environment will automatically

increase the motivation of the employees and on the other hand a less healthy culture will affect
the motivational level of the employees in a negative way. There are various reasons that can be
seen to increase the level as well as reduce the level of motivation in the workplace. One of the
main reasons for motivated employees is the amount of salary that is given to them according to
the work they carry out in the organisation. Regular appraisal by the managers of the
organisation also affects the motivation of the employees in a positive way (Hattie, Hodis and
Kang, 2020). On the other hand, reduced levels of motivation can be seen by the less healthy
infrastructure and irregular appraisals of the employees. This is one of the main reasons for the
reduced level of motivation in the employees. In relation to the Unilever company, they believe
that employees are one of the most valuable assets of the organisation. Leaders of the company
ensure that they regularly give benefits and rewards according to their performances in the
company. Process theory of the motivation can be applied as a Vroom’s expectancy process
theory of motivation. This theory includes three factors that are expectancy, instrumentality and
valance. This theory tells that a thought of an individual that explains that they will achieve more
success by performing effective tasks in the organisation. Instrumentality can be defined as the
thought of the person that he will be rewarded after he performed his particular task. At the last
point valance means that it is the essential part of the motivational theory that explains that
higher importance of the employees will lead to the increasing of motivation in the organisation.
Performance management is one of the most important corporate management tools that
is used by the managers in order to evaluate and analyse the employee’s work. It can be
explained as one of the effective tools that is undertaken in order to improve the efficiency of the
employees through which they can work with their best ability and efficiency. Performance
management's main aim is to enhance the overall performance of the employees so that they can
effectively carry out their job duties and roles. It is mainly undertaken by the managers of the
company that ensures that each and every activity should be performed in a systematic manner.
One of the main advantages of performance management is it helps to increase the employee
engagement and motivation in the workplace through which the goal can be achieved in less
time. This concept involves the managers and the employees of the company together and it
directly increases the motivation of the employees which results in more job satisfaction. By
evaluating the performance of each and every employee manager becomes able to find out the
potential risk as well as opportunities in the employees that the organisations should consider.

When managers of the company carry out the performance management function in the
workplace, they become able to retain the top talent in the company. Because the critically
analyse the problems of the employees through which it directly boosts the motivation of the
employees in the company. Performance management concept facilitates the managers to
understand the concerns of the employees in the organisation and they become able to take
necessary actions in order to eliminate the challenges faced by the employees (Chamberlin,
Yasué and Chiang, 2018). Various challenges of time management workload, communication
barriers should be eliminated by the managers which directly increases the motivation at the
workplace. Performance management techniques can be used in order to handle individuals as
well as collective motivation because managers can become able to listen to the problem of each
and every employee in the workplace and can take necessary actions in order to eliminate those
problems. This technique can be used by the upper level of management in order to give
appraisal by analysing the performance of the team that is engaged in order to accomplish the
task. This will result in the increases of the collective motivation of the employees towards the
value of the organisation. On the other hand, individual motivation can be effectively managed
by the managers of the company by working on each and every employee through which their
strengths can be figured out and it can be applied to the specific job that they can carry out in an
effective manner. Through this manager can analyse the need of the skills that have to be
developed in the employees or the techniques that they should be learned in order to perform
their specific task. It directly increases the individual motivation of an employee and helps them
to increase their engagement with the values and the goals of the organisation.
Manager of the Tesco company effectively uses performance management techniques in
order to increase the motivation of the employees at the workplace. They are one of the most
established companies because they effectively understand the concerns of the employees and
work according to that. They ensure that they regularly engage their employees by which they
become able to take their feedback regarding the workplace. In relation to the managers of the
Unilever the company, manager of this organisation focuses on to increase the motivation of the
employees by listening to their concerns and eliminating the problems that they are facing related
to the activities.
There are various types of methods in order to evaluate the performance of the
employees. One of the main methods is the 360-degree feedback method in which feedbacks of

the individuals are taken who are in a direct touch with the employees during a particular period
of time. Individuals can be the customers, friends or the other employees and by analysing the
feedback of them the behaviour of the employees can be assessed and how they are performing
their jobs can be evaluated (Batson, 2022). Another main method in analysing the performance is
the management by objectives. In this type of method employees are the main target who have to
accomplish the task and the goals that have been decided by the organisation. Hence this method
is one of the most effective ways in order to enhance the performance of the employees by
giving them various kinds of appraisals and benefits so that they can work with more potential.
Another measure method that is used by the organisation is the critical incident method. In this
type of performance evaluation process managers note down each and every activity of the
employees in a statement that shows the inappropriate and infective behaviour of them towards
the goal of the organisation. Positive aspects of the employees are also noted down and so that
appraisals can be effectively given to the employees who are performing much better towards the
goals of the organisation.
There is a major impact of redundancy as well as withdrawal on the organisation because
it directly affects the motivation of the employees when they leave the company
(Abdurashitovna, 2020). Redundancy and withdrawal are a very critical process that the manager
and the leaders of the company have to perform when they have no need of the employees in the
company in order to accomplish the task. There are various factors that cause redundancy in the
organisation such as change in the technology, changing in the ways of production and
implementation of new work policies etc. It is a very unpleasant experience for the employees
because they feel so much lack of trust in the company when this process is carried out by the
organisation. It majorly affects the values and image of the organisation in the market.
Withdrawal of the employees from the organisation is a very challenging task for the leaders and
it directly leads to the decreases of the motivation of the rest of the employees. It mainly affects
the motivation level of the employees when they leave the organisation because this process is
suddenly taken by the leaders and the managers of the organisation when there is a change of the
state of the technology or the ways of the production they have to implement in the organisation.
Organisation is another home for the employees and when they become a part of the withdrawal
process it directly decreases the motivation level of the other employees as well who are residing
in the company. Because it increases the chances of lack of trust of the employees in the

