A Report on Employee Motivation and the Impact of Job Roles

This report examines the various factors that motivate employees, drawing upon Maslow's Hierarchy of Needs to explain the underlying drivers of workplace behavior. It identifies both positive and negative elements that employees experience in their job roles, such as skill development opportunities and workplace bias, respectively. Strategies to cope with negative factors, including effective leadership and opportunities for employees to express their opinions, are discussed. The report concludes that fostering a positive work environment and addressing negative experiences are essential for enhancing employee motivation and overall organizational success. Desklib offers this and other solved assignments for students.

World of work

Table of Contents
INTRODUCTION ............................................................................................................................3
Various factors that motivate the employees to work ..................................................................3
Explain positive and negative factors employees experience as a result of their job roles...........4
CONCLUSION .................................................................................................................................6
REFERENCES...................................................................................................................................7

INTRODUCTION
World of the work is made up of things most of individuals recognise like, jobs,
occupation, employees, employer, promotion, pay check and many more. People work for
satisfying their own and families needs including, shelter, clothes, food and other etc. they want to
become independent and earn money in order to control their own life as per their need and
requirements. Work provide the intellectual challenges and their benefits for working experience
that help individual to upgrade their learning skill continuously (Al-Dubai and et. al., 2019). This
report will include the different factors that motivate employees for work, negative and positive
elements employees experience for their job roles.
Various factors that motivate the employees to work
Motivation define that why an individual work and do something for a reason. In this
process, people are encouraged to action for the achievement of any specific goals or objective.
There are several factors of motivation that force people to do something with their full potential.
Maslow's Hierarchy theory- It is a motivational model or theory in the psychology. It involve
five stage of the human needs. Within each stage are specific need which allows for the people to
feel fulfilled. This hierarchy represented as a pyramid to depict need to fulfil the lower level
before individual move up to next level (Fan and et. al., 2021).
 Physiological needs- In this hierarchy refer to most basic need of humans. Employees
need access to vital service and opportunity during work to feel their basic needs are
fulfilled.
 Safety- It is another essential need which can impact overall satisfaction of employees
with their workplace they worry about their own safety and safety of their loved ones.
 Love and belonging- It is slightly different at workplace than it is in the other area of
individual's life. If they do not fell sense of the belonging, they may not fees as motivated
at workplace.
 Esteem- It is belief that an individual contribute to their higher goal and that contribution
them make are recognised. At workplace it is essential to feel that they are growing and
achieving results.

 Self actualization- It translates to increasing potential of an individual at work. People
ultimately wants to feel that they are contributing and doing best in their field at their
position.
Factor that motivate employees to work
 Salary- By receiving payment regular, especially in the reference to permanent workers or
employees, is considered as a basic need which is expected by employer to be satisfied.
However, salary is a short them satisfaction on its own. For a long term, the salary is can
not considered as a factor which increase the performance and promise of getting a rise in
pay often has only temporary impact. By earning equitable salary, employees might not
motivated to perform better, but it will reduce risk of them to feel frustrated and resentful
by their job.
 Reward and recognition- There are different methods to reward the employees. It can
vary in both impact and cost and it is best for offering a portfolio of the reward. Exception
work by the employees deserve reward and during recognition is enough in certain cases,
workers start to lose their motivation if they are not rewarded for their extra work efforts.
Main aim of the reward and recognition to employees is to motivate and encourage the, for
exceeding with in their job roles and to promote their positive behaviour (Lee, 2019).
 Work environment- The motivated workers thrive within a positive working
environment. It refers to physical and non physical environment, physical environment is
surrounding areas and office space. Employees perform better in the open space which
stimulated the sense, for an organisation, to known for extra ordinary work space. Working
environment should be consider by the organisations it impact the level of the employees'
motivation and performance for better outcome.
Explain positive and negative factors employees experience as a result of their job roles
Employees experience encapsulates that what individual encounter and observe during
course of their tenure with in the organisation. By a positive work experience, employees
demonstrate the great sense of a belongings like they feel as a part of them and group. They have
both positive and negative experin3ece which are discussed below:
Positive factors that employees experience as a result of their job roles

