Factors Motivating Employees and the Impact on Job Satisfaction

This report delves into the multifaceted reasons why individuals engage in work, primarily to secure essential needs and foster personal growth. It explores motivation through the lens of Maslow's hierarchy of needs, intrinsic and extrinsic motivation theories, and identifies key factors that sustain employee motivation, such as competitive salary structures, supportive management, recognition, and positive work environments. The report further analyzes positive factors like relaxed atmospheres, empowerment, and respect, alongside negative factors like inadequate remuneration and stressful working conditions. It concludes by suggesting strategies to mitigate these negative impacts, including fair treatment, growth opportunities, and consistent appreciation, emphasizing the importance of a motivated workforce in achieving organizational goals. Desklib provides access to similar reports and solved assignments for students.

Understanding why people work

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
BRIEF..............................................................................................................................................3
Description of factors that will motivate individual to work.......................................................3
Describing positive and negative factors that individual experiences as a result of their job
roles..............................................................................................................................................4
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Main reason for which people work is to provide livelihood to their families &
themselves by fulfilling basic essential needs of foods to get nutrients, shelter for living peaceful
life and clothes to protect ones from changing weather conditions. Besides this reason individual
also do job for their personal development with a mindset to grow & learn both intellectually and
socially. Therefore, in the given project report discussion will be done regarding what is
motivation, along with their different factors through which employees will remain motivated, &
what are the positive and negative factors that workforce faces while performing their job roles.
BRIEF
Description of factors that will motivate individual to work.
What do we mean by motivation?
As per the views of Maslow's hierarchical theory, this is a conception of human's
psychology based upon different levels of needs. In this theory it has been stated that individual
gets motivated by fulfilling their necessities in hierarchical order of needs. Therefore, this order
begins with satisfying:
1. Physiological needs: These are considered to be the lowest level needs in this theory of
motivation. Therefore, at this point, individual's desires starts with satisfying basic
necessity & that are shelter, water, health, etc.
2. Safety needs: Second level need that demands to be accomplished consist of security
needs that should require laws and orders regarding protection of person from
unforeseeable danger.
3. Love and belongingness: Human beings are viewed as a social creature that crave for
making interaction with others. Hence, this need is structured at the third level which
outlines individuals want for friendship, family and love.
4. Esteem needs: At this level, person need to gain recognition, status and want to feel
respected in the society. Further, this stage is divided into two parts that are, need for
respect from others along with honour to be received by oneself.(Agah, Kaniuka and
Chitiga, 2020)
5. Self actualization: Final stage of Maslow's theory consist of, realization of an
individual's full potential. Here, in this people strive for becoming best by following
different ways like, obtaining various skills and utilizing it in pursuing their life dreams.

Likewise, with a view point of Intrinsic and extrinsic motivation theory, inner satisfaction
are defined as, if individual is having focused mind along with good command on their skills
than this will lead to self intrinsic motivation (Ryan and Deci, 2020). Apart from this, in extrinsic
theory people get motivated through external factors such s, promotion, incentives, praises, etc.
and will perform well while achieving organizational goals & objectives effectively.
Factors motivating employees to work:
 Salary structure: Basic and foremost component that will keep employee motivated
towards performing their job activities and keep them retain in any organization is
remuneration policy (Stefurak, Morgan and Johnson, 2020). Manager need to provide
their workforce with good compensation facility on the basis of position they are holding
and efforts put by them, so that this will refrain them to shift in other organization.
 Attitude from the management: If manager will have an understanding attitude towards
their employees than this will be reflected in the work of the individual. Therefore, in
order to make work interesting with less burden the supervisor need to consider
employee's strengths & skill prior to assign them with work.
 Recognition for performing job well: From time to time leader should appreciate work
of their employees for completing the task properly, so that they will feel good and
motivated about work they have carried on (Abdi Mohamud, Ibrahim and Hussein,
2017). Hence, through this it will also result in accomplishing organizational objective
effectively and efficiently with a good growth in respect to their competitors.
 Providing good working environment: Every company is having their own work
culture and environment which is practised by every employee. Therefore, if organization
is having positive surroundings at work, this will lead to create healthy environment as
everyone will work with a happy mood, and such working condition will be reflected in
the job employee is performing.
Describing positive and negative factors that individual experiences as a result of their job roles.
Positive as well as negative factors that employees faces and which will give them
motivated environment to work & attain organizational goals are:
1. Positive and relaxed atmosphere: Individual love to work in such environment where
their work gets appreciated and rewarded. Moreover, they would enjoy coming to job
place if the employee get opportunity to flourish their creative ideas with productivity, by

