BSc BMP3004 - Employee Motivation and Satisfaction in Business

This report examines the various factors that motivate employees to work, including salary, promotions, and work atmosphere, highlighting how these elements contribute to achieving organizational goals. It further analyzes the positive aspects employees experience, such as growth opportunities, fair policies, a supportive working environment, job security, and career development, which enhance engagement and productivity. Conversely, the report also addresses negative factors like workplace conflicts, poor management, burnout, disengagement, and their unfavorable impact on a company's reputation. The conclusion emphasizes the importance of employee motivation and job satisfaction for long-term sustainability and productivity, advocating for a healthy work environment to foster a sense of belonging and commitment among employees. Desklib provides a platform for students to access similar reports and study resources.

BSc (Hons) Business Management with Foundation
BMP3004
World of Work
Understanding why people work
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Contents
Introduction p
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2.0 The various factors which motivate employees to work
p
3.0 The positive factors employees experience as a result of their
job roles p
4.0 The negative factors employees experience as a result of their
job roles p
7.0 Conclusion p
References p
Introduction
All members have one or the components due to which they have to perform
activities. It either can be giving basic essential to the family members that considers
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basic needs that is required to live a life freely. But the mainly priority of all persons is
to earn money so that they can spend their living without any obstacles (Bouncken, and
Qiu, , 2021). It has been presented and it is correct also that people go to act job due to
they want to attain the benchmark or else want to have a good standard of living.
Certain times individual do attainable in their operations. This assignment will cover the
concept of motivation and factors which encourage workers to act well in workings.
Further more it will describe the positive and negative factor which is earn by the people
while performing a job roles.
2.0 The various factors which motivate employees to work
salary - It is crucial issue which motivate workers to operate with their level best and
to spend their precious time In completing the aim of the concern. It is the only incentive
factor which will assist the workers to improve new ideas for the operation and to do it
in unique manner. Most people operate for the wages and at that time they also want that
they have have appraisal and incentive and this is the only purpose why organization
gives this kind of things to their workers in regards to make them motivated towards
the organizational activity (Biloslavo, , Bagnoli, and Edgar, 2018).
Promotions - it is another essential factor for the people as this assist them to be
encouraged for the operations. It refers to give higher designation than that of the
previous one and if the person will have higher recognition then with that they will
also be getting the better salary. Workers are supported because they are giving with
the choice of better wages and high designation. It is not just assist in giving the good
pay but with that it also give the appreciation and more reverence.
Work atmosphere - this is the ethnicity is the most crucial because this is the place
where people works and improved new relation. This means the surroundings in which
people are operating and that requires to be flexible. gracious and supple is the most
important components which assist the workers and attain the goal of a company. This
is the only factor which makes people feel aggravated to operate for the structure.
3.0 The positive factors employees experience as a result of their
job roles
There are various components which workers knowledge as per the occupation roles-
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1. Growth opportunity - the most crucial components which every workers initial
checks earlier taking and selection the occupation is to determine that if that
workplace will be giving them the growth opportunity. Growth is the final aims
of every members due to if there will not be any such possibility to them there
will not be any intelligence to do occupation and dissipate their clip.
2. Fair and policies and procedure - the most crucial factor for the populace who
are performing job in any of the company is to have that fair policies and
procedures due to there are some of the organisation individuals are not having
such beginning. Workers wants to be treat similarly and are performing in that
surrounding where the operations are fair and well organized (Garavan, , and et.,
al., 2019).
3. Working environment - this is other components which plays the most
crucial role due to it does not substance that what situation has been
given to an person and how much pay they are receiving. But if the
surrounding Is poor and is not having any flexibility then it will make then
experience controlled.
4. Job security - it is hardly leads In a more relaxed surroundings in the workplace.
It outcomes in improved employee engagement. More satisfied workers lead to a
deduction expectation of workers ratio. A secured job will develop the workers
efficiency level and productivity. Workers appreciate the security that comes
with a regular job and the resulting payroll check.
