Analysis of Employee Motivation: A Business Report on Key Factors

This report delves into the concept of motivation, defining it as the process of inspiring individuals to achieve goals. It explores different types of motivation, including intrinsic and extrinsic, and references Maslow's hierarchy of needs. The main body examines the factors that motivate workers, such as workplace culture, recognition, salary, and promotion. The report also discusses positive aspects of work, like teamwork and professional development, and negative aspects, such as workplace conflicts and prejudice. Finally, it suggests techniques for mitigating the negative impacts of work, including fostering a supportive environment, establishing clear goals, and offering opportunities for growth. The report concludes by emphasizing the importance of understanding and addressing these factors to enhance employee motivation and productivity within a business context.

Business

Contents
Contents...........................................................................................................................................2
INTRODUCTION...........................................................................................................................1
MAIN BODY..................................................................................................................................1
Definition of motivation..............................................................................................................1
Different reasons that motivate workers......................................................................................2
Positive factors.............................................................................................................................3
Negative factors...........................................................................................................................3
Techniques for dealing with the drawbacks that workers experience as a consequence of their
work positions..............................................................................................................................4
CONCLUSION................................................................................................................................4
REFERENCES................................................................................................................................5

INTRODUCTION
The process of inspiring, encouraging, and inducing someone to engage toward a purpose or
intended consequence is known as motivation (Kanten and Darma, 2017). In the company,
motivation is essential because it inspires employees to operate diligently and enthusiastically,
which improves output and overall contentment. This study examines the definition of
motivation and its various forms in this respect. We'll additionally talk about the Maslow
hierarchy theory of motivation. The survey also looks at the working motivational aspects for
workers. The paper additionally discusses the advantages and disadvantages that the workers'
work responsibilities brought about for them. The next topic would be coping mechanisms for
workers who have had unpleasant events.
MAIN BODY
Definition of motivation
The procedures or behaviours which encourage somebody or themselves to pursue stated
objectives or courses of conduct are referred to as motivating factors. In order to motivate people
to perform voluntarily, confidently, enthusiastically, and with contentment to attain targeted
goals, inspiration, induction, and energization are necessary (Lacoste, 2016). Depending on the
type of motivator, motivations are divided into 2 categories: intrinsically and extrinsically. A
person's desire to act is intrinsically motivated. This refers to conduct which is driven by a
person's inherent goal to accomplish things for their personal benefit. For instance, functioning in
a group since the individual appreciates collaborating with others, pursuing individual growth,
etc. While extrinsically motivation refers to conduct which is prompted to take an action in order
to obtain a benefit. External rewards and incentive instances involve meeting employment
objectives. Abraham Maslow created a concept of motivations in this area, which consists of a
five-tier structure representing requirements of the people and is frequently alluded to as
pyramidal tiers inside a hierarchy. The requirements are manifested as physiological
requirements, security needs, affection and affiliation needs, prestige requirements, and self-
actualization wants. They are sequentially structured from bottom to high. The much more
fundamental requirements for individual existence are physical demands, which include
nutrition, drinking, housing, apparel, and general wellbeing. Before individuals move on to the
subsequent tier of the hierarchy, certain demands should be met. The next is the requirement for

safeguard, which encompasses defence against crime and assault as well as insurance for one's
wellness as well as mental and monetary consistency. The next is the need for affection and
affiliation, which is shown in relationships with colleagues and relatives, with community, etc. A
person's perception of his or her worth and integrity is reflected in the 4th need, which is self-
esteem need for respect. This relates to a person's sense of self-worth and confidence. The final
element is the drive for self-actualization, which refers to reaching one's complete capacity as a
personality. It entails training, skills enhancement, etc.
Different reasons that motivate workers
Motivation is the driving force behind someone's activities. Finding the elements which
could enhance worker performance is crucial (Phillips and Jin, 2021). The degree of zeal a
worker displays at employment is known as worker motivation. The foregoing are the things
which encourage workers to strive more at their jobs:
 Workplace Culture: Creating a motivated workforce starts with a great workplace
culture. Technical and non-physical elements which immediately impact the working
surroundings are included in the employment setting. In addition to working well in
broad settings, workers also perform significantly whenever they interact with one
another. Therefore, a productive workplace does have a significant effect on worker
motivation.
 Acknowledgement and respect: In an organisation, these 2 important factors in
motivation are acknowledgment and respect. Workers should receive applause and
recognition since doing so helps them feel valued and successful and motivates them to
perform hard and produce a lot (Randhawa, Wilden and Gudergan, 2021).
 Salary: Remuneration is seen as the fundamental demand which a manager should meet.
Consistent compensation is the type of incentive which encourages workers to take on
temporary job. To retain workers motivated to complete the activity, the company should
occasionally increase a worker's compensation. Worker productivity is impacted by
rewards, compensation, as well as other financial perks as well.
 Promotion: Each worker aspires to operate for a company that values its employees'
professional development. It maintains workers' enthusiasm and motivation. If their
productivity is directly related to their advancement, workers put in more effort.

