BMP3004: Employee Motivation Factors in the World of Work Report

This report provides a comprehensive analysis of employee motivation within an organizational context, focusing on the factors that influence employee behavior and performance. It begins by defining motivation and differentiating between extrinsic and intrinsic motivational drivers. The report then delves into Maslow's hierarchy of needs, illustrating how different levels of needs impact employee motivation, using Unilever as a practical example. Furthermore, it evaluates various motivating factors, such as salary, promotion opportunities, and work environment, while also addressing the positive aspects employees experience, like flexibility and opportunities for growth. The report also acknowledges negative factors, including lack of management quality and workplace conflicts, and proposes strategies to mitigate these issues. Ultimately, the report underscores the importance of motivation in achieving organizational goals and provides insights into creating a supportive and encouraging work environment. Desklib offers a wealth of resources, including past papers and solved assignments, to support students in their academic pursuits.

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
5
The positive factors employees experience as a result of their
job roles 6
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 7
Conclusion 7
References 8

Introduction
Motivation can be defined as the framework that initiates, maintain and guide
the goal oriented behavior of the individuals in an organization. It is a important point
that helps the managers to apply in the company so that they can guide the actions
of the employee towards the goal (Alsawaier, 2018). Motivation helps to increase the
efficiency of the employees that helps the organization achieving the productivity in
the products and services. In this report there will be the discussion on the Maslow's
hierarchy theory of needs that helps to better understands the wants of the
employees. Along with that there will be the evaluation of the various factors that
motivates the employees. This report contains the brief discussion on the positive as
well as negative factors that employees faces during their jobs. At the last of this
report, various strategies have been discusses to cope up with the negative factors.
What does Motivation Mean?
Motivation:- Motivation is an internal process of the body that focuses on to
satisfy the various needs and wants of an individual. This concept is highly used by
the upper level of management to converts the actions of the employees towards the
goal in a effective and efficient manner. Motivation includes various types of needs
whether they are the basic needs or the needs that helps to achieve the growth and
success in the future. For example, Unilever have professional people in the
company who contiguously determines the needs of their employees (Dörnyei,
2020). They keep on satisfying from basic to self-actualization needs of the
employees through which they remains more focuses towards the goal the company.
Concept of Motivation are mainly discussed under the two elements that are as
follows:
 Extrinsic motivations:- This motivation can be defined as those needs and
wants that are comes from the outside of an individual and it is generally not
considered as the inner desire. This types of motivation includes praise,
respect, money etc.
 Intrinsic motivations:- This motivation can be referred to as the needs and
wants that arise inside the individuals. This type of motivation includes the
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work and the actions of an individual that they put to satisfy the various kinds
of needs.
Maslow's hierarchy theory of needs will be discussed in relation to the
Unilever that are as follows:-
This theory was given by Abraham Maslow's and it is also known as theory of
motivation. It describes that there are various kinds of needs that starts form the
basic level to the most complex. This theory includes various types of needs that are
explained below:
 Physiological needs:- This needs focuses on to satisfy the basic needs of an
individual that includes food, water, shelter etc. These are the basic
components that an individual requires in the survival. Unilever prior focus on
to provides these needs to their employees through which they does not face
any difficulty in the survival.
 Security and safety needs:- This is the second level of needs that mainly
focus on to provide safety and security to the employees. This includes safety
from the injury, accidents etc (Schunk and DiBenedetto, 2020). Unilever after
satisfying the basic needs focus on to provide all kinds of security like
financial security, medical facility to the employees through which they feel
motivated in the company.
 Social needs:- In this needs, an individual tries to achieve the healthy and
friendly relationship with the others employees in the organization. Unilever's
upper level of management develop the friendly relationship with the
employees in order to motivates the employees in the company.
 Esteem needs:- This needs focus on to gain the respect and appreciations
from the others in the company (Batson, 2022). It is the most important needs
that helps to enhance the behavior of an individual. Leaders of Unilever
company continuously monitors the activity of the employees which helps
them to give rewards and appreciation in the company. This help to increase
the respect and prestige of an individual in the company.
 Self-actualization needs:- This the most important needs of the individual in
the organization. This focus on to achieve the personal goal of the life with the
professional goals and objectives. It means to fully utilize the potential of the
individual that helps in the personal growth of them. Unilever finds the
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potential employees in the company and helps them to achieving the personal
goal of their life.
The various factors which motivate employees to work
Salary: Salary is one of the main component that helps to motivate the
employees in the organization. It plays an important role to keep the employees focused
and encouraged towards the goal of the organization. By giving regular salaries and
incentives to the employees keep them happy and motivated. Monetary factors should
be appropriate according to the task assigned to the particular individual in the company
(Hiver, Kim and Kim, 2018). This facilitates the employees to maintain the healthy living
standard in the society. Unilever Human Resource department focuses on to give the
salaries and the payments on the fixed date to the employees through which the
employees of their company will not face any difficulty in survival.
Promotion: Promotions also plays an important role in the motivation of the
employees towards the achievement of the goal. Organizations regularly tracks the
performance of the employees through which they can find the most hard working and
effective employees. Leaders helps to find out the most appropriate candidate to whom
the promotions and appreciations are given. Promotions helps in boosting the morale
and motivation of the employees in the company. Through this they work with more
effectiveness in the company to get more promotions and appraisals. Unilever leaders
keep an eye on the most effective employees who gives their best to achieve the goal of
their business. They conduct various programs and meetings to promote the employees
to the higher level in the company.
Work Environment: A positive work environment also plays an important role in
motivating and encouraging towards the goal. Positive work environment means that
includes both the physical and non-physical elements that affects the place of the work.
Positive work environment focus to provides the safe working environment in the
organization. Unilever ensures that they build a healthy workplace in which the
employees of their company feels safe while carrying out the work. Good work
environment facilitates the employees to be more motivated and encouraged towards the
goal of the company.
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The positive factors employees experience as a result of
their job roles
Flexibility:- Flexibility is one of the major factors that helps to motivate the
employee in the organisation. By making a flexible work environment in the company
gives facility to the employees to work with more convenience. Organisation
generally gives the work from home facility to their employees through which
employees does not feel any pressure while doing the work. Unilever company
ensures to make a flexible work environment by which the employees can choose
the working shift by their own.
Opportunities and belongingness:- Organisations keep on giving the
various kinds of opportunities and chances to the employees which helps in
enhancement the skills of the employees (Weiner, 2018). Unilever provides new
opportunities to their employees through which they perform with their full efficiency
towards the goal.
The negative factors employees experience as a result of
their job roles
Lack of management quality:- If the managers of the company are not
much effective to manage the work in the organization then there can be problem
arise for the employees to carry out the work. Employees were unable to perform
according to the plan and this will decrease the efficiency of the employees.
Sometimes the managers of Unilever fails to lead the actions of the employees and
the proper management of the work. This reduces the motivation of the employees in
the organization.
Conflicts:- If there will be chaos and misunderstanding in the organization
then this will lead to the conflicts and problems that can arise between the
employees (Nolen, 2020). This affects the overall performance of the employees and
the organization will not be able to achieve their target on time.
Strategies to cope with negative factors employees
experience as a result of their job roles
It is very important for the organization to make an effective strategy to
eliminate the negative factors that the employees faces during their job. This will give
much benefit to the organization to accomplish the goals and targets in the given
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time. It is very necessary for the managers of the company to keep the employees
safe and motivated (Rheinberg and Engeser, 2018). Some of the strategies that
organizations can make to eliminate the negative factors that are as follows:
 Leaders should be more effective In order to co-ordinate with the employees.
This will help the employees to get the right instructions and direction toward
the goal.
 There should be more friendly work culture in the organization which reduces
the chances of conflicts and fights. More satisfied and happy employees helps
in achieving the target of the organizations.
Conclusion
From above report, it has been analyzed that the motivation is important
element that should be practiced by the organization in order to encourage the
employees towards the goal. In this report the importance of motivation have been
discussed in relation to the company. Maslow's hierarchy theory of needs have also
been under taken to better understands the various kinds of needs. Several factors
have been evaluated which helps to motivate the employees towards the work.
There are positive and negative factors have been discussed that the employees
faces during their job roles. At last of this report, strategies have been evaluated in
order to eliminate negative factors during the job.
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References
Alsawaier, R.S., 2018. The effect of gamification on motivation and
engagement. The International Journal of Information and Learning
Technology.
Dörnyei, Z., 2020. Innovations and challenges in language learning motivation.
Routledge.
Schunk, D.H. and DiBenedetto, M.K., 2020. Motivation and social cognitive
theory. Contemporary Educational Psychology, 60, p.101832.
Batson, C.D., 2022. Prosocial motivation: A Lewinian approach. Motivation
Science, 8(1), p.1.
Hiver, P., Kim, T.Y. and Kim, Y., 2018. Language teacher motivation. Language
teacher psychology, pp.18-33.
Rheinberg, F. and Engeser, S., 2018. Intrinsic motivation and flow. In Motivation and
action (pp. 579-622). Springer, Cham.
Weiner, B., 2018. The legacy of an attribution approach to motivation and emotion: A
no-crisis zone. Motivation Science, 4(1), p.4.
Nolen, S.B., 2020. A situative turn in the conversation on motivation
theories. Contemporary Educational Psychology, 61, p.101866.
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