BMP3004 BSc Business Management: Employee Motivation Analysis

This report provides an overview of employee motivation, defining the concept and exploring intrinsic and extrinsic factors. It references Maslow's hierarchy of needs to explain how different needs motivate employees. The report identifies salary, promotion, and work environment as key motivators, and discusses both positive aspects like skill development and relationships, and negative aspects like stress and lack of productivity, that employees experience in their job roles. Strategies to cope with negative factors, such as providing opportunities for employee input, fair treatment, and stress-free environments, are also explored. The report concludes that employers must understand and address employee needs to foster a motivated and productive workforce, and that Desklib provides students access to solved assignments and resources.

BSc (Hons) Business Management with Foundation
BMP3004
World of Work
Understanding why people work
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Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................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....................................5
Strategies to cope with negative factors employees experience as a result of their job roles......6
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
The report will start with the explanation abbot the term Motivation and the types of
motivation. It will address one of the theory of motivation given by the authors. Further, there is
a description about the factors that motivate the behaviour of employees to work efficiently and
effectively in attainment of the organizational goals. In context with the motivation, the report
will guide about the positive and negative factors experienced by them and how they are affected
while performing their job roles. Lastly, it will discuss the actions which can be used by the
employers to motivate them and improvise the negative experience employees faced.
MAIN BODY.
What does Motivation Mean?
The word Motivation is derived from 'movere', a Latin word which means 'to move'.
Motivation is termed a process of encouraging and initiating someone to work efficiently and
attain the objectives. It is the force that drives the human behaviours, it contributes in fuelling the
sense of competition among the employees. It is termed a goal oriented process because it guides
oneself towards the attainment of goals. To motivate the employees there are various ways such
as monetary and non monetary incentives which includes promotion, transfer, recognition,
bonus, and so on. The motivation is divide in two parts intrinsic and extrinsic motivation.
Intrinsic Motivation is the motivation that influences the person internally which means
that an employee is performing the job because it will contribute to its experience, learning and
career development. It means that it is rewarding to the employee itself (Liu, 2020). Extrinsic
motivation is influenced by the external factors that is the employees perform their jobs because
of the external factors such as rewards, recognition or sometimes punishments or penalties.
Employees work efficiently because they get motivated by the premotion policies, increased pay,
bonus, etc.
Maslow 's hierarchy needs theory is the most used theory of motivation at the workplace.
The needs are depicted in a form of pyramid on the basis of importance of the needs. It is a
model representing five needs of the humans are Self Actualization, esteem, love and belonging,
safety and physiological needs (Ștefan, Popa, and Albu, 2020). Fulfilment of needs influences a
motivation and encourage them to work. Self actualization needs means focusing on the personal
need of an employee such as his career, education, skills development, and enhancing its talents.

Esteem needs includes respect and confidence an employee expects. Love and belonging needs
means the emotions and relations of the employees with the colleagues, family and friends
should be given utmost important. Safety needs means the job security, workplace security
means no discrimination, violence at the workplace with employees. Lastly, physiological needs
covers the basic necessities of the employees which they expect to e fulfilled first before other
needs. As per Maslow's hierarchy theory, employees work on achievement of the first basic
needs and the n move on to the fulfilment of the other needs thus reaching to their full potential.
The various factors which motivate employees to work
3a. Salary : It is the motivating factor for the employees to work efficiently. Salary plays
an important to retain and make employees work. Managers give rewards, bonuses, promotion
and increased pay after certain period to motivate the employees. It is essential because to fulfil
the psychological and basic necessities explained in Marlow 's Hierarchy theory, they expect a
better pay from their employees (Darmawan, 2020). High salary and promotion makes an
employee feel secure about the job position as well, thus he work with his full potential. As well,
Taylor suggested that money is the biggest motivator but it is not necessary that always an
employee or worker gets motivated by money.
3b. Promotion : Promotion means to promote the employee from a lower position to the
Higher postposition in the same field. It motivates the employees because they get more
responsibility, authority, more pay and opportunity to take a wider look at the organizations
structure. Promotion leads to higher status in the organization. This motivates the employees by
fulfilling their ambitions of independence, autonomy and managerial competency at the
workplace (Asaari,Desa, and Subramaniam, 2019). Promotions help the employees in
development of their leadership skills. This helps in avoiding the situation of resignation of
better and capable employees. It is a kind of recognition to the employees, this adds a
contribution to their work and value.
3c. Work Environment : A positive work environment plays an important role in
motivating the employees. The work environment develops an interest in the employees to work
and perform their duties. Positive work environment leads to low employees turnover and
retention of workers. Employees will always be motivated and will not resist to changes as well.
But, it is not necessary that all the work places have positive environment, some have negative

