Understanding Why People Work: Motivation Theories, Positive and Negative Factors, and Coping Strategies

This report delves into the concept of motivation and its impact on employee performance. It covers motivation theories such as Maslow's need hierarchy theory, positive and negative factors that influence employee experience, and strategies to cope with negative experiences. The report emphasizes the importance of recognizing and rewarding employee contributions, providing opportunities for growth and development, and creating a positive work environment.

UNDERSTANDING WHY
PEOPLE WORK

Table of Contents
INTRODUCTION...........................................................................................................................1
What does Motivation Mean? ........................................................................................................1
The various factors which motivate employees to work.................................................................2
The positive factors employees experience as a result of their job roles.........................................3
The negative factors employees experience as a result of their job roles........................................3
Strategies to cope with negative factors employees experience as a result of their job roles..........4
CONCLUSION................................................................................................................................4
References:.......................................................................................................................................6

INTRODUCTION
The individual are influence by the technique of motivation for resulting in their healthier
performance in aim of gaining the efficiency within the organisation by using skills and quality
in utmost way. The motivation is a prime business concern regarding the top potential workforce
which are best-known about their responsibility and obligation for the performance in
appropriate manner. In achieving the group goals, the motivation helps in building strong team.
The people are hired in the organisation with the expectation of skills, values and abilities
(Brosowsky, N.P and et.al., 2020). The number of differences in the workplace is bring by the
individual to work such as values, emotions, personalities etc. The person working leads to
personal development which renders opportunity in learning and growth intellectually and
socially. By learning new things it helps in development of new skills. The people works to make
money so that their basic requirement can be fulfilled. This report will cover the motivation and
its theories with the certain aspects which influences the employees positively or negatively on
the experience of the worker. Moreover, strategies are evaluated by which they can cope-up
with the negative experiences.
Explanation of term motivation?
It is defined as a technique by which individual perception is change for the better
working by using the skills and abilities in the appropriate direction. It is an internal process of
drive and desire of change itself or environment. Motivation is the psychological factor
stimulating the behaviour of the people for success, recognition, team work etc. The motivated
person moves towards the goal-directed behaviour by taking actions which helps in achieving
goals. The types of motivation and theories are as follows-
Intrinsic motivation- In such motivation to achieve the goals in the changing
environment the individual uses his own abilities to order to work. It includes the performance of
task because of rewarding personally which helps in better performance and improves skills of
individual (Fratrièová, J. and Kirchmayer, Z., 2018).
Extrinsic motivation- In such motivation from the outside aspect the person is
influenced for working appropriately in the given job role in workplace. It includes the
completion of task because of outside causes avoiding of punishment or reward receiving. It is
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driven by the external factors which is reward-driven behaviour involving money, recognition
etc.
Maslow’s need hierarchy theory
It is a human need theory which focuses on fulfilling of various needs to have the better
life of a person. It is a motivational model introduced in 1943 by Abraham Maslow, which is
regarding with human motivation concerning five stages of human wants in the structure of
pyramid.
 Physiological needs: For the survival of human being it is the basic need comprising of
food, clothing and shelter. The survival of the human becomes difficult when this needs
of the individual is not fulfilled (Hattie, J and et.al., 2020).
 Safety needs: After meeting the psychological needs it is related to the security needs
which individual approaches to have the control and safety in terms of family and friends.
This needs comprises of healthy, personal security etc. It also helps in betterment of
human beings where person experience order, predictability and control in lives.
 Love and belonging needs: It is the third need which is concerned with the relationship
of individual and not being a group of specific part. It is also known as social need related
to a person's emotional need for affiliation, connectedness and interpersonal relationship.
It contains friendship, trust and acceptance (Kim, Y.E and et.al., 2020) .
 Self-esteem need: This need comprises of self-worth, accomplishment and respect. It
includes two versions of needs, the first is the esteem of the person having high level of
satisfaction for the value. Another, is regarding the desire to respect and recognition for
the other person covering status, recognition, fame etc.
 Self-actualization needs: This needs defines the actual realization of the person own
abilities and potential which leads in growth of individual for better performing. In the
motivation it is a value-based system where the employees are motivated for better
performance with the efficiency which makes the employees feel trusted and empowered.
Several factors motivating employees in working
 Salary: It defines the compensation provided to the individual in the exchange of
completing the job with the goal of fulfilling needs and wants to have the happier life.
The employees are required to acquire the fair wage for performing their respective task.
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The employees are motivated by rendering more rewards, incentive and bonus to
complete the task efficiently and a feeling of security is given to retain their position.
 Promotion: It is a aspect in the organisation where employees are moved to the higher
