People Management Report: Motivation, Factors, and Self-Reflection

This report provides a comprehensive overview of people management, focusing on employee motivation. It begins with an introduction to human resource management (HRM) and its various aspects, including recruitment, training, and performance management. The report then delves into the concept of motivation, distinguishing between intrinsic and extrinsic factors, and explores how they influence employee behavior and performance. Several key factors impacting employee motivation are examined, including salary, non-monetary incentives, relationships with colleagues, learning and development opportunities, organizational climate, company processes, and personal life. The report also includes a self-reflection section, offering a personal account of motivation and its impact on the author's learning and development, including the application of both intrinsic and extrinsic motivators, and the role of structured processes and support systems in achieving personal and professional growth. The conclusion reiterates the importance of understanding motivation in the context of people management.

People Management

Table of Contents
INTRODUCTION...........................................................................................................................3
Motivation and Factor's that influence Employee's Motivation......................................................3
Self reflection..................................................................................................................................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8
Books and Journals.....................................................................................................................8

INTRODUCTION
People management is also known by another name as Human resource
management(H.R.M). It comprises of number of tasks that covers recruitment, management and
most importantly providing support as well as direction to their talented employees of the
Organization(Andriani, Kesumawati and Kristiawan, 2018). These task can further be bifurcated
and most commonly include compensation, hiring, managing their performance, developing as
well as their Company, foreseeing safety, devising different ways for Motivating employees,
ensured clear flow of Communication, training and monitoring their activities. It is a must for
the manager to hire the right person for right job and also provide them intensive training to get
most out of them. This can be done by making a systematic policies and practices for the training
and development and monitor the performance of each individual. This aids the Organization in
doing the necessary changing and training the individual as per their grasping capabilities. It is
even important for them to empower and motivate their people through different ways.
Motivation and Factor's that influence Employee's Motivation
Motivation can be described as one's desire in return of accomplishing their work in order
to attain their Goal. It is one of the major factor that aids everyone to achieve their respective
objectives. In some circumstances, it is impossible for an individual to understand by themselves
their own motivation level but it can be predicted by one's behaviour (Barrick and et. al., 2015).
Motivation can be originated from both intrinsic as well as extrinsic ways. It is important
to have a through understanding of both the types of motivation. This will help the manager to
devise powerful strategies to motivate their employees. Intrinsic motivation is the one that helps
individual to get motivated on its own. It can be elaborated that he is independent, self motivated
and willingly desires from within to perform exceptionally well and doesn't need any
assistance. This states that he is capable enough to improve, match the standard performance and
is able to reach closer to fulfilling his as well as objective of the Organization (Wang and Hou,
2015). Thereby, improving the productivity of the Organization, achieving their objectives. On
the other hand, extrinsic motivation is the one that is prompted by rewards and recognition. This
can further states that need someone in order to learn and develop their capabilities. These
rewards and recognition can be received by them in the form of perks, bonus, award,etc to
motivate them to reach to their full potential. It is must for the managers to also regular monitor
their performance and provide them correct feedback in order tom improvise. There should be a

proper balance between extrinsic as well as intrinsic motivation in order for the Organization to
be successful.
There are number of factors that influences employee's motivation (Bassous, 2015). Some of
the main factors that are identified and explained below to get a better understanding of it .
 Salary: It is one of most basic need for the employee's to get regular payments mostly on
the monthly basis and it is must in order to satisfy them. This factor is favourable only for
a short period of time. This doesn't impact the Company much as getting frequent pay
rise doesn't guaranteed their improved performance for a long period of time. Still, this is
one of the crucial factors and a lower salary will make them dissatisfied and make them
less engage in their work. This will make them frustrated and lower their performance. It
may further result in prompting them to leave and could be much expensive for the
Organization. This will have a huge impact on the brand image of the Company. Non- monitory incentive: This factor as the name suggest is not monitory, isn't
measurable and doesn't have any physical existence. This incentive can be in a form that
can help to satisfy their ego or attaining their self-actualization needs. This can be done in
order to fulfil their desires mainly includes acknowledging extra ordinary performance,
Increase their morale, being able to recognize their achievements and getting motivated
to enhance their performance (Osabiya, 2015). This can be used by managers in diverse
ways that can include appreciating them directly or indirectly, Acknowledging their
superior performance, rewarding them with a title such as “employee of the month”,
Providing them vouchers, agile working environment, providing them complimentary
foods and drinks,etc. Relationship with colleagues: employee's devote almost their half of their day at work,
So, workplace is treated as their second family and it is important for them to build
healthy relationship with the colleagues (Bin, 2015). This has a huge affect on their
mood and in turn influences their performance. If they acquire negative experience then it
may create conflicts and in turn create a feeling of isolations and decrease their
performance. It is therefore, important for the Organization to keep on organizing team
building activities in order to help the employee's to know one another better. This
activities can be conducted in number of ways such as Brainstorming sessions to keep
them engaged and may even result in create unique ideas, arranging party in the form of

