World of Work: Employee Motivation, Factors, and Coping Strategies

This report delves into the multifaceted concept of employee motivation within the context of the 'World of Work.' It begins by defining motivation and exploring various factors that influence it, including salary, promotion opportunities, and the work environment. The report then examines Maslow's Hierarchy of Needs to provide a theoretical framework for understanding employee motivation. The main body of the report analyzes both the positive and negative factors employees experience, such as skill development, growth opportunities, toxic work environments, and workplace conflicts. Furthermore, it proposes and discusses strategies to mitigate the negative impacts of these factors, including providing opportunities for employee opinions, increasing employee engagement, and fostering a positive work environment. The report concludes by emphasizing the importance of a holistic approach to employee motivation and well-being, advocating for strategies to create a productive and satisfying workplace. The references section includes books and journals used in the research.

World of Work

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY ..................................................................................................................................1
What does motivation mean?......................................................................................................1
The various factors which motivate the employees to work.......................................................2
The positive factors employees experiences as a result of their job roles...................................3
The negative factors employees experience as a result of their job roles...................................3
Strategies to cope with the negative factors employees experience as a result of their job roles.
.....................................................................................................................................................4
CONCLUSION................................................................................................................................4
References:.......................................................................................................................................5

INTRODUCTION
Work is an activity such as a job that consumes the physical and the mental efforts of the people.
In an organisation the work is done by the people for money. But that is not enough for people as
they usually desire some other motivation that could be different from the money and would still
be able to motivate them(Anderman, 2020). Motivation can be defined as influencing process
which can guide or develop a goal oriented behaviour within and individual. In the report, the
positive and the negative factors employees experience as a result of their job roles and the
strategies that could help them to cope with them will be understood.
MAIN BODY
What does motivation mean?
Motivation can be considered as the process where in an company the leaders take steps to
influence the employees to work in a specific way that they end up accomplishing the objectives
that are given to them. But these motivation is very much dependant upon the biological,
emotional and the social behaviours of people. There are some motivational theories which can
explain the right motivational needs of the employees.
Maslow's Hierarchy of needs
This needs theory states that there could be 5 different types of needs which could motivate the
people. The employees always need some motivation and this theory states that their
motivational lies in between these points.
 Physiological needs:
This is where the needs are the most basic like food, air, water, shelter, clothing and many more.
These needs are very important and will be needed by everyone as this need is the ultimate
motivation factor for the people(Chiat and Panatik, 2019).
 Safety needs:
Along with the physiological needs the safety needs also has a huge importance in an employees
requirement. The safety needs include security from Violence, health, emotional and financial
stability. These needs are very necessary and a huge factor in the motivation of the employees.
 Love and belonging needs:
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There are other needs that employees require that are other than the safety and the psychological
requirement which are the things they love and their belongings. This social need is the third
level of the motivating need that is required by the employees. These include trust, friendship,
love which could be from family or friends. These needs are also required by the employees to
have work satisfaction.
 Self-esteem needs:
This self esteem need is very much required and can be divided into two categories. The first is
the self esteem need and the second one is dignity. Both the needs are related to the values of a
person and the potential that the people possesses. Prestige, respect and status also part of these
needs(Fishbach, and Woolley, 2022).
 Self-actualization needs
The self actualization is one factor that is very important when it come to motivating the
employees. According to the maslow's theory this need acquires the highest position in the
pyramid. In this needs, the capabilities, potential, skill development and education is comes as a
part of it. This motivation holds the highest position because of the fact that everything that a
person does is on the basis of the self actualisation needs(Grant, and Shandell, 2022).
The various factors which motivate the employees to work
 Salary:
Salary is a very basic factor that the employees require to get motivated. There are almost no
professional space that does not provide the salary to the employees. This salary, in terms of
money is a big necessity for the people in for their daily life. Getting good amount of salary with
the good environment in the organisation is a big boost for the employees as it itself makes them
