Analysis of Employee Motivation Factors and Workplace Experiences

This report delves into the critical role of employee motivation in business success, defining it as the energy and commitment employees bring to their roles, leading to enhanced engagement and productivity. It examines various factors that influence employee motivation, including rewards and recognition, company culture, learning opportunities, management loyalty, relationships with colleagues, good wages, and work-life balance. The report further identifies positive factors such as connectivity with others, personal commitment, and a positive working environment, while also highlighting negative factors like workload, role ambiguity, and job satisfaction issues. The analysis underscores the importance of addressing both positive and negative aspects to foster a motivated workforce and achieve optimal business outcomes. The report concludes by emphasizing that organizations should prioritize employee well-being and satisfaction to generate the best outcomes.

Understanding why people work

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................2
Presenting the factors that motivate employees to work.............................................................2
Positive and negative factors employees experience in their job roles.......................................4
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Employee motivation plays an important role to derive best results within a business. It is
defined as an energy or commitment that workers bring within their job roles. As a result, it leads
to better engagement as well as higher productivity. Similarly, the present study will focus upon
importance of employee motivation within a business. For that, it describes different factors
which motivate employees to work and identify the positive and negative factors employee
experience within their own job roles.
Presenting the factors that motivate employees to work
Employee motivation is the only reason which drives all actions and each individual
expects something to perform the best or derived better outcome. Thus, in a workplace, there are
many factors that contribute employees to be motivated, these are as mentioned below:
Rewards and recognition programs: It is one of the best factors that help to motivate
their employees. It can be either monetary which includes incentives, promotion or non-
monetary form i.e. appreciation of work. Non- monetary incentives is the way to satisfy the
employee’s ego and self-actualization needs which in turn increases morale and motivate them to
increase their performance (Top 10 factors that motivate employees, 2021). Also, companies
Employee
motivation
Rewards and
Recognition
Company's
culture
Learning and
development
opportunities Good wages loyalty from
management
Relationship
with
colleagues
Work-life
balance

provide insurance facilities and leaves that helps to motivate their employees and this add value
to business as well.
Company’s culture: It is another motivating factor that helps to enhance performance of
employees. It is also proven that a good workplace culture keep employees engage in their work.
Therefore, a company can also follow team culture in which work will be completed in teams
that brings positivity and enhanced performance. Thus, a positive culture is essential for
fostering a sense of pride as well as ownership within employees.
Learning and development opportunities: Each employee always expects that company
provide good learning opportunities which will help them to progress and develop (Mikkelsen,
Jacobsen and Andersen, 2017). Also, having enough career advancement opportunities within a
business will always encourage employees to learn new skills in order to grab better career
options. Moreover, it also helps to bring innovation and foster performance.
Loyalty from management: The organization has a hierarchy which should be addressed
by employees. Therefore, it is necessary for the employees to be loyal towards leaders and upper
management because it helps them to be motivated. Further a strong relationship with leaders
will help employees to honestly share the issues and thoughts which in turn will give clear
direction (Kuvaas and et.al., 2017). This helps to increase the motivation of the employees so
that they are able to enhance the performance and share long term relationship with company as
well.
Relationship with colleagues: Generally, employees share almost one-third of their day
at workplace and interact with their colleagues that impact their mood and outlook. During this
time, a negative attitude or experience leads to demotivation and loneliness and as a result, it
becomes very difficult for employees to find satisfaction (Diamantidis and Chatzoglou, 2019).
As per the Maslow’s hierarchy theory, employee’s social needs are related to their desire and that
can be used to build strong loyal teams. That is why, having a good relationship with peers will
assist employees to remain motivated and share best results as well.
Good wages: This factor is not remaining at top but money somehow affects the
motivation level of an employee (Muchtar, 2017). Or it can be stated that money is a real
motivator only if a worker is not making enough money to meet their basic needs. Thus, if

employee receives regular payment and they earn as per their expectation, then it will definitely
help employees to remain motivated and derive best results to their company as well. However,
low salary always leads to dissatisfaction as well as disengagement. On the other side, a good
wages will reduce the chances of feeling frustration and improving working life as well.
Work-life balance: It is analyzed that a good work life balance always nurtures the
employees and remain motivated. Generally, employees leave those organizations where long
working hours are required because they have to manage their personal and professional life
equally. An employee will be motivated only if the workplace offer flexibility that helps them to
manage their work equally that helps to promote their health and good well-being
(AbdiMohamud, Ibrahim and Hussein, 2017). Moreover, sometimes, there may be situations
where employees have to show caliber and spend extra hours, at that time, company must pay
extra that helps to motivate them. This in turn assists to manage the work and motivate their
employees as well.
From the above, it is realized that with motivation, employees are able to foster their
interpersonal skills and show creativity within a services. That is why, organizations should take
care of their employees in order to generate the best outcomes and feel their employees
motivated.
Positive and negative factors employees experience in their job roles
Employees always have good or bad experience while working in a company which is
affected through positive and negative factors. Similarly, employees such negative factor lead to
contribute dissatisfaction and demotivation which needs to be focused by the employers. There
are ranges of factors that employee experience which is as mentioned below:
Positive factors:
 Connectivity with others: A strong interpersonal connections within workplace always
allow employee to think good and commit towards company’s goals. That is why,
companies prefer to work in a team so that they understand each other and also develop
strong connectivity with others (Ogbonnaya, Daniels and Nielsen, 2017). Moreover,
having strong peer relationship always increases learning opportunities within their job