social events in times of festival or Special Occasions, Planning and Organizing
challenging activities like Bowling, Comedy Clubs, etc. as per their staff's individual
capabilities or any other ways to ensure that they are highly engaged in their work Learning and Development Opportunities: It is very essential for each individual to be
motivated to work and perform higher in order to fulfil or get very close to their desires
(Ertas, 2015). It is observed in many of the people that they do their respective works in
order to improve, learn, develop themselves in every aspect in order to become capable to
reach their full potential. It should not be limited to their current job role but they should
be provided different job role. This will result in their own personal development along
with the development of the Organization as a whole. The dissatisfied people, who aren't
able to see their growth in respect of their own as well in comparison to their colleagues
may opt to leave and look for better opportunities that engages and satisfy themselves.
This can be done by the managers by ways of mentorship, support, shared experience by
their subordinates . In addition to it, they can even gain the knowledge of expertise by
choosing best available external training programmes. Creating a Organizational Climate: It is very crucial for the management to create as
well sustain an organizational climate (Liu and et. al., 2016). This can state the approach
of the management and can be predicted by the behaviour or respect give by the people to
one another in respect of their position or recognition in the Organization. The true
leaders are the one who willing share their experience and influence their learner and
have a huge impact on their growth in both professional as well as personal aspect. Processes within the Company: Processes within the company alone can't acts as a
motivational tool. They are very closely related to division of work, responsibilities, easy
availability of resources and accountability. This is highly dependant on the structure and
mainly focuses on how systematic and organized processes are of the Organization
(Nguyen and et. al., 2015). The efficient processes further motivates the workers to work
efficiently as well as effectively. At every stage of the processes help them to compare
there own performance with that of the Standard or expected performance that is required
by the Company. This ensures that employee's realize , willingly be responsible for their
own work and engage themselves. This improve their ability to deliver higher
performance. Thereby, resulting in improved productivity of the Organization.

 Personal Life: As per the study conducted by many researchers, the problem that arises
in their personal life has a wider affect on their professional life. The challenges that have
arises due to their personal problem impacts their work to a great extent. Some of the
main causes can include poor concentration, lack of involvement in their work and even
result in absent ism. So, it important for the managers to be calm and being able to
understand their situation (Omollo and Oloko, 2015). In these tough time, they should to
ensure that they are able to provide them a proper work life balance. This can be done by
them in a number of diverse ways such as providing work flexiblity, Employees
assistance programmes,etc. This will help them to earn the trust of their valuable talent
force and encourage them to be committed towards their work. On the other hand, if the
manager aren't flexible and burden's them with excessive restrictions then they may lose
their employees. This will ultimately decrease the performance of Organization as a
whole. Thereby creating their negative image in the mind of the customers and even
result in significant reduction in their customer base
Self reflection
I am really honoured that I will be able to provide a better understanding of motivation
of my own that helped me learn, develop and improve my own capablities. I will do this by
sharing my own experience that motivated me to develop my capablities and reach my full
potential.
As per my view I had a Balance of both intrinsic as well as intrinsic motivation. I had
challenged myself and took decision to enrol in a P.G.D.M course in order to be agile enough to
be able to adopt with the fast pace of changing environment. So, I had intrinsic motivation from
within me to learn , develop as well as sustain myself in this automated and unstable
environment. Then my strict and structured curriculum in the form of being punctual,
practical assignments, following deadlines, attending lectures, etc. helped be further to learn
diverse capablities. This was done by my lecturers by providing challenges in every field
including Marketing, Finance, H.R , operation and analytics that helped me gain the basic
knowledge of all them. Though initially I was hesitant as I was alone stayed away from my
family and had to manage my health while ensuring that I abide by all the rules and the policy of
my institution. There were times when I felt low and almost gave due to excessive work load and
pressure. But slowing and steadily I was able to calm myself with the strength of my Friend and

