BSc Business Management: Factors Motivating Employees at Work

This report, submitted as part of a BSc (Hons) Business Management with Foundation course, delves into the understanding of why people work and the concept of motivation. It explores various factors that motivate employees, including salary, promotion, and work environment, referencing Maslow's Hierarchy of Needs. The report also discusses positive factors like meaningfulness, skill development, and trust in leadership, as well as negative factors such as employee challenges, low salary, and poor management. Strategies to cope with negative factors, such as providing opportunities to express opinions, fostering trust and respect, implementing flexible targets, and giving recognition, are also examined. The report concludes that motivation is crucial for smooth organizational operations and emphasizes the importance of flexibility and positive work environments.

BSc (Hons) Business Management with
Foundation
BMP3004
World of Work
Understanding why people work
Submitted by:
Name:
ID:
Contents

Introduction 1
What does Motivation Mean? 1
The various factors which motivate employees to work
p
The positive factors employees experience as a result of their
job roles p
The negative factors employees experience as a result of their
job roles p
Strategies to cope with negative factors employees
experience as a result of their job roles p
Conclusion p
References p

Introduction
Understanding why people work refers understanding the roles and responsibilities by
employees in organization. It also refers to reasons for workers doing job in organization.
Motivation refers to those actions which was done by people in the organization with the help
of initiatives or some certain behaviours at a particular time. The main motive of using
motivation theory by organization is to encourage the employees in their work which leads to
increase the productivity and work efficiency of organization. This method also helped
organization to achieve their vision, mission and objectives in long run. In motivation theory
organizations mainly used Maslow's Hierarchy theory to manage the employees in
workplace. This report is prepared on the basis of secondary data which includes magazines,
newspapers and journals. In this report various factors are also described to which is useful
for motivate the employees regarding their work.
What does Motivation Mean?
Extrinsic motivation refers to those actions which is used by employees for completing the
task in time and also protects from punishments (Boje and Lundholt, 2018). But intrinsic
motivation refers to those activities which helped to increase satisfaction level of workers
internally. Maslow's motivation theory refers to model of five tier human needs which are
described below -
 psychological needs – It refers to the basic needs which is essential for all human
beings which includes food, shelter and water. For achieving all these basic needs it is
necessary organizations must provide decent financial support to all employees which
leads to increase their passion and interest towards their job.
 safety needs – It refers to those elements which provides safety to their health and
job. It includes safe architecture in workplace, good ventilation systems and so on.
These types of facilities leads to increase the work efficiency and growth of
organization. It also helped to increase the confidence of workers which leads to
achieve the positive output of the employees in any situation.
 love and belongings – It is basically refers to the affection or trust which is received
by the friends, family and so on. But here it is mostly based on trust which was
connected from the top level management in any organization. So trust is very
important to maintain proper coordination between employer and employee for run
their activities smoothly (Bowness, Tulle, and McKendrick, 2021). In this stage
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friendly environment are also important for understanding the problems of the
employees properly. It leads to increase the honesty of workers towards organization
for long time.
 self esteem – It refers to those factors which are mostly accepted by employees for
maintaining their respect in any situation. Without reputation employees did not give
their full effort towards the organization. So it is necessary for organization that they
must give respect to all levels of employees for maintain good relationship.
 self actualization – In this stage organization or individual realized their own
potential or ability for increasing their growth and development. With this method
company or individual understand that where they lacks and where they need
improvement.
 Salary – It refers to the wage or the financial benefit which is a essential part of the
employees to fulfil their basic requirements and live their life happily. It is also
important to maintain the satisfaction level of employees in organization. Effective
salary also helped to enhance the work force of employee for long hours.
 Promotion – It refers to increase the level of employees through various methods
which includes position, salary, responsibilities and benefits (Cao, and Koretsky,
2018). With the help of these elements organizations easily achieved the trust of
employees for long time. Profit of the organization are also easily increased with the
help of trust.
 Work environment - It refers to the atmosphere or surroundings which is designed
by the top level management for employees in workplace. When organization
maintained friendly atmosphere in workplace then, employees did not hesitate share
their problems with top level management. It leads to enhance the productivity of
employees.
The various factors which motivate employees to work
 Salary – It refers to the wage or the financial benefit which is a essential part of the
employees to fulfil their basic requirements and live their life happily. It is also
important to maintain the satisfaction level of employees in organization. Effective
salary also helped to enhance the work force of employee for long hours.
 Promotion – It refers to increase the level of employees through various methods
which includes position, salary, responsibilities and benefits (Deuze, and Witschge,
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2018). With the help of these elements organizations easily achieved the trust of
employees for long time. Profit of the organization are also easily increased with the
help of trust.
 Work environment - It refers to the atmosphere or surroundings which is designed
by the top level management for employees in workplace. When organization
maintained friendly atmosphere in workplace then, employees did not hesitate share
their problems with top level management. It leads to enhance the productivity of
employees.
The positive factors employees experience as a result of their
job roles
 Meaningfulness – It refers to the task which is assigned by top level management to
employees. So it is necessary that the task which is provided by top level management
to workers that is meaningful and reliable which leads to enhance their productivity.
Because without reliable data employees did not understand the job roles properly.
 Skill development – It refers to development of internal skills of employees with the
help of advanced training which was provided by the organization (Fenge and Lee,
2018). The skills which are used employees in organization are problem solving
ability, communication and management skills. Therefore skills are very important for
workers to do the work smartly and in fast manner. Skill development also helped to
handle the various types of organizational situations.
 Trust in leadership - It refers to making trust on the senior manager who is the
leader of team members. For maintaining the trust on leader it is necessary that leader
must provide proper guidance to employees in workplace. It leads to enhance the
production activities and profit by the employees in organization. Leadership also
helped to increase the team spirit between the employees which is helpful to complete
the task in time.
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The negative factors employees experience as a result of their
job roles
 Employee challenges - It refers to the challenging tasks which was assigned by the
top level management to employee as a target. These type of targets create stress on
the minds of the employees which leads to decrease the productivity of the
employees. It also leads to decrease the passion and interest towards their job in
organization. So it is necessary for organization that they must maintain flexibility in
their work for achieving their loyalty in organization for long time.
 Low salary – It refers to wages or the financial benefits which was facilitate by top
level management to employees according to the work (Liu and Cheng, 2020).
Without effective pay system employees did not put their maximum effort for
achieving the companies vision, mission and objectives. It leads to decrease the
portfolio of the organization. Without proper wage employees are not able to fulfil
their basic needs on daily basis.
 Poor management - It refers to managing the employees unsystematic-ally which
impact negatively on the minds of the employees. The main reason for poor
management are communication are not properly maintained properly between the
employees. Due to poor communication from management employees did not
understand their roles and responsibilities properly and the operational activities did
not run smoothly.
Strategies to cope with negative factors employees
experience as a result of their job roles
The strategies which are used by organization for minimizing the negative factors are
described below -
 Opportunity to express opinions – It means that give chance to other employees
also for expressing their suggestion with new ideas regarding developing new
product. Because when we give chance others then, only the productivity of
organization are easily increased. With the help of opinions from others management
must made changes in organization for increasing work efficiency of employees. It
includes dress code working hours and other benefits.
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 Provide trust and respect – Trust and respect is a essential element for employees
for do the work smoothly in organization (Phan, Labhart and Gatica-Perez, 2019).
Due to this it is necessary for organization that they must facilitate all types of
equipment's to employees. Organization are also responsible to hire trustful
candidates with the help of screening and interviewing. All these leads increase the
loyalty of employees towards organization in long term.
 Implementation of flexible targets – Flexible targets is very essential for employees
for complete the task in time (Shune and Linville, 2019). Flexibility also helped the
employees to achieve the target in time which leads to increase commitment of
employees towards their job. When organization creates flexibility in their targets and
timings then definitely employees put their full effort for achieving the success of
organization.
 Give recognition – It refers to motivate the employees in organization with various
methods which includes rewards, promotion and so on. These type of recognition are
are important for increase the confidence and passion of employees towards their job.
These type recognition helped to increase the satisfaction level of employees which is
highly essential to run activities of organization smoothly.
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Conclusion
After the analysis of above information it is understandable that motivation is very
important for employees to run the operational functions of organization smoothly. The
organization is followed the maslow's motivation theory to manage whole organization and
employees properly. Motivation also helped both employee and employer to maintain good
behavior with each other in organization. Good coordination are also essential in any
company for achieving their vision, mission and objectives in long run. Therefore it is
necessary for company that they must keep flexibility in discipline, roles and responsibilities
towards their job for completing the task in time. It also helps to develop positive work
environment for employees.
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References
Boje, D. and Lundholt, M.W., 2018. Understanding organizational narrative-counter-
narratives dynamics. Communication & Language at Work, 5(1) pp.18-29.
Bowness, J., Tulle, E. and McKendrick, J., 2021. Understanding the parkrun community;
sacred Saturdays and organic solidarity of parkrunners. European Journal for Sport
and Society, 18(1) pp.44-63.
Cao, Y. and Koretsky, M.D., 2018. Shared resources: Engineering students' emerging group
understanding of thermodynamic work. Journal of Engineering Education, 107(4),
pp.656-689.
Deuze, M. and Witschge, T., 2018. Beyond journalism: Theorizing the transformation of
journalism. Journalism, 19(2) pp.165-181.
Fenge, L. A. and Lee, S., 2018. Understanding the risks of financial scams as part of elder
abuse prevention. British Journal of Social Work, 48(4) pp.906-923.
Liu, Y. and Cheng, T., 2020. Understanding public transit patterns with open
geodemographics to facilitate public transport planning. Transportmetrica A:
Transport Science, 16(1) pp.76-103.
Phan, T. T., Labhart, F. and Gatica-Perez, D., 2019. My own private nightlife: understanding
youth personal spaces from crowdsourced video. Proceedings of the ACM on
Human-Computer Interaction, 3(CSCW) pp.1-34.
Shune, S. E. and Linville, D., 2019. Understanding the dining experience of individuals with
dysphagia living in care facilities: A grounded theory analysis. International journal
of nursing studies, 92. pp.144-153.
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