level position with the additional duties and responsibilities 8inh order to facilitate career
advancement. The promotion makes the individual more efficient in the managing their
the large groups and work more sincerely. The employees produce high quality work and
increases their job experience. The organisation makes the multiple use of incentives for
employees motivation and there is effective utilization of human resources (Kumar, S.
and Yadav, R., 2021).
 Work Environment: In the organisation it is factor which focuses on providing the
efficient and safe working environment to the employees to have the correct approach
for completing the job work so that profitability and productivity can be enhanced. The
employees are motivated in the positive working environment which involves physical
and non-physical environment which involves office space, employee engagement and
communication.
In the result of their job roles some positive factors experienced by employees
The employees whole operations provides the optimistic outcome which leads to
improved results and high task gratification which can determines and impact the experience of
the employees.
 Performance management- It defines the employee effective working by using advance
methods in their operations to complete the task efficiently by identifying the deviation
from the workplace and for organisation betterment the appropriate actions are taken. It is
a tool which helps in evaluation of the employee work and creates an environment where
people can perform with their best abilities and producing high quality work (Kyewski,
E. and Krämer, N.C., 2018).
 Skill development and growth opportunities- It is the prime aspect where the
individual gets career advancement to enhance the working by using the skills and
abilities in the best way in the given job role. The motivation helps the employee in
experiencing the positivity in the job role as new skills are developed and gets career
opportunities in the working.
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In the result of their job roles some negative factors experienced by employees
There are several factors which the employee experience in the job role negatively and
influencing in the working and performance. The factors are as follows-
 Workplace conflicts- It is related to the issues created by the employees because of their
behaviour leading to misunderstanding between the employees and employers. The
creation of the conflicts in the workplace reduces the overall efficiency and productivity.
The employees get demotivated which creates the disharmony and increase in
absenteeism as they do not get same level of motivation resulting in negative experience
on job role (Mahto, R.V. and McDowell, W.C., 2018).
 Poor management- In the organisation the management team has the important role in
the motivation of the employee. The poor management impacts negatively which results
in poor performance of employees and receive little feedback. The poor communication
and in effective leadership skills affects the employee productivity and performance in
their working.
In the result of their job roles experienced by employees suggested some strategies to
overcome with negative factors.
There are different strategies which helps in cope with negative factors and contributes in
the better experience of the employees. The factors are as follows-
 Opportunity to express opinions and views- In the organisation the employees must be
given opportunity of expressing the ideas, opinions and viewpoint which can be regards
to the policies and procedures. The employee in the workplace are feel as the part of
organisation and motivated which leads to efficiency in performance.
 Providing recognition- In the workplace to make the employee contribution valued the
suitable reward and recognition must be provided which creates the positive motivation
for the employees and morale of the employee is boosted for the better performance to
reach efficiently at desired goal (Voica, C and et.al., 2020).
 Employee engagement- It is a factor where the employee is feel motivated describing
level of enthusiasm and dedication towards their job. The effective employee engagement
makes the employee more productive and higher performing by having effective
communication.
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CONCLUSION
From the above report it is concluded that perception and action of the individual is
changed by the motivation factor which helps in delivering better performance in the given job
role. The motivation provides greater satisfaction and improves the performance of the
workforce within the organisation. The employees in the workplace are influenced by the certain
aspects related to salary, promotion and work environment which increases the morale of the
employee. Moreover, there are certain factors which positively and negatively motivates
experiencing in the job role. The recognition, expressing opinion, are some strategies which
helps the employee in minimising the negative factors within a particular job role.
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References:
Books and Journals
Brosowsky, N.P and et.al., 2020. Mind wandering, motivation, and task performance over time:
Evidence that motivation insulates people from the negative effects of mind
wandering. Psychology of Consciousness: Theory, Research, and Practice.
Fratrièová, J. and Kirchmayer, Z., 2018. Barriers to work motivation of generation Z. Journal of
human resource management, 21(2), pp.28-39.
Hattie, J and et.al., 2020. Theories of motivation: Integration and ways forward. Contemporary
Educational Psychology, 61, p.101865.
Kim, Y.E and et.al., 2020. College students' regulation of cognition, motivation, behavior, and
context: Distinct or overlapping processes?. Learning and Individual Differences, 80,
p.101872.
Kumar, S. and Yadav, R., 2021. The impact of shopping motivation on sustainable consumption:
A study in the context of green apparel. Journal of Cleaner Production, 295, p.126239.
Kyewski, E. and Krämer, N.C., 2018. To gamify or not to gamify? An experimental field study
of the influence of badges on motivation, activity, and performance in an online
learning course. Computers & Education, 118, pp.25-37.
Mahto, R.V. and McDowell, W.C., 2018. Entrepreneurial motivation: a non-entrepreneur’s
journey to become an entrepreneur. International Entrepreneurship and Management
Journal, 14(3), pp.513-526.
Voica, C and et.al., 2020. How are motivation and self-efficacy interacting in problem-solving
and problem-posing?. Educational Studies in Mathematics, 105(3), pp.487-517.
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