Families and mainly due to self motivation. Adding to this, management organized different
activities including dance, music, comic shows specifically in times of festival and special
occasions. This helped me to get out of my comfort zone, develop a healthy relationship with my
counterparts, mentors and improve my capablities. In help me learn new skills in the form of
Improved communication, better Presentation skills, Judge my preference in respect to career
path , utilize my full potential. The management also rewards all the top performance I different
field. This enabled me to become a better version of myself and get ahead of my colleagues.
These all knowledge and learning that I gained helped be analyse my future direction. This
helped me in my choose career path that is Financial research and I will be able to search the
best opportunity that will come my way. This will further help get in the Organization wherein I
will be able to enhance by skills further, satisfy myself and help me growth as a Person. As I am
used to follow structured process I will be quickly be able to understand, develop healthy
relationships, manage the deadlines of the assigned task and be motivated enhance as well as
sustain my performance.
CONCLUSION
It can be concluded from the above mentioned report , how important it is to get a
through understanding of Motivation. It has also been described the type of motivation that is
helpful for the manager in creating different ways for their employee's to motivate them. Adding
to this, all the different factor are also stated that has a huge impact on employee's performance.
I have even added my self reflection and realized that it is important to have a balance of
intrinsic as well as extrinsic motivation is vital for the growth and be successful in long term.

REFERENCES
Books and Journals
Andriani, S., Kesumawati, N. and Kristiawan, M., 2018. The Influence of the Transformational
Leadership and Work Motivation on Teachers Performance. International Journal of
Scientific & Technology Research.7(7). pp.19-29.
Barrick and et. al., 2015. Collective organizational engagement: Linking motivational
antecedents, strategic implementation, and firm performance. Academy of Management
journal.58(1). pp.111-135.
Bassous, M., 2015. What are the factors that affect worker motivation in faith-based non profit
organizations?.VOLUNTAS: International Journal of Voluntary and Non profit
Organizations.26(1). pp.355-381.
Bin, A. S., 2015. The relationship between job satisfaction, job performance and employee
engagement: An explorative study. Issues in Business Management and Economics.4(1).
pp.1-8.
Ertas, N., 2015. Turnover intentions and work motivations of millennial employees in federal
service. Public Personnel Management.44(3). pp. 401-423.
Liu and et. al., 2016. Motivational mechanisms of employee creativity: A meta-analytic
examination and theoretical extension of the creativity literature. Organizational
behaviour and human decision processes.137. pp. 236-263.
Nguyen and et. al., 2015. Would better earning, work environment, and promotion opportunities
increase employee performance? An investigation in state and other sectors in Vietnam.
Public Organization Review. 15(4). pp.565-579.
Omollo, P. A. and Oloko, M. A., 2015. Effect of motivation on employee performance of
commercial banks in Kenya: A case study of Kenya Commercial Bank in Migori County.
International journal of human resource studies. 5(2). pp. 87-103.
Osabiya, B. J., 2015. The effect of employees motivation on organizational performance. Journal
of public administration and policy research. 7(4). pp. 62-75.
Raziq, A. and Maulabakhsh, R., 2015. Impact of working environment on job satisfaction.
Procedia Economics and Finance. 23. pp. 717-725.
Wang, W. T. and Hou, Y. P., 2015. Motivations of employees’ knowledge sharing behaviours

Andriani, S., Kesumawati, N. and Kristiawan, M., 2018Barrick and et. al., 2015Bassous, M.,
2015Bin, A. S., 2015Ertas, N., 2015Liu and et. al., 2016Nguyen and et. al., 2015Omollo,
P. A. and Oloko, M. A., 2015Osabiya, B. J., 2015Wang, W. T. and Hou, Y. P., 2015.