Understanding Why People Work: Factors, Motivation and Coping Strategies

This report discusses the meaning of motivation, types of motivation, and Maslow's theory of motivation. It also covers the various factors that motivate employees to work, positive and negative factors experienced in job roles, and strategies to cope with negative factors. Course code BMP3004.

BSc (Hons) Business Management with
Foundation
BMP3004
World of Work
Understanding why people work
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Contents

Introduction 3
What does Motivation Mean? 3
The various factors which motivate employees to work
4
The positive factors employees experience as a result of their
job roles 5
The negative factors employees experience as a result of their
job roles 6
Strategies to cope with negative factors employees
experience as a result of their job roles 6
Conclusion 7
References 8

Introduction
Work is defined as the process in business where people implements strategies
such as marketing, sales, product development, taking decisions and many more. There
are various intrinsic and extrinsic motivation factors which encourage people to execute
their full efforts in their job role at work (Berry and McDaniel, 2020). The following report
discuss about what does motivation mean for people who works and which factors
encourage them to work. Furthermore, this report also discuss about what positive and
negative factors that employees experience in their job roles. Lastly some strategies
have been provided for employees to cope up with negative experience of their job role.
What does Motivation Mean?
Motivation is related to psychological factor of people. These are those factors
or operating forces which motivate employees and workers to enhance their ability
and to act or not to act in particular ways. It is an inspiration that utilise the skills ,
specialization and knowledge of the employees for the development and growth of
their own and company also.
It is a process to motivate someone for giving their best , learn innovative things and
earn more to improve their lifestyle.
TYPES OF MOTIVATION
the following are the types of motivation;
 Extrinsic motivations: these are those factors which comes from external
influences of the individual to achieve organisational goals. extrinsic
motivations are rewards such as trophies, money, good grades, fame and
many more or punishments such as deduction in salary and overtime .
 Intrinsic motivations: these are those motivation that comes purely from
within the individual,it is directly related to the person and situation to meet
personal needs such as love, respect and fear. It involves enjoyment, interest
or self satisfaction of the activity itself to overall development.
MASLOW'S THEORY OF MOTIVATION
Maslow's theory is a theory of human motivation. This is mainly based to
know how efforts and motivation are inspired to employees to do their best and show
their interest to do work more effectively. It is necessary for managers to determine
the physiological needs , safety needs , social needs , esteem needs and self
actualization needs of an individual. so they can direct employees to achieve goals
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more effectively on time. This theory is most rarely shown as a pyramid. The most
basic needs are shown at the bottom level and the most complex needs are shown
at the top level of the pyramid.
 Self actualization
it refers to the needs of employees to reach and interested in full use of their
capabilities, potentialities to doing their best to developed their skills and
organizational development.
 Self esteem
Self esteem is related to the need for respect and appreciation from others in
the organization. Esteem needs are personal worth and recognition from others to
feels that they are doing good and best and confident . For satisfying their needs
they have to participate in team, professional activities and improve their personal
hobbies.
 Love/ belonging
It is social needs of every personal such as love ,friendship , family. It is very
important to each to not feel alone and feels sense of acceptance and belonging
among each group of society. It is emotional need which derived human behavior .
To satisfying this need people feels loved and accepted by others.
 Safety needs
It is the primary need of every individual to feel safe and secure. The primary
security and safety are protection from injury and uncertainty, financial and wellness
security
 Physiological needs
These are most important and basic requirements for our aliveness. Such as
hunger, water , clothing and shelter. Without these no one can function properly.
So, it is first and most important need without fulfilling this we cannot performed and
followed other needs.
The various factors which motivate employees to work
Salary: This is considered as one of the most important factor to boost spirit of
employees so that they could work productively (Rawn and Fox, 2018). Employees in the
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companies try to put their maximum efforts with expectation of getting high wages, bonus
or increment in their salaries.
Promotion: This component work as motivation tool for companies as it encourage
employee to execute their best in their job roles. This factor generates motivation among
employees to work hard to get promotion which could provide them growth opportunities
in their career. This element makes employees dedicates and loyal towards companies.
Work Environment: This is also an important factor for employees positive working
environment encourage employee to come at workplace daily and with enthusiasm.
Defining goals, clear expectations, valuing people, providing rewards, positive feedbacks
and effective communication all these components assist in building positive workplace
environment.
The positive factors employees experience as a result of their
