Analysis of Employee Motivation and Work Experience (BMP3004)

This report delves into the multifaceted concept of employee motivation within the context of the "World of Work" module (BMP3004). It begins by defining motivation and exploring various theories, including Maslow's hierarchy of needs and the concepts of extrinsic and intrinsic motivation. The main body of the report then examines factors that drive employee motivation, such as salary, promotion opportunities, and work environment, alongside positive aspects like interpersonal connections, commitment, appreciation, and training. Conversely, it also addresses negative factors, including ineffective communication, poor management, low wages, and limited growth opportunities. Finally, the report proposes strategies to mitigate these negative experiences, emphasizing effective communication, performance reviews, and management styles to foster a more positive and productive work environment. The conclusion emphasizes the importance of motivation for employee performance and offers a synthesis of the key findings and recommendations.

UNDERSTANDING WHY
PEOPLE WORK

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Meaning of Motivation...............................................................................................................3
Factors which motivate employees to work................................................................................4
Positive factor which motivate employee to work......................................................................4
Negative factors employees face because of their job role.........................................................5
Strategies in order to overcome the negative experience............................................................6
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................8

INTRODUCTION
For a person to have a good life it is essential that they have a good position to work
within the corporate world. This is pertaining to the fact that when the people have a good job
then this increase their interest in working in proper and effective manner and earn a good
livelihood. Hence for working in proper manner the most essential aspect is the motivation.
There are many different factors which motivate the employee to work and it includes positive
and negative factors. The present report will also include the positive and negative factor which
employee experience because of their job role within the company.
MAIN BODY
Meaning of Motivation
Motivation is a powerful factor for enthusiasm, performance and goals. The demands, wants
and desires may be acquired through influence of traditions, way of life, civilization and usually
nature. An individual motivation may be stimulated by outside forces. In order to explain the
concept of motivation in detail, many researchers describe the motivation thought with the help
of various theories. Such as Maslow’s hierarchy theory which described as a five tier model of
human needs and desires often depicted as hierarchical levels within a pyramid. From the bottom
of the model with going upward, the needs consist of: physiological needs which includes food,
clothing and shelter requirements of an individual, next is safety needs which involves job
security in order to sustain their life in better way, next is love and belonging needs which are
the interpersonal relationships in order to motivate behaviour of an individual, fourth level is
Esteem needs which can be divided as esteem for oneself and desire for reputation, and the
highest level of need is self-actualization needs which refer to the realization of person’s
potential (Kanfer, R., 2017).
Another is extrinsic motivation theory which is described as reward driven behaviour of an
individual in order to motivate their staff members. In this approach, rewards or other
promotional kind of incentives such as praise, money, award, fame has been given in order to
motivate for specific activities. While intrinsic motivation approach is an action of doing
something without any external or extra rewards. Staff members are ready to do any tasks

because of their own interest rather than any other outside incentive or reward or pressure to do
such activity.
Factors which motivate employees to work
Motivation is the primary reason that drives all of the activities of a personage. For
instance, all employees within an organization expect that if they behave a certain manner or
perform tasks in appropriate way, then they will achieve their desired outcome. Sometimes there
might some situations arises in which employees feel their targets and goals as unachievable
from their perspective and thus in order to complete the task efficiently, managers have to
motivate them. This is the reason that there are certain factors which helps them in order to
motivate their staff members to complete the task efficiently such as:
 Salary: Receiving regular interval payments from the work which has been completed by
individuals especially in reference to permanent employees is considered as basic need
that is expected to be satisfied by an employer. However, if the salary is lower than the
employee has expected, it creates an environment of disappointment and also
disentanglement in tasks.
 Promotion: Encouragement motivates employees by providing them an opportunity for
increased compensation. It includes not only the wages but also various other benefits
which includes expense accounts, company extra facilities such as vehicle, house, etc.,
health insurance facilities and many more. Promoting employees also generate a feeling
of satisfaction among employees and thus helps to enhance productivity as well.
 Work Environment: Company culture also plays a vital role in driving employee
motivation as employees always feel conscious about work place culture while entering
into any company. So, in order to boost the productivity, elimination of stress and worry
from the environment of workplace is highly important (Rožman, M., 2017). A
supportive work environment always encourages team members to learn from their
mistakes and enjoying their job.
Positive factor which motivate employee to work
While working in the corporate world there are many of the positive factors which are
being created because of the job role of person. This includes the following factors in common-