environment and it so affect the employees. Negative work environment might cause
dissatisfaction and non co-operation among g the employees.
The positive factors employees experience as a result of their job
roles
Employees get an opportunity to learn and develop professional skills through new job
opportunities and challenges at the workplace. Appreciation and job securities are the positive
factors that influence the employee for working efficiently. Workplace helps the employees to
maintain good and informal relationship with the colleagues and superiors (Abdulrahman,
2019.). Employment offers them an opportunity to develop an understanding in maintaining
balance between work and life. There are various positive factors which help the employees in
developing its career, gaining them experience and maintaining a social outlook. Flexible
policies at the workplace leads to satisfaction in the job and the self actualization needs of the
employees are also fulfilled. Employees feel happy and encouraged when they get attractive
salary and privileged leaves form the work. Flexible working hours on weekends and office
parties are the ways that will help in retaining the employees.
The negative factors employees experience as a result of their job
roles
Lack of productivity at the workplace is a negative factor an employee faces in the
organization. Jobs creates stress and pressure on the employees thus the feel de motivated and
unhappy while working. The negative factors such as employees turnover or low morale due to
dissatisfaction from jobs or stress affects the mental health and well-being of the employee.
Many employees feel insecure and incapable of the job due to lack of trainings, this also creates
a negative impact on them (Liu and et.al., 2018). Conflicts among employees regarding the
work or because of poor communication affects the working efficiency of the employees. The
organization should take necessary steps to motivate and reduce the stress of employees, to avoid
high turnover rates and decrease in productivity level of the employees.

Strategies to cope with negative factors employees experience as a
result of their job roles
To deal with the negative factors that employees experience, the employer have to scan
and identify in the work environment the issues they are facing. The employer should provide the
opportunities to the employees to express their views and opinion while taking decision about the
policies and rules of the workplace. Employees should be treated fairly and on the basis of their
capability and skills, employers should avoid favouritism this functions negative behaviour in
employees. Programmes and activities should be conducted at the workplace to maintain a stress
free and positive environment (RAHAMAN, and et.al., 2020). The employers should offer them
opportunities and training to develop their skills and make growth in the organization. Adequate
recognition, bonuses, appraisals should be provided to the employees at the workplace to
enhance their morale and productivity. Employers should engage the employees in personality
development activities, enhancing their skills and abilities, this will attract and retain the
employees.
The employers can adopt various strategies to help the employees in overcoming their
negative experience from the jobs. They should develop trustworthy and respectful relationship
at the work environment to avoid mismanagement and employees turnover because of the
negative experiences. Employers should ensure that the employees at the organisation are
comfortable and safe at the workplace.
CONCLUSION
From the report, it is concluded that there are various factors which encourages and
motivates the employees. Employers have so many strategies and ways to influence the
behaviours of the employees in the organization. To cope with the negative and positive factors
of the employees experience, employers have to scan the environment and work on those areas
where the company is lacking to avoid the employees turnover and work pressures. Many
theories can also be used by the employers to motivate the employees by understanding their
needs and desires. Employers should try their best to resolve the issues of the employees and
make them feel valued in the organization.

REFERENCES
Books and journals
Liu, I. F., 2020. The impact of extrinsic motivation, intrinsic motivation, and social self-efficacy
on English competition participation intentions of pre-college learners: Differences
between high school and vocational students in Taiwan. Learning and Motivation. 72.
p.101675.
Ștefan, S. C., Popa, Ș. C. and Albu, C. F., 2020. Implications of Maslow’s hierarchy of needs
theory on healthcare employees’ performance. Transylvanian Review of Administrative
Sciences. 16(59). pp.124-143.
Asaari, M. H. A. H., Desa, N. M. and Subramaniam, L., 2019. Influence of salary, promotion,
and recognition toward work motivation among government trade agency
employees. International Journal of Business and Management. 14(4). pp.48-59.
Darmawan, K., 2020. SALARY: DOES AFFECT EMPLOYEE MOTIVATION AND
PERFORMANCE?. International Journal of Accounting and Management
Research.1(2). pp.46-51.
Abdulrahman, N., 2019. The role of employee motivation factor on organizational performance:
A case study of education sectors in Kurdistan. The International Journal of Accounting
and Business Society. 26(1). pp.1-16.
RAHAMAN, M. A., and et.al., 2020. What Factors Do Motivate Employees at the Workplace?
Evidence from Service Organizations. The Journal of Asian Finance, Economics, and
Business. 7(12). pp.515-521.
Liu, W., and et.al., 2018. Workplace violence, job satisfaction, burnout, perceived organisational
support and their effects on turnover intention among Chinese nurses in tertiary
hospitals: a cross-sectional study. BMJ open. 8(6). p.e019525.