BMP3004: Understanding Factors Influencing Employee Motivation

This report delves into the factors influencing employee motivation and job satisfaction within the 'World of Work' module (BMP3004). It examines the meaning of motivation, exploring psychological and safety needs, love and belonging, self-esteem, and self-actualization. Key motivators such as salary, promotion, and work atmosphere are analyzed. The report also identifies positive aspects like reliable information, skill development, and effective leadership, alongside negative factors such as challenging tasks, low salary, and ineffective management. Strategies for coping with these negative factors, including considering employee opinions, providing recognition, and implementing flexible targets, are discussed. The report concludes that fulfilling responsibilities and duties effectively leads to quality service and positive communication between producers and users, with motivation playing a crucial role in employee growth.

Understanding Why
PeopleWork

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK...............................................................................................................................................3
What does motivation means......................................................................................................3
Various factors which are responsible for motivating the employees in their 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...................................5
Strategies to cope with negative factors employees experience as a result of their job roles.....6
CONCLUSION ...............................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Understanding why people work refers to the evaluating different types of employee roles
and responsibilities effectively within the firm. Motivation is one of the element which played
major role in the responsibilities of employees (Burch, K. A., Dugan, A. G. and Barnes-Farrell,
2019). Therefore motivation refers to the set of activities which is used by the organization for
motivating the employees internally. Due to this the effort of the employees are increased at
maximum level which is responsible for generate the revenue of the firm effectively. The report
will be prepared on the basis of understanding various theories which is used by many
companies. It includes Maslow's hierarchy theory, Herzberg two factor theory and so on. But out
of these theories Maslow's model are highly used by different companies. In this report various
types of factors are explained which is essential for enhancing job satisfaction level of employees
through motivation. Due to use of motivational theory objectives, vision and mission of firm are
achieved in short duration.
TASK
What does motivation means
Motivation basically related to those steps which is important for influence changes in the
attitude and behaviour of employees towards their job (Cassar and Meier, 2018). The motivation
strategy are worked in two way which includes extrinsic and intrinsic motivation. Extrinsic refers
to utilization of those actions which is highly favourable for lower level employee. In this
method task are also finished in time by employees. But in intrinsic motivation organization are
highly focused on maintaining satisfaction level of employees in their for long time.
 Psychological needs – It means the common needs of every employees which is essential
for live their life in decent manner with family. It includes various elements such as food,
water and shelter. Therefore it is important for the firm to provide non financial and
financial support to all levels of employees in time. It leads to increase the positive word
of mouth from employee to others about the company in long term.
 Safety needs – It refers to those elements which is useful for enhancing the physical and
mental safety of the employees within the firm. It includes good ventilation architecture
in work place for their breathing and well planned infrastructure of all organization. Due

to these effective facilitates resources are properly utilized by employees for delivering
good service and products to consumers.
 Love and belongings – It means the close relation with friends, family and seniors in
office (Cheng, King and Oswald, 2020). But here management are highly give
importance to the honesty and trust of workers. Because honesty is one of those elements
which is highly essential for maintain effective coordination between employer and
employee within the company for long duration. Therefore it is necessary for
management that they maintain friendly work culture for employees. Because with help
of effective work culture problems of each employee are solved in minimum time.
 Self esteem – It basically refer to self respect of every worker in society or with in
organization. Therefore respect is a very essential element for all employees to enhancing
their passion and interest towards their duties in long run. Due to this it is mandatory for
higher authority that they always behave in positive manner with all levels of employee
with any type of discrimination according to their work. In this way loyalty and
communication are maintained effectively.
 Self actualization – In this process company or the single person identify their own
ability and potentiality in business. Then after the identification organization used various
techniques for increasing their growth and profit at higher rate. Therefore it is important
for management that they must provide effective training to all categories of workers for
developing their internal skills effectively.
Various factors which are responsible for motivating the employees in their work
 Salary – It refers to the basic financial support of employees which are provided by
senior level management according to their work on monthly basis. But the ultimate aim
of receiving this salary by employee is to fulfilling their basic requirements in time
(Dwidienawati and Gandasari, 2018). Due to this it is the responsibility of company that
they provide decent salaries to the employee for their job. In this way mostly employees
agreed to do the work in long hours also.
 Promotion - It means changing the positions of employees within the organization with
having new responsibilities and extra financial benefits. In this process promotion played
the major role in the form of motivation because when particular employee are promoted