without any sign of dominating power, bullying, etc. Hence, from this point it is reflected
that top-level management gets benefit of such positive environment in comparison to
lower level job role worker's as they don't get this opportunity of involvement during
taking out of the box ideas.
2. Support and empowerment: With proper support and win-win attitude employee's of
top-level management have a sense of togetherness along with cooperation, which will
give them a healthy competitive environment and motivation to perform task effectively.
Hence, with this experience's workforce can outshine higher together-with both personal
development & organizational growth (Breevaart and Bakker, 2018). Therefore, on the
other hand, workers of bottom level management doesn't get that much support and
chances to show their talents & knowledge for achieving company's objectives.
3. Respect: There exist many challenges that organization need to face on day to day basis
such as illness, accidents, personal issues, natural calamity, etc. Hence, top-level
management employee's gets respect from all the worker's present in organization but on
the other hand, small level worker's remains exploited from this character of being
respected by other workforce working with them within the company.
4. Remuneration structure: Not being sufficiently paid for the job they are performing is
the biggest demotivation that is experienced by employee's in an organization. Moreover,
from the company's point of view also it is a crucial and valuable issue because their
arises a high chance of employee turnover if individual is dissatisfied with the money
they are earning for the job they are doing (Skaalvik and Skaalvik, 2017). However, this
benefit of receiving adequate salary is experienced by white collar employee's only
within organization, and blue collar worker's get inadequate remuneration.
5. Working structure: In any enterprise, white collar worker's get a positive and lenient
working structure together-with less burden of work & along this they also remain stress
free and highly motivated as compared to small level worker's. Blue collar employe's
always remain under pressure of hectic work, without any much motivation & adequate
salary.
Various strategies to cope up with negative factors workers faces as a result of their job
roles:

 Management should render opportunities to blue collar worker's too along with white
collar employee's at the time of making decision's and sharing their perspective together
with creative idea's. Moreover, by doing this it will create a sense of belongingness
amongst them and motivate them to do more for their organization as previously they are
lacking behind due to ill-treatment.
 Through a use of consistent fair treatment by applying same reward system on all the
employee's of organization can lead the bottom level worker's also to focus on their
personal development with a motive to earn more rewards. Therefore, like this they will
also contribute their efforts for accomplishing company's goals effectively & efficiently.
So, to cope up with negative factors management team of organization should develop
and publicize workplace policies, rules & regulation's that organize work effectively.
 Organization's management team should also treat their blue collar employee's in such a
way as if they are trustworthy and deserving to receive respect because actually they are
(5 Strategies to Minimize the Negative Impact of Employee Separations, 2019).
Management should start verifying their workers performance's, truthfulness, and the
efforts they are putting to complete the assigned task properly, & must give reward for
the same if they have excelled in performing the task.
 Negative factors facing by worker's can also be rectified by providing growth
opportunities to them through imparting proper training to them, along with this, making
them ready for promotion's, self development, etc. However, by doing this lower level
employee will feel motivated from inside as they will also get a chance to grow more
irrespective of doing monotonous task regularly.
 By providing appropriate appreciation and rewards to the bottom level worker's will
make them feel that their contribution in organization's growth is valued. Hence, the
power of giving recognition to blue collar is considered to be a positive remark for a
company. Therefore, reward and giving credit to their employee's acts as a powerful tool
an enterprise can use to boost their worker's morale.
CONCLUSION
From the given project report it has been summed up that, people work for meeting their
livelihood's i.e., to achieve basic necessary needs of food, water, shelter, health, etc. Besides this
motive they also work for developing new skills and learning so that to attain new goal's in life.

Hence, in the organization employee's need to be remained motivated for performing task, so for
this if company's manager starts focusing on motivation factors like salary structure,
appreciation, etc. it will reduce the chances of employee turnover, along with achievement of
organizational goals effectively.
REFERENCES
Agah, N. N., Kaniuka, T. and Chitiga, M., 2020. Examining Motivation Theory in Higher
Education among Tenured and Non-Tenured Faculty: Scholarly Activity and Academic
Rank. International Journal of Educational Administration and Policy Studies. 12(2).
pp.77-100.
Ryan, R. M. and Deci, E. L., 2020. Intrinsic and extrinsic motivation from a self-determination
theory perspective: Definitions, theory, practices, and future directions. Contemporary
Educational Psychology. 61. p.101860.
Stefurak, T., Morgan, R. and Johnson, R. B., 2020. The Relationship of Public Service
Motivation to Job Satisfaction and Job Performance of Emergency Medical Services
Professionals. Public Personnel Management. 49(4). pp.590-616.
Abdi Mohamud, S., Ibrahim, A. A. and Hussein, J. M., 2017. The effect of motivation on
employee performance: Case study in Hormuud company in Mogadishu Somalia.
International Journal of Development Research. 9(11). pp.17009-17016.
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.
Skaalvik, E. M. and Skaalvik, S., 2017. Motivated for teaching? Associations with school goal
structure, teacher self-efficacy, job satisfaction and emotional exhaustion. Teaching and
Teacher Education. 67. pp.152-160.
Books and journals
Online
5 Strategies to Minimize the Negative Impact of Employee Separations. 2019 [Online].
Available through <https://clearrock.com/5-strategies-minimize-negative-impact-
employee-separations/>