company and the faith because this type of process can occur with them also in the future.
During this process motivation of the employees can be managed by the managers and the
leaders of the company by providing them job security and the tenure of a specific period of
which they wanted a particular individual to work with them in the future. It will give the clarity
to the employees as well as to the organisation that to which period employees will be residing in
the company. Another way that an organisation can implement in order to manage the motivation
of the employees is by executing the agreement with the employees in order to retain them in the
future. This will increase the sense of the trust in the employees towards the organisation values
and the goals because they will have clarity in mind that redundancy process will not occur with
them in future (Umida, Zarina and Shahram, 2020). It is one of the most challenging processes
that the manager of the company has to carry out but by ensuring the employees of their
retention in the company they can maintain the motivation level in them and through which they
can perform with their full potential towards the goal. In relation to the managers of the Tesco
company, they carry out this process by telling their employees in advance about their tenure
with the organisation and the period of employment so that the level of motivation and
engagement cannot be decreased in them. They make sure that before the leaving of the
employees from the company they should settle all the amounts with them that they have to pay
for the activities they have performed in the organisation. Effective human resource theories can
be applied in this process through which an organisation can effectively motivate and manage the
level of motivation in the employees. Because this process majorly affects the level of
motivation and trust of the employees towards the organisation and the human resource
department can effectively manage all the employees when they leave the organisation (Partovi
and Razavi, 2019). Applicability of the human source theory enables the organisation to carry
out the work from the employees in an effective and efficient manner and it can directly help to
increase the overall performance of the employees. This will ultimately result in the achievement
of the goals and the objectives that are decided by the management department of the company.

CONCLUSION
From the above report it has been concluded that motivation is a key concept in the
organisation that should be practiced by the manager of the company in order to engage the
employees towards the values and the goals of the organisation. In the above essay, various
factors have been analysed that affect the level of the motivation in the employees. Along with
that it has also been analysed by how the internal environment affects the motivation. After that
there has been the discussion of the reasons for increasing and decreasing the level of motivation
in the employees. The concept of the performance management has also been evaluated and how
it can be used in order to manage the motivational issues. After that it has been evaluated that
how withdrawal affects an organisation. At the end of the report, it has been undertaken how
individuals can be managed during the leaving of the company.

REFERENCES
Books and Journals
Abdurashitovna, A.S., 2020. The influence of motivation in the foreign language learning
process. Наука и образование сегодня, (6-2 (53)), pp.37-38.
Amini, N.R. and Daulay, M.Y., 2022, March. Motivation And Religious Understanding Of
Students In Hijab At Muhammadiyah University, North Sumatra. In Proceeding International
Seminar Of Islamic Studies (Vol. 3, No. 1, pp. 1235-1242).
Batson, C.D., 2022. Prosocial motivation: A Lewinian approach. Motivation Science, 8(1), p.1.
Chamberlin, K., Yasué, M. and Chiang, I.C.A., 2018. The impact of grades on student
motivation. Active Learning in Higher Education, p.1469787418819728.
Grant, A.M. and Shandell, M.S., 2022. Social motivation at work: the organizational psychology
of effort for, against, and with others. Annual review of psychology, 73, pp.301-326.
Hattie, J., Hodis, F.A. and Kang, S.H., 2020. Theories of motivation: Integration and ways
forward. Contemporary Educational Psychology, 61, p.101865.
Partovi, T. and Razavi, M.R., 2019. The effect of game-based learning on academic achievement
motivation of elementary school students. Learning and Motivation, 68, p.101592.
Schunk, D.H. and DiBenedetto, M.K., 2020. Motivation and social cognitive
theory. Contemporary Educational Psychology, 60, p.101832.
Umida, K., Zarina, R. and Shahram, A., 2020. Characteristics, significance and role of
motivation problms in foreign language learning. Asian Journal of Multidimensional Research
(AJMR), 9(3), pp.61-65.
Wigfield, A., Muenks, K. and Eccles, J.S., 2021. Achievement motivation: what we know and
where we are going. Annual Review of Developmental Psychology, 3, pp.87-111.