to other position then, that worker learned many new thing. Therefore promotion is a very
effective strategy for increasing employee job satisfaction level at higher level.
 Work atmosphere – It refers to maintaining good work culture by top level authority in
the workplace area where employees are working (Ke and Barlas, 2020). Therefore
effective work culture helped to reduce the internal hesitation of the employee. Due to
this employee shared their difficult problems easily from senior level management. Then
after sharing of their difficulties solutions are provided to workers in time which leads to
enhance the portfolio of company.
The positive factors employees experience as a result of their job roles
 Reliable information – Accurate and reliable information very essential for employees
to done the task in time. It is also helpful for deliver the quality information to the
customer regarding their product in effective manner. It leads to increase the number of
consumers easily for buying their services at large quantity. Accurate content also helps
the workers to understand that which type of issues are faced by consumer and
organization in the service or product.
 Skill development – It refers to improving the internal skills of the employees with help
of advanced training which was providing by management (Logg, Minson and Moore,
2019). But the main purpose of using different types of training methods by firm is to
enhance the problem solving ability and listening skills of employees effectively.
Because with help of these skills the problems of the customers which are faced in their
pr4oducts are easily solved in low time.
 Effective leadership – It means developing of trust by single person as a leader between
other employees. The leader is important for all department because it is the duty of
leader that they guide their team mates always in right direction. It is also helpful for
solving the day to day problems which was which was commonly made by workers in
operational and departmental activities.
The negative factors employees experience as a result of their job roles
 Providing challenging task – It refers to in organization senior officers facilitates
challenging task to employees in the form of targets. But due to assigning difficult targets
employee feels lots of pressure in their mind which is not good for their physical and

mental health. Due to facing high pressure employees performance and work efficiency
are decreased in high rate.
 Less salary – Due to receiving low salary chances are easily increased for rising negative
behaviour from lower level employees towards organization (McEvoy, Tierney, and
MacFarlane, 2019). Therefore it is the responsibility of management that they facilitate
decent salary with extra benefits such as incentives and increments. With help of these
elements operational activities and services of the firm are continued in smooth manner
by employees.
 Ineffective management – It refers to poor management of employees by the by senior
officers due to negative coordination between employer and employee. The other fact is
that due to this type of coordination responsibilities and duties are not properly
understandable for lower level workers. It leads to decrease the reputation of the
organization in front of customers.
Strategies to cope with negative factors employees experience as a result of their job roles
 Considering opinions of employees – It means giving chance to all categories of
workers for expressing their own suggestions and creativity (Mozammel, 2019). With
help of these creativity and suggestions their service activities are run in new way. It also
helps to enhance the popularity of their product and reputation for long period.
 Provide recognition – It refers to motivate employees in their work with help of various
types of assigning various types of rewards to them. Recognition are also essential for
increasing the confidence of workers internally. Due to this employee potentiality are
increased in better way for handling any type of clients and situations easily.
 Implementation of flexible targets – It means that management always provide the
flexible task and target to workers. Because in flexibility work are easily balanced with
low pressure. Due to managing flexibility by management economic growth of firm are
developed constantly for long duration.

CONCLUSION
From the evaluation of above information it concluded that responsibilities and duties
played the crucial role in aspect of employees and organization. Because when the duties are
fulfilled by the employees effectively then only the quality service are received by customers.
Due to this positive communications are maintained between produced and user effectively.
According to the analysis of above data it is also understood that motivation is also important for
increasing the growth of employees.

REFERENCES
Books and Journals
Burch, K. A., Dugan, A. G. and Barnes-Farrell, J. L., 2019. Understanding what eldercare means
for employees and organizations: A review and recommendations for future
research. Work, Aging and Retirement, 5(1). pp.44-72.
Cassar, L. and Meier, S., 2018. Nonmonetary Incentives and the Implications of Work as a
Source of Meaning. Journal of Economic Perspectives, 32(3) pp.215-38.
Cheng, S., King, D. D. and Oswald, F., 2020. Understanding how resilience is measured in the
organizational sciences. Human Performance, 33(2-3). pp.130-163.
Dwidienawati, D. and Gandasari, D., 2018. Understanding Indonesia’s generation
Z. International Journal of Engineering & Technology, 7(3) pp.245-253.
Ke, T. and Barlas, J., 2020. Thinking about feeling: Using trait emotional intelligence in
understanding the associations between early maladaptive schemas and coping
styles. Psychology and Psychotherapy: theory, research and practice, 93(1) pp.1-20.
Logg, J. M., Minson, J. A. and Moore, D. A., 2019. Algorithm appreciation: People prefer
algorithmic to human judgment. Organizational Behavior and Human Decision
Processes, 151 pp.90-103.
McEvoy, R., Tierney, E. and MacFarlane, A., 2019. ‘Participation is integral’: understanding the
levers and barriers to the implementation of community participation in primary
healthcare: a qualitative study using normalisation process theory. BMC health services
research, 19(1) pp.1-14.
Mozammel, D., 2019. Understanding Post-Training Factors and Job Performance Relationship:
Review of Literature for Transfer of Training Enthusiasts. Annals of Contemporary
Developments in Management & HR (ACDMHR), Print ISSN pp.2632-7686.
Yoshikawa, T., Losing, V. and Demircan, E., 2020. Machine learning for human movement
understanding. Advanced Robotics, 34(13) pp.828-844.