Whenever given several options for their personal growth, progress, and salary increases,
workers seem more driven and productive.
Positive factors
Worker perceptions in a company are influenced by how individuals are treated and
appreciated by their employers. Workers may labour for a wage or other financial rewards, but in
the end, workers should love their companies. Workers encounter a variety of advantageous
aspects while operating for a firm. Workers collaborate with one another as a group as a
consequence of the employment duties they play (Sedláček and Sterk, 2017). Positive encounters
result from experiencing like one belongs and are a member of a company, organisation, or
community. Workers perform much superior when they are part of a unit or company and are
acknowledged for their contributions. Healthy ties between co-workers could assist workers
operate more joyfully. Additionally, this makes them happy, which improves their productivity.
Rewards, prizes, and perks are often given to the workers as recognition of their excellent
working productivity. Workers sometimes receive additional perks, such as health coverage,
security, spouse coverage, etc. As a consequence of respective employment responsibilities, the
workers often receive development possibilities. Workers gain information and abilities which
could assist people execute their jobs more effectively as a consequence of their work duties. The
sense of achievement brought about by the recognition and praise of the job which has been done
makes up the other positive impression.
Negative factors
Workers have a variety of bad situations in a business as a consequence of their work
functions. Companies enforce working rules and regulations on workers sans asking them what
they think. Such unpleasant employment environment must be endured by workers, and the
company does not really welcome their feedback (Tone, 2018). As a result of the enormous job
demands placed on them by their employer, workers must deal with extended employment
periods as well. Due to the nature of their jobs, workers must additionally deal with the problem
of partiality. Favourite workers sometimes receive special treatment, such as quick promotions
and accolades. As a consequence of the work duties, a person often experiences disputes at
office, gossiping, criticisms, poor administration, etc. which lower worker enthusiasm and
participation. The most detrimental employment situation a worker can have is prejudice. The

personnel also suffer from mental tiredness and damaging rumours as a consequence of regular
professional duties (Wilson, 2016).
Techniques for dealing with the drawbacks that workers experience as a consequence of their
work positions
The company could undertake a number of actions to address the unfavourable aspects that
workers feel as a consequence of their work positions. Creating a supportive working atmosphere
and a solid organisational ethos will be the initial tactic. Workers would disseminate happiness
and perform energetically in a good working atmosphere. Furthermore, by developing
collectively agreed-upon employment goals, employers could give their workers the chance to
advance and expand. Companies could offer growth chances, learning possibilities, and several
other things. Workers should be paid for their achievements and recognised for their
contributions to a company, as this would allow them to understand how much the company
values them. Additionally, there should be no prejudice and every worker should be given an
equitable option for advancements and evaluations. An organisation might set up discussions
with the staff to find out their perspectives and issues with the rules and processes. In order to
boost worker enthusiasm and engagement, the company might likewise offer flexibility operating
times to its staff (Yeoh and Popovič, 2016).
CONCLUSION
According to the aforementioned study, motivation is the process of encouraging another
person or oneself to attain a particular result or objective. Internal and external motivation are the
2 different types. There are several elements which contribute to workers being more motivated
at employment. Compensation, advancements, environment of employment, work-life
equilibrium, etc. are some of the elements which help people feel more motivated and
productive. Workers encounter both good and bad things at employment as a consequence of
their employment positions. The positive encounters include collaboration, togetherness,
professional prospects, achievements, and evaluations, whereas the negative encounters include
disputes between workers, prejudice, and lengthy operating periods. The techniques which could
be used to reduce the negative encounters include creating a healthy working atmosphere,
fostering a robust corporate structure, offering expertise, etc.

REFERENCES
Books and journals
Kanten, I.K. and Darma, G.S., 2017. Consumer Behaviour, Marketing Strategy, Customer
Satisfaction, and Business Performance. Jurnal Manajemen Bisnis, 14(2), pp.143-165.
Lacoste, S., 2016. Sustainable value co-creation in business networks. Industrial Marketing
Management, 52, pp.151-162.
Phillips, P.C. and Jin, S., 2021. Business cycles, trend elimination, and the HP filter.
International Economic Review, 62(2), pp.469-520.
Randhawa, K., Wilden, R. and Gudergan, S., 2021. How to innovate toward an ambidextrous
business model? The role of dynamic capabilities and market orientation. Journal of
Business Research, 130, pp.618-634.
Sedláček, P. and Sterk, V., 2017. The growth potential of startups over the business cycle.
American Economic Review, 107(10), pp.3182-3210.
Tone, A., 2018. The business of benevolence: Industrial paternalism in progressive America.
Cornell University Press.
Wilson, M.R., 2016. Destructive creation: American business and the winning of World War II.
University of Pennsylvania Press.
Yeoh, W. and Popovič, A., 2016. Extending the understanding of critical success factors for
implementing business intelligence systems. Journal of the Association for Information
Science and Technology, 67(1), pp.134-147.