Factors Influencing Employee Motivation: A Detailed Report

This report delves into the critical concept of employee motivation, defining it as the driving force behind an organization's goals. It identifies key factors influencing motivation, including working environment, wages and salaries, rewards and recognition, and employee engagement. The report examines both intrinsic and extrinsic motivation, highlighting how positive experiences, such as opportunities for personal development and effective communication, contribute to employee satisfaction. Conversely, it addresses negative factors like inadequate compensation and poor working conditions. The report concludes by suggesting strategies to improve employee experience, such as robust communication, training programs, regular feedback, employee engagement practices, and opportunities for growth and development. The report emphasizes the importance of these factors in fostering a motivated workforce and achieving organizational objectives, drawing on research and theories of motivation.

UNDERSTANDING WHY
PEOPLE WORK

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Motivation....................................................................................................................................1
Factors motivating the employees to work..................................................................................2
Experience of positive factors through job roles.........................................................................3
Experience of the negative factors through job roles...................................................................3
Strategies to improve the employee experience...........................................................................4
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
Motivation can be defined as the driving force that helps in maintaining or guiding the
employees of the company towards the path of goals and objectives of the organization. It helps
in boosting the morale which contributes to the operational efficiency of the business. The
project shall be highlighting the concept of motivation and shall identify the factors that motivate
the employees at work. Apart from that it also shows the positive and the negative factors in the
job roles that are experienced by the employees. Lastly, the strategies are suggested to improve
the experience of the employees.
MAIN BODY
Motivation
Motivation is the factor that drives, guides and directs the actions of the employees
towards the organizational objectives of the business. They are the driving forces that shall boost
the morale of the employees and guide and maintain their goal oriented approach which can be
further directed on the path of fulfilment of the company's objectives.
Motivation plays a significant role in the organization by contributing to the operational
efficiency, reducing the employee turnover, management of better relations in the business and
achievement of the organizational objectives of the company (Kanfer, Frese and Johnson, 2017).
The leaders and the management of the company must ensure that the workforce in the company
stay motivated so that productivity and profitability can be determined such that the future
growth prospects are driven for the company.
The Maslow's need hierarchy theory of motivation states that the organizational objective
must be integrated with the personal objectives of an employee so that their motivation level can
be driven. The needs begin with the basic level of necessity like the food, clothing and shelter.
Further it shall motivate the employees if their safety and security needs are met. Post that they
want love, care and feeling of belongingness from the society that shall boost their morale.
Lastly the self-esteem and the self-actualization needs must be fulfilled which are associated
with respect and recognition.
There can be two types of motivation in a company, one is the intrinsic motivation and
the other is the extrinsic motivation. The extrinsic motivation is when the goal oriented
behaviour is due to the factors like external rewards and the punishments (Differences of
Extrinsic and Intrinsic Motivation, 2021). If the employees are driven by the rewards and
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perform in order to achieve the benefits and simultaneous recognition in the business them it can
be referred to as the extrinsic motivation. Apart from that also if their actions are in order to
avoid the punishments or insult in the business.
The intrinsic motivations is when the employee is working for their own satisfaction, joy
or interests. This means that their behaviour is not to achieve any rewards or benefits (Mohebi
and et.al., 2019).
Factors motivating the employees to work
There are some major factors that are contributing to motivation of the employees at
work:- Working environment- The working environment is one of the major factors that
determines the motivation level in an employee and accordingly drives their performance
in the organization (Ciobanu, Androniceanu and Lazaroiu, 2019). The employee must be
provided with good working conditions, safety and security related to the job,
relationship management, behaviour of the management and the discipline in the
business. Wages and salary- The wages and the salaries must be good as per the qualification and
the talent that is possessed by the employees. Apart from that no discrimination policy
must be followed and the viable amount should be paid to the employees timely and
efficiently (Top 10 factors that motivate employees, 2021). This shall be boosting their
morale and enthusiasm to work ultimately contributing to the operational efficiency of
the business. Rewards and recognition:- The rewards and recognition acts as the driving force which
shall help in building the extrinsic motivation in the employees. Various perquisites are
required like promotion, recognition, rewards etc. based on the performance of the
employees which develops the goal oriented behaviour in the company and shall also
make them loyal towards the business and its affairs.
 Employee engagement:- The employee engagement policy that is followed by the
management of the company is also a major source of motivation in the workforce. By
consulting the employees in the process of decision-making, providing the initiative
taking capacity, managing relations and fulfilling their personal goals.
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Experience of positive factors through job roles
The different factors contributing to the positive experience of the employees are:-
 One of the most prominent factors under the specified job roles that ensures the positive