 Connection with others- this is the factor which employees experiences because of their
working within a company (Cheng and Yi, 2018). This is pertaining to the fact that there is
not any department which works in isolation and involves many employees. Hence, this will
motivate employees to interact with other people and work in more effective manner.
 Personal commitment- this is another factor because when a person works then they need to
be committed towards their work. Hence, the employee performs their job roles then they
are highly committed towards their work and this motivates employees to work in more
effective and efficient manner.
 Appreciation for work- this is also another major factor which will affect the motivation
level of the employees working on any job role. This is pertaining to the fact that when the
employees will be provided with good appreciation then this will motivate the employees to
work in more effective and better manner.
 Effective training and development- this is also an important factor which can effectively
motivate the employees to perform their job role in effective and efficient manner. this is
necessary because there are many different changes taking place in external environment
which need to adapted by the employees as well. Hence, if company will be providing
effective trining and development facility to employees then this will motivate the
employees to work in more effective and efficient manner.
Negative factors employees face because of their job role
In addition to these positive factors, there are also some of the negative factors which
demotivate the employees because of their job role. These factors affecting the employees in
negative manner are as follows-
 Ineffective communication- while performing the job role if there is lack of effective
communication then this will also demoitvate the employees. This is pertaining to the fact
that when the communication is not clear then there are possibility the employees will not be
having proper knowledge that what work they have to do and this might demotivate them.
 Poor management- this is another factor relating to job role which can affect the motivation
level of the employees working in the company (Hofmann and Stokburger-Sauer, 2017). In
case the management within the company is not good then this will affect the motivation
level to a great extent in negative manner.

 Low wages and incentives- in case the employees are not getting proper wages and salaries
along with bonus and incentives then this will demotivate the employees and they will not
perform the job role in specific and effective manner (Breevaart and Bakker, 2018).
 Low opportunity for growth- this is a factor which can either motivate the person or can
demotivate the employees to a great extent. This is pertaining to the reason that when the
proper growth opportunities will not be provided to the employees then they will not be able
to manage and maintain the level of work which they were doing earlier.
Strategies in order to overcome the negative experience
With the analysis it was evaluated that there are both positive and negative factors
relating to the motivation level (De Simone, Planta and Cicotto, 2018). The positive factors are
good as this will increase the working efficiency but the negative factors need to be reviewed and
corrected. Hence, for this some of the strategies to remove the negative factors are as follows-
 For the effective maintenance of motivation level of the employees it is essential that
there is proper system and channels of communication. This is necessary because of the
reason that when the company will be having clear communication channel then
employees will not hesitate in communicating any type of thing.
 Along with this company must ensure that there is time to time review of the
performance of the employees. The reason underlying this fact is that when the
performance of the employees is reviewed from time to time then this motivates the
employees as well to perform as they are being monitored (Building a positive work
culture to improve employee retention, 2021).
 In addition to this it is also recommended to the company that they must have an effective
management style and system to be followed. This is helpful for the company as if there
will be proper management chain then the employees know to whom they have to report
and from where they will take instruction.
CONCLUSION
In the end the above report summarised that motivation is the key for any employees to
work in effective and efficient manner. The reason underlying this fact is that when the
employees will be motivated then this will improve their performance. The above report
highlighted that factors like salary, work environment and other and how it affects the motivation

level of the employees at time of performing their job. In addition to this some positive factor
was highlighted like appreciation, commitment and other and how this motivates the employees.
Along with this some negative factors were also discussed like lack of communication, poor
management and others. In the end some strategies to overcome the negative aspect were
discussed like effective communication channel, proper management hierarchy and others.

REFERENCES
Books and Journals
Breevaart, K. and Bakker, A.B., 2018. Daily job demands and employee work engagement: The
role of daily transformational leadership behavior. Journal of occupational health
psychology, 23(3), p.338.
Cheng, J.C. and Yi, O., 2018. Hotel employee job crafting, burnout, and satisfaction: The
moderating role of perceived organizational support. International Journal of Hospitality
Management, 72, pp.78-85.
De Simone, S., Planta, A. and Cicotto, G., 2018. The role of job satisfaction, work engagement,
self-efficacy and agentic capacities on nurses' turnover intention and patient satisfaction.
Applied Nursing Research, 39, pp.130-140.
Hofmann, V. and Stokburger-Sauer, N.E., 2017. The impact of emotional labor on employees’
work-life balance perception and commitment: A study in the hospitality industry.
International Journal of Hospitality Management, 65, pp.47-58.
Kanfer, R., Frese, M. and Johnson, R.E., 2017. Motivation related to work: A century of
progress. Journal of Applied Psychology. 102(3). p.338.
Rožman, M., Treven, S. and Čančer, V., 2017. Motivation and Satisfaction of Employees in the
Workplace. Business Systems Research: International journal of the Society for
Advancing Innovation and Research in Economy. 8(2). pp.14-25.
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