5. Learning and career development - it is the procedure of selecting a career ,
civilizing the skills and advance along a future way. It is a lifetime process of
learning and creating decisions that brings the employees finisher to the perfect
business, skill set and manner. It is straight linked with the goals and clinical set by
an individuals. It starts with self realization and self appraisal of individuals
interest and powers. It assist a member in raising not only professional skills as well
as personal skills too. Adapting new skills, time direction, good administration,
communication governance, team direction and many others. Also assist an employee
in improving and designing their future.
It is determined that a happy employee is a productive worker is not always. As well as
satisfied employees are generally not interested in groups and they do not perceive
them as essential. This leads to the long term sustainability of the employees and moreover
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the productivity of the employees also increases that leads in increment in the income
(Cipriano, and Za, 2021).
4.0 The negative factors employees experience as a result of their
job roles
There are many negative components which is exist in the workplace and which has to be
gained by the workers during working in the company.
1. conflicts - workers have to face the issues of fights or conflicts in the workplace
because of different kind of mindset of the workers. It can arise due to any purpose
and that might consider any misconception or the person is unhappy with the
position for which they have allotted. This are the main purpose by which
organisation are incapable to attain their concern.
2. Poor management - it is necessary for the director to create sure that the
corporation is having good organization and are not facing the hurdels of any poor
organization. It makes very difficult to make sources done on time and in there
the outcome which will be attained in the after phase will not be adequate
(Chofreh, and et., al., 2019).
3. Burnout - it is a mental complex and has a negative effect on health. It is the
outcome of chronic workplace stress that has not been with success dealt and is
characterized by overpowering debilitation, a sense of cynicism and detachment
from activities. Research advice that burnout is a strong information of mental
state.
4. Disengagement - workers who are not content in their jobs are not expressively
linked or enthusiastic to their managers, so they becomes detached. decrease
workers appointment means an employees wont go the out of their comfort zone
they act as a work assigned if the worker is involved in the organization by their all
best level that leads creative working and achievable operations.
5. Unfavorable effect on business reputation - the workforce actions, performance
and behavior are a reflection of the company. Nostalgic workers may not create
an effort to be affable. They may even verbalize or act in manner in ways that give
users. Rivals and job applicants a negative image of the company (Kelly, 2022).
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7.0 Conclusion
It is concluded from above report that in business motivation is must for employees
to increase the long run sustainability and their productivity. Job satisfaction directly hit the
operations and economic scale of the enterprise as discuss in above report that the job
dissatisfaction leads to the various effects that is explained in above report. It is essential
to make the healthy surrounding in the company so that the workers feel families with in
the organization.
References
Biloslavo, R., Bagnoli, C. and Edgar, D., 2018. An eco-critical perspective on business models:
The value triangle as an approach to closing the sustainability gap. Journal of Cleaner
Production, 174, pp.746-762.
Bouncken, R.B. and Qiu, Y., 2021. The impact of digitalisation on organisations: a review of the
empirical literature. International Journal of Entrepreneurial Venturing, 13(6), pp.600-
631.
Chofreh, A.G., and et., al., 2019. Value chain mapping of the water and sewage treatment to
contribute to sustainability. Journal of environmental management, 239, pp.38-47.
Cipriano, M. and Za, S., 2021. Exploring the Discourse on Digital Transformation in the Domain
of Non-profit Organisations. In Exploring Innovation in a Digital World (pp. 198-231).
Springer, Cham.
Feldmann, M. and Morgan, G., 2022. Business elites and populism: understanding business
responses. New Political Economy, 27(2), pp.347-359.
Garavan, T.N., and et., al., 2019. L&D professionals in organisations: much ambition, unfilled
promise. European Journal of Training and Development.
Kelly, R., 2022. The Nature of Business Transformation: A Swarm Intelligent Approach to
Reinventing Organisations. Routledge.
Muduli, K.K., and et., al., 2020. Environmental management and the “soft side” of organisations:
Discovering the most relevant behavioural factors in green supply chains. Business
Strategy and the Environment, 29(4), pp.1647-1665.
Potdar, A., Unnikrishnan, S. and Singh, A., 2019. A framework for climate change management
in organisations: a case for India. World Review of Entrepreneurship, Management and
Sustainable Development, 15(3), pp.303-334.
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