experience of the employees is the scope for the personal development. The management
should drive the actions towards the fulfilment of the organizational objectives but must
also consider the personal objectives and needs of the staff. Opportunities for growth and
development must be provided so that they derive positive experience from the
workplace (Kotni and Karumuri, 2018).
 Another major factor contributing in this arena is the flow of communication. The
employee will draw positive experience if the channels of communication are well-
established where instructions, guidance is properly communicated. Apart from that the
subordinates should be given the opportunity to provide feedback, register complaints
etc.
 The distribution of the roles and the responsibility in the company is done on the basis of
the qualification, interest, talent etc. which shall fill the employee with enthusiasm and
joy to work and thereby maximize the operational efficiency of the business. This shall
create positive work experience for the employee and shall be able to give the best to the
business.
 The performance management system is also the determinant of the positive experience
as derived by the employees in the business (Calk and Patrick, 2017). With the help of
rewards, recognition, promotion, perquisites etc. shall be governing the experience at the
workplace.
Experience of the negative factors through job roles
The factors that are creating the negative experience for the workforce within their job
roles are:-
 The major factor that is contributing to the negative experience and dissatisfaction in the
employees of the organization is the unattractiveness in the salary or the additional
benefits being extended in the monetary or the non-monetary terms (Bruning and
Campion, 2018). The pay scale must be appropriate as deserved by the individual and
must be equitable in terms of performance and the task performed.
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 Insufficient levels of the training and development that is received by the employees
leading to the wastage of resources and downgrading the performance of the employees
which shall lead to the building of the negative experience in the business.
 The working environment and the conditions are also the major contributors to the failed
experience of the employee in the business. If the surroundings are not clean or they are
exposed to risky elements causing threat to the life of an individual, then this shall
dissatisfy the person. Lack of the fulfilment of the corporate social responsibility is also
one such factor determining the poor experience at the work.
Strategies to improve the employee experience
Some crucial strategies and tactics that must be adopted by the human resource
department so that the employee experience as derived from the workplace can be improved and
their satisfaction level can be boosted:- Robust internal communication:- The effective channels of communication that are
designed so that proper hierarchy is defined and the employees know whom to
communicate in case of different situations in the organization. Proper training and the mentorship programs:- Allotment of the mentors or supervisors
to each subordinate is important so that efficiency in the operations could be increased,
processes could be optimized and wastages are reduced (Chhajer, Rose and Joseph,
2018). The training shall help in the change management in an effective manner such that
competitive advantage is ascertained. Regular feedbacks:- The tactic of taking regular feedbacks from the employees boosts
their confidence level, resolves their problem, solve the grievances etc. The feedbacks are
further reviewed and appropriate action is taken so that employee experience within the
firm can be enhanced. Employee engagement practices:- Through participating the employees in the decision-
making activity, taking ideas, discussing problems and motivating them to take the
initiatives helps them to boost their experience within the organization. This shall further
affect their performance in a positive way.
 Growth and personal development opportunities:- Another major strategy that needs to
be employed in the business is that the employees must be provided constantly with the
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opportunities that lead to their all round development and skills so that they gain benefit
and experience from the job life.
CONCLUSION
It can be summarized from the above project that motivation is an important aspect of the
business and drives the goal oriented behaviour in the company ensuring that the organizational
motives are fulfilled. The factors like salary, condition of the work environment, rewards and
benefits are the certain factors that shall be considered important in motivating the employees.
The positive and the negative experience that are drawn by the employees from the workplace
are also the major contributors to the profitability and the future growth prospects of the
business. The strategies like training and mentorship programmes, effective channels of
communication and regular feedback taking are used to improve the employee experience.
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REFERENCES
Books and Journals
Bruning, P. F. and Campion, M. A., 2018. A role–resource approach–avoidance model of job
crafting: A multimethod integration and extension of job crafting theory. Academy of
Management Journal. 61(2). pp.499-522.
Calk, R. and Patrick, A., 2017. Millennials through the looking glass: Workplace motivating
factors. The Journal of Business Inquiry. 16(2). pp.131-139.
Chhajer, R., Rose, E. L. and Joseph, T., 2018. Role of self-efficacy, optimism and job
engagement in positive change: Evidence from the middle east. Vikalpa. 43(4). pp.222-
235.
Ciobanu, A., Androniceanu, A. and Lazaroiu, G., 2019. An integrated psycho-sociological
perspective on public employees’ motivation and performance. Frontiers in
Psychology. 10. p.36.
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.
Kotni, V. D. P. and Karumuri, V., 2018. Application of Herzberg two-factor theory model for
motivating retail salesforce. IUP Journal of Organizational Behavior. 17(1). pp.24-42.
Mohebi, A. and et.al., 2019. Dissociable dopamine dynamics for learning and
motivation. Nature. 570(7759). pp.65-70.
Online
Differences of Extrinsic and Intrinsic Motivation. 2021. [Online] Available through:
<https://www.verywellmind.com/differences-between-extrinsic-and-intrinsic-
motivation-2795384>
Top 10 factors that motivate employees. 2021. [Online] Available through:
<https://www.aptsg.com/index.php/articles-2/15-for-employers-hr-training-dept/36-top-
10-factors-that-motivate-employees>
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