roles and assist to build network which allows them to perform better and lead better
experience.
 Personal commitment: It is considered as positive factors that generate positivity among
employee which actually start with themselves only. For that, an individual first
understand what find motivating about their job and beyond this, the attitude which they
bring in to work each day has also creates direct impact upon their experience (Zigarmi,
Galloway and Roberts, 2018). Thus, organization keep their best to motivate the
employees, but it is the responsibility of an employee to find what motivates them to
perform the best in order to attain the best results.
 Working environment: It is recognize as a great way to create positive experience
within organization. If there is a positive working environment then it leads to motivate
the employees and this in turn causes satisfaction as well. There are some entities who
provide flexible working environment in order to ensure that their employee are
motivated, so that engagement will increase. Along with this, organization turns their
environment into positive so that it gives each individual an opportunity to do their best
work.
Negative factors:
 Workload: It is analyzed that within every company, there is a specific time where
employees have to perform more in order to meet the deadline. Therefore, there are some
employees who are not able to work during workload and as a result, it leads to stress.
Such negative factor causes opposite impact upon their performance and also leads to
dissatisfaction (Parke and et.al., 2018). So, heavy workload always affected performance
in negative manner and that is why, it leads to increase the job stress and somehow
causes negative experience as well.
 Role ambiguity: It is another negative factor which refers to the situation of uncertainty,
experienced by employees pertaining to demands in their work. This is done due to
absence of adequate information which is not conveyed to the individual. Further it is
generally performed due to lack of knowledge at a specific job position and as a result,
employees are not able to meet the expectation as well. Therefore, this leads to negative
working experience and also affect the overall performance. Moreover, there is a need to

clarity of their task at work and incomplete commands from supervisor that leads to job
stress and dissatisfaction as well.
 Job satisfaction: Employee will feel comfortable and has a loyalty towards a firm when
they get job satisfaction. It is possible when employee get positive working environment
and have enough support from peers and supervisor. Therefore, if employee gets positive
working environment then it helps to satisfy the job needs and contribute to the
workplace as well (Hakanen, Peeters and Schaufeli, 2018). Further, it is also examined
that there are many factors that contributes towards job satisfaction or also affect the
same too. That is why, companies should ensure that they perform the best in order to
satisfied the need of employees.
CONCLUSION
By summing up above study, it has been concluded that employee motivation is the only
factor that affect the business performance in opposite or positive manner. Through the above, it
can be summarized that there are range of factors that affect employee motivation such that
working environment, salary, rewards and recognition etc. Moreover, it can be also summarized
that there are some positive factors which employee experience within their job roles such that
working environment, personal life and commitment towards job. However, there are some
negative factors included that also leads to bad experience such that heavy workload, job stress
etc.

REFERENCES
Books and Journals
AbdiMohamud, 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.
Diamantidis, A. D. and Chatzoglou, P., 2019. Factors affecting employee performance: an
empirical approach. International Journal of Productivity and Performance Management.
Hakanen, J. J., Peeters, M. C. and Schaufeli, W. B., 2018. Different types of employee well-
being across time and their relationships with job crafting. Journal of occupational health
psychology. 23(2). p.289.
Kuvaas, B. and et.al., 2017. Do intrinsic and extrinsic motivation relate differently to employee
outcomes?. Journal of Economic Psychology. 61. pp.244-258.
Mikkelsen, M. F., Jacobsen, C. B. and Andersen, L. B., 2017. Managing employee motivation:
Exploring the connections between managers’ enforcement actions, employee
perceptions, and employee intrinsic motivation. International Public Management
Journal. 20(2). pp.183-205.
Muchtar, M., 2017. The influence of motivation and work environment on the performance of
employees. Sinergi: Jurnal Ilmiah Ilmu Manajemen. 6(2).
Ogbonnaya, C., Daniels, K. and Nielsen, K., 2017. Does contingent pay encourage positive
employee attitudes and intensify work?. Human Resource Management Journal. 27(1).
pp.94-112.
Parke, M. R. and et.al., 2018. When daily planning improves employee performance: The
importance of planning type, engagement, and interruptions. Journal of Applied
Psychology. 103(3). p.300.
Zigarmi, D., Galloway, F. J. and Roberts, T. P., 2018. Work locus of control, motivational
regulation, employee work passion, and work intentions: An empirical investigation of an
appraisal model. Journal of Happiness Studies. 19(1). