Employee Motivation: Exploring Factors, Job Role Impact & Strategies

This report explores the critical role of employee motivation in achieving organizational goals, highlighting various factors that influence motivation, including Maslow's hierarchy of needs, reward and recognition, development opportunities, work-life balance, and the work environment. It discusses both positive factors, such as interpersonal interactions, achievements, humor, and organizational uplifts, and negative factors like excessive workload, leadership concerns, anxiety about the future, and lack of challenge, which impact employee performance. The report also evaluates strategies to counter these negative factors, such as providing employee control over their jobs, opportunities for expressing opinions, fostering inclusivity, and supporting employee growth and development, emphasizing the importance of a motivated workforce for organizational success. This assignment is available on Desklib, where students can find a wealth of study resources and solved assignments.

World of work

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Factors that motivate employees to work....................................................................................3
Positive and Negative Factors that employees experience as a result of their job roles..............5
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................1

INTRODUCTION
In this report importance of employee motivation and factors through which employees
are motivated will be highlighted. The report will discuss the various factors that arises in the
performance of job roles of employees and their positive and negative impact on the employee
performance. Further the report will also cover the various strategies that an organization can
adapt to nullify these negative effects.
MAIN BODY
Factors that motivate employees to work
Employee motivation is an internal feeling of an employee facilitating employee to put
necessary required efforts towards the accomplishment of organizational goals (Hanaysha and
Majid, 2018).
Abraham Maslow's need hierarchy theory is referred as the best theory in the field of
motivation. Through his theory Maslow states that there are certain physiological needs of a
person, fulfilment of which motivates the actions of the person.
Maslow's hierarchy of needs is bifurcated into five parts. It is assumed that people are
motivated by a series of needs that are universal (Ghatak and Singh, 2019). And, a person tends
to shift upward towards the series provided that the lower tiers are fully satisfied.
Physiological needs: These are the basic minimum requirements that are essential for the
survival of an individual. Fresh and clean air and water, balanced diet, shelter, sound sleep,
clothes and reproduction are the basic needs of an individual.
Safety Needs: After the basic requirements are made constant in the life of an individual,
he seeks the need of being secure. Personal and family security in terms of security of
employment, resources, health and property.
Love and belonging: Now that the person is getting basic survival essentials along with
security, the next thing the individual crave for is friendship, sense of connection and intimacy.
Self Esteem: The fourth level of satisfaction that the individual want to have is to have
respect, status, recognition, strength and freedom in society.
Self-actualization:The last level of satisfaction, for the achievement of which makes a
person motivated is the feeling of self-actualization. It is the feeling in oneself of being and
doing the best one can.

Motivating employees is crucial for organization as motivated employees are key to
success of the company. Motivated employees are enthusiastic, goal driven and takes pride in
their work (Guterresa, Armanu and Rofiaty, 2020). Good motivation policies when implemented
results in lower levels of absenteeism, employee retention, good and improved management-
worker relationship. Further, it also ensures improved performance of the workers, improvement
in product quality and improvised customer services.
Reward and Recognition
Reward and recognition are interrelated. Recognition of good work done by an employee
motivates and encourages the employee but only for a short period. However, for the continuous
success and growth of IOM Electronics it is essential that the employees working within the
organization remain motivated and enthusiastic towards their work. The long term satisfaction
and encouragement for doing job comes from rewards that are given to the workers of the
company along with recognition of their hard work.
Rewards can be both monetary and non monetary. Bonuses, merit pay, extended paid
vacation time are some monetary benefits or rewards that are given to the employees. Non
monetary rewards can be extra time off, health care benefits, flexibility in work, etc.
Development
Development is one of the most effective factor that effects the motivation of the
employees. There is always a part of total employees within the company that prefer
developmental opportunities over rewards. Providing means through which an employee can
develop is beneficial both for the employee and the employer.
Employees become self independent and contributes more efficiently towards the
accomplishment of organizational targets, effecting positively to the overall business goals.
Investing in the development of the staff members increases employee loyalty, results in their
retention and rising motivation. For example employees can be developed on the grounds of
communicative skills, leadership skills, organizational skills, creativity skills, etc.
Work life balance
For nourishing employees company provides good work life balance. Healthy work life
balance motivates employees (Nguyen, Yandi and Mahaputra, 2020). Good and healthy
motivation results in decreasing likeliness of employees taking sick leaves, leaving the company.

Hence, it is essential to an organization to ensure that its employees are working for reasonable
hours. Also, activities that promote health and well-being should be combined with working life.
Work Environment
Positive working environment flourish employees that are motivated. Work environment
can be physical and non-physical.
Physical working environment comprises office or working area layout, interior, level of
noise and safety. Good physical environment includes:
 Availability of correct amount of space, machinery and equipment for each employee.
 Interior with correct lights that are neither too dim nor too bright; pieces, texture and
designs that create comfort,
 Calm and peaceful environment with all safety measures being followed.
Non physical working environment includes working relationship and organization
structure (Kark, Van Dijk and Vashdi, 2018). The organization structure should be such that it
clearly defines working relationship between employees.
A good working environment boosts productivity, improve growth mindset, increases
collaboration and improves employee morale and motivation.
Positive and Negative Factors that employees experience as a result of their job roles
Positive factors:
Interpersonal Interactions: Pleasant interpersonal interactions with co-workers helps in
problem solving. Interactions allow discussing problems with other to better understand the pros
and cons attached to the different solutions of alternatives. It develops trust between workers of
the company.
Positive interpersonal interactions aligns the efforts of employees working with
organization to the strategy of the business (Zhang, and et.al., 2019). When management change
the efforts within organization interpersonal communications helps employees to understand the
change fast and quick and align the efforts with the change and promotes collaborative work
within the company.
Well executed company culture promotes flourishing company culture. Employee having
good interpersonal communication makes company culture more synergic and positive. This
reduces the chances of negativity, confusion and conflicts among employees.

Organization having employees that are good interpersonal communicators help in
efficient working of each employee by giving honest, genuine and constructive feedbacks to one
another. Difficulties arising to employees as a result of miscommunication among them is also
very minimal.
Achievements and Recognition: This means involvement of employee in tasks that they
find interesting, achieving targets and goals that they relate with their jobs, getting recognition
and rewards for the work and for the performance of a high standard level of job.
Humour: Another factor that is a result of performance of job role is humour. Having a
good time and laughing with co members in between work reduces work stress and makes
employee doing the work more efficiently (Ramli, 2019). Humour instantly lighten up the
environment and facilitate efficient and progressive working.
Organizational uplift: Organizational uplifts are the policies and rules within an
organization that instils the sudden minor pleasures in the employees. For instance, daily short
breaks between the work, social meetings, etc.
Time management and customer-related uplifts: The efficiency of employee in doing
their work in accordance to the time management targets inspires them to work more without the
feeling of work load and stress.
Negative Factors:
Excessive Workload: Excessive workload in the performance of duties of a job profile
implies negative impact on the employees. Employees feel demotivated and insecure. Excessive
workload results in high employee turnover.
Ability of Management to lead the company: In case employees think that the top
management of the company is not capable enough to lead the company effectively exert
negative impact on the employees. They feel like the efforts made by them will go waste as the
management is incapable in efficiently aligning their efforts will the goals of the company.
Anxiety about the future: Employees may think that their current job role is not sufficient
to achieve the future goals they want to accomplish (Nanda and et.al., 2020). This can be result
of lack of training and development opportunities for the employees.
Lack of challenge in work: In the performance of same roles of the job employees may
get bored by doing the same work for a long time. They might feel that their job is not

challenging, making them suffer from lack of motivation and enthusiasm towards work
(Trougakos, Chawla and McCarthy, 2020).
Strategies to counter the negative factors:
Employee Control Over Job: The company should create opportunities for employees to
control their job (Tse, To and Chiu, 2018). This can be done by letting employees select what
they desire to be expert at and granting more autonomy over to-do list.
Providing opportunity employees to express their opinions: Organization should provide
opportunities to employees to express their opinions regarding the policies and procedures laid
by the management.
Being Inclusive: Company should make efforts so that the employees feel connected and
included in decisions of the management. At the time of taking decisions related to matters
concerning employees management should include them by asking for suggestions and
alterations in management's decision.
Providing opportunities for growth: Company should spend money in providing
opportunities for employee growth and development.
CONCLUSION
Based on this report the essentiality of motivation theory has been highlighted. This
report has discussed the positive and negative factors that arise in the performance of job roles by
the employees. The report has critically evaluated some strategies in response of the negative
factors faced by the employees.

REFERENCES
Hanaysha, J. R. and Majid, M., 2018. Employee motivation and its role in improving the
productivity and organizational commitment at higher education institutions. Journal of
Entrepreneurship and Business. 6(1). pp.17-28.
Guterresa, L. F. D. C., Armanu, A. and Rofiaty, R., 2020. The role of work motivation as a
mediator on the influence of education-training and leadership style on employee
performance. Management Science Letters. 10(7). pp.1497-1504.
Nguyen, P. T., Yandi, A. and Mahaputra, M. R., 2020. Factors that influence employee
performance: motivation, leadership, environment, culture organization, work
achievement, competence and compensation (A study of human resource management
literature studies). Dinasti International Journal of Digital Business Management. 1(4).
pp.645-662.
Ghatak, S. and Singh, S., 2019. Examining Maslow’s hierarchy need theory in the social media
adoption. FIIB Business Review. 8(4). pp.292-302.
Žunac, A.G., Buntak, K. and Tišler, P., 2019. Size of a Company and its Impact on Perception of
Intangible Motivation. International Journal for Quality Research. 13(1). p.3.
Zhang, T. and et.al., 2019. The roles of initial trust and perceived risk in public’s acceptance of
automated vehicles. Transportation research part C: emerging technologies. 98.
pp.207-220.
Ramli, A. H., 2019. Manage of job stress and measure employee performance in health
services. Business and Entrepreneurial Review. 18(1). pp.53-64.
Nanda, A. and et.al., 2020, February. The effect of psychological work environment and work
loads on turnover interest, work stress as an intervening variable. In 4th International
Conference on Management, Economics and Business (ICMEB 2019) (pp. 225-231).
Atlantis Press.
Trougakos, J. P., Chawla, N. and McCarthy, J. M., 2020. Working in a pandemic: Exploring the
impact of COVID-19 health anxiety on work, family, and health outcomes. Journal of
Applied Psychology. 105(11). p.1234.
Tse, H. H., To, M. L. and Chiu, W. C., 2018. When and why does transformational leadership
influence employee creativity? The roles of personal control and creative
personality. Human Resource Management. 57(1). pp.145-157.
1

Kark, R., Van Dijk, D. and Vashdi, D. R., 2018. Motivated or demotivated to be creative: The
role of self‐regulatory focus in transformational and transactional leadership
processes. Applied Psychology. 67(1). pp.186-224.
2