job roles
There are various components that provides positive experience to an individual
working in Human Resource Manager which are explained below in detail:
Growth:
When an employee work as an HR manager they could experience positive
growth in their job as they have different responsibilities to complete such as hiring,
interviewing, identifying talented individuals, training, monitoring people and many
more (Grimm, 2019). This job role provide them an opportunity to interact with
different personalities from various background which enhance their personality in
both personal and professional manner.
Authority:
The main responsibility of an HR manager is to keep records of how
employees are performing in company which provides them authority to monitor
them. They are also responsible for allocating resources to different departments
and making sure that they are using them properly without wasting. They are
accountable for negotiating with candidates about their salary according to norms of
companies.
Value:
As an HR manager is responsible for so many activities in companies such as
managing, recruiting, keep records of employees, performance management,
providing positive workplace environment and many more which makes them a
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valuable asset for firms. This is considered as most positive factor for an HR
manager because they feel more comfortable, confident and valuable while taking
care of management.
The negative factors employees experience as a result of their
job roles
There are several negative elements that an HR manager experience while working
in companies. Some of negative factors are explained below:
Develop Distance:
It has been observed that often workers in companies feel that managers do
not understand their emotions or demands which makes them more distant from
them (Harrington, 2020). They avoid sharing their opinions, feelings or any other
believes with HR which eventually results in negativity at workplace.
Expectations:
An HR manager is expected to perform all the assigned responsibilities with
more dedication and perfection which enhance pressure on them. This over-
expectations from higher authorities creates stress and negativity among managers
as they will try to meet desires as well as pressurize themselves to work perfectly.
Develop conflicts:
In companies people from different background works who holds diversified
believes and opinions which sometimes become reason for conflict among them. As
employees avoid sharing their views with HR managers because they feel that
managers will not understand them which results into more miscommunications and
misunderstandings between them.
Strategies to cope with negative factors employees
experience as a result of their job roles
In order to cope with the above mentioned negative components in the profession of
HR manager, provided below are some strategies which they must execute:
Provide positive workplace environment:
This is the responsibility of an HR manager that they must build strong
communication channel with employees under their supervision. They must provide
them flexible working space where employees could express their opinions freely
without hesitation (Ludbey, Brooks and Coole, 2018). This would build trust among
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employees for their managers and they might start sharing their feelings and
experience with them.
Not feel pressurize:
HR manager must try to ignore over-expectations by higher authorities and
focus on completing their responsibilities without feeling pressurized. They must
represent their opinions about any topic related to company in front of their
authorities.
Resolve conflicts:
HR manager must also focus on resolving conflicts build among employee
and them by determining reason behind misunderstandings. They must try to make
them listen and talk about their issues along with researching for agreeable outcome
for both of them.
Conclusion
From the above discussion it has been evaluated that people get influenced for
working according to their satisfaction and requirements. There are various inside
and outside factors which motivates people to work efficiently for their successful
growth. From the Maslow’s Hierarchy theory it could be said that there are mainly
five basic components that motivates them to perform any task with dedication and
sincerity. It has also been evaluated from the report that employees face several
positive and negative components while working in a job role that develop motivation
or demotivate among them. Lastly, it could be concluded that in order to overcome
negative factors employees can execute different strategies.
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References
Arendt, H., 2020. The difficulties of understanding. The Journal of Continental
Philosophy, 1(1), pp.37-62.
Berry, C. and McDaniel, S., 2020. Post-crisis precarity: Understanding attitudes to
work and industrial relations among young people in the UK. Economic and
Industrial Democracy, p.0143831X19894380.
Flores, M.F., 2019. Understanding The Challenges Of Remote Working And It’s
Impact To Workers. International Journal of Business Marketing and
Management (IJBMM), 4(11), pp.40-44.
Grimm, S.R. ed., 2019. Varieties of Understanding: New Perspectives from
Philosophy, Psychology, and Theology. Oxford University Press.
Harrington, J., 2020. Understanding the manufacturing process: key to successful
CAD/CAM implementation. Crc Press.
Ludbey, C.R., Brooks, D.J. and Coole, M.P., 2018. Corporate security: identifying
and understanding the levels of security work in an organisation. Asian
Journal of Criminology, 13(2), pp.109-128.
Rawn, C.D. and Fox, J.A., 2018. Understanding the work and perceptions of
teaching focused faculty in a changing academic landscape. Research in
Higher education, 59(5), pp.591-622.
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