accomplishing most of their needs(Howe, Carr and Walton, 2021).
 Promotion:
Once the employees start settling in the offices they are likely to accomplish some objectives.
These objectives might not be on a daily basis, as some employees might want to gain from their
current position to jump to a better and higher paid role. The ambitions are also set by the
companies beforehand, which could be important for them to do their work.
 Work environment:
A good working environment is what decides if the employees can stay happy in their workspace
for a long time or not. Usually people consider the work environment a secondary preference and
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take salary as the first preference. But with time the high salary seems to be not enough for the
employees to keep them happy and they require a good working environment to stay satisfied
with their work.
The positive factors employees experiences as a result of their job roles.
If the employees of the company having a good experience while working in the company then
they are likely to more satisfied. Following are the prospects which impact on the experience of
the employee has been discussed below :-
 Skill development and growth opportunities:
The good experiences of the employees in a company are very much needed by the people to
develop their skills. Once the employees start having a good time then they are likely to look for
growth opportunities within the company. This helps them in getting extra motivated to do work
and be more involved in the working of the company.
 Modern performance management:
Positive factors employees experience in a company as a result of their job roles help them to
maintain a position within the workplace. This is needed for them to manage the employees
performance. This can be effectively analysed for the evaluation of the working of a person and
overall consideration of the employees.
The negative factors employees experience as a result of their job roles
A impact has been made by the bad experience of the employees by the different factors
due to which they cannot effectively work within the company. Factors has been discussed
below :-
 Toxic work environment:
There is a possibility of the work environment to be very toxic which could make the employees
have a bad experience in the company. This could negatively impact the performance of the
employees as they may get demotivated towards their work. And when performance of many of
the employees does down, it could end up lowering lowering down the productivity of the whole
organisation(Kothe, and et.al., 2019).
 Workplace conflicts:
The aspect of the workplace conflict is a very demotivating factor for the employees and this
could end up demotivating them so much that they could go on leaving the company itself.
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Conflicts that happen in a company not only induces misunderstanding but also could reduce the
productivity of the employees and the organisation(Paais and Pattiruhu, 2020).
Strategies to cope with the negative factors employees experience as a result of their job roles.
There are many strategies that the company could take up to make their employees to cope up
with the negative factors. Some of them are discussed below:
 Opportunity to give opinions and views :
As much involved the employees are in a company, it becomes the best technique to give the
opinions of the people. The opportunities given to the employees also helps in getting the
feedback of the employees. This could be very much needed to negate the misconceptions that
are present in the company's environment or the employees mind.
 Employee engagement :
The engagement of the employees should be increased in order to make them cope up with the
negative factors that the employees experience. It might be possible the the employees are not
fully aware of the job roles and might be needing a session related to the job role itself (Ryan and
Deci, 2020).
CONCLUSION
In this report, it was concluded that the motivation that the employees need are the combination
of many motivating factors. Other than that there are needs of the people made known in this
report through the Maslow's theory. If the companies started focusing on these matters then it is
possible for the companies to find the best version of their employees. In this report, it was
concluded that the employees can be negatively or positively impacted through the experiences
of their job roles. The negative factors can be off course coped up by the strategies mentioned in
this report's concluding segment.
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References:
Books and Journals
Anderman, E.M., 2020. Achievement motivation theory: Balancing precision and
utility. Contemporary Educational Psychology, 61, p.101864.
Chiat, L.C. and Panatik, S.A., 2019. Perceptions of employee turnover intention by Herzberg’s
motivation-hygiene theory: A systematic literature review. Journal of Research in
Psychology, 1(2), pp.10-15.
Fishbach, A. and Woolley, K., 2022. The structure of intrinsic motivation. Annual Review of
Organizational Psychology and Organizational Behavior, 9, pp.339-363.
Grant, A.M. and Shandell, M.S., 2022. Social motivation at work: the organizational psychology
of effort for, against, and with others. Annual review of psychology, 73, pp.301-326.
Howe, L.C., Carr, P.B. and Walton, G.M., 2021. Normative appeals motivate people to
contribute to collective action problems more when they invite people to work together
toward a common goal. Journal of Personality and Social Psychology.
Kothe, and et.al., 2019. Protection motivation theory and pro‐environmental behaviour: A
systematic mapping review. Australian Journal of Psychology, 71(4), pp.411-432.
Paais, M. and Pattiruhu, J.R., 2020. Effect of motivation, leadership, and organizational culture
on satisfaction and employee performance. The Journal of Asian Finance, Economics and
Business, 7(8), pp.577-588.
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.
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