 Skill development and growth opportunities- In organisation, employees want to
perform new roles and some other task in order to grow curve in vicinity. For this, the
organisation facilitate some training and development session so that the employees can
grow their skill and perform better in their specialized field. These type of opportunities
build a relationships and trust between employees and management of the organisation.
 Modern performance management- It is ongoing activity which is undertaken by the
organisation to enhance employee's happiness and productivity. it encourage systematic
one on one and track the activities in order to inspire employees to perform better. It also
make sure that there is a transparency in the communication and also provide honest
feedback regularly at workplace (Luo and et. al., 2019).
 Meaningfulness- Under this, the workers feel that they are contributing to attain
organisational gaols and their work is meaningful for the company. This understating can
be established by an open conversation and transparency in the management system.
Therefore, it is very essential for all workers to move in same direction for creating a
positive employee's experience.
Negative factors employees experience as a result of their job roles
 Bias in the workplace- In organisation, discrimination impact the employee's behaviour
which lead to a reduction in their contribution for achieving the organisational goals.
Biasses are made between the different qualities and social categories including gender and
disabilities. It impact the decision making process in the organisation during the procedure
of recruitment, selection, promotion and performance management. Due to which
employees receive a negative work experience (Nabirye, 2019).
 Conflict at workplace – In the organisation, there are different kind of conflict such as
issues between management and labour, employer and employees and others. The conflict
take place the workplace because of different personalities, cultural, unmet needs and
unclassified role at work. It is determined that the company's superior spent their
approximately 25% tome to resolve the workplace issues
 Excessive workload- This factor create a major stress and anxiety that can impact the
employee's performance. Due to the excessive workload, there is a decrement in the

employee's motivation and also reduce their work productivity. A heavy work pressure and
tight deadline may impact the employee's health physically and mentally. It create
irritability and restlessness, that lead a negative employees experience.
Strategies to cope with the negative factors employees experience as a result of their job roles
 Work with leadership- The organisation should used an effective leadership style with
strategic framework including organisational mission, vision and objective. It help them in
decision making and provide a direction to work for achieve the company's goal
(Wijewardena, Samaratunge and Härtel, 2019).
 Opportunity to express opinion- In organisation, the management should give a chance
to its employees in which they can express their opinion and advice in effective decision
making. For this, the management should make such type of policies in which they can
know that what the workers think and fell about the management and other team member.
They should ask for their suggestion to implement better polices and decision making for
organisational benefits.
CONCLUSION
From the above report it is find out that, to survive in the world, it is essential to work so
that an individual can fulfil their needs. As per the Maslow's hierarchy theory, people get
motivated by their needs and desires to do work. At workplace, there are positive and negative
factor of employee s experience. The positive employees experience can be created by motivating
the employees with some kind of reward and by providing other development opportunities.
Whereas, due to conflict and excessive workload there is chance that the employees may receive a
negative experience. Therefore, the organisational should practice to reduce conflict in the
organisation so that the employees perform efficiently and get positive experience from the
organisation.

REFERENCES
Books and Journals
Al-Dubai, M.M. and et. al., 2019. FHE MODERATING ROLE OF JOB SATISFACTION ON
THE RELATIONSHIP BETWEEN HUMAN RESOURCE MANAGEMENT
PRACTICES AND EMPLOYEE PERFORMANCEAMONG
TELECOMMUNICATION EMPLOYEES. Journal of Internet Banking and Commerce,
24(3), pp.1-22.
Fan, J. and et. al., 2021. The bright side of work-related deviant behavior for hotel employees
themselves: Impacts on recovery level and work engagement. Tourism Management, 87,
p.104375.
Lee, J.W., 2019. How Can Good Citizens Be Good Employees? Civic-Employee Multiple
Identities, Work Motivation, and Positive Change-Oriented Behavior at Work.
한한한한한한 한한한한한한한한한, pp.1040-1087.
Luo, J.G. and et. al., 2019. Co-creation and co-destruction of service quality through customer-to-
customer interactions: Why prior experience matters. International Journal of
Contemporary Hospitality Management.
Nabirye, G., 2019. Occupational stress, locus of control and job performance among employees of
Jinja senior secondary school (Doctoral dissertation, Makerere University).
Wijewardena, N., Samaratunge, R. and Härtel, C., 2019. Using Humor to Promote Employees’
Positive Emotions. In Managing with Humor (pp. 141-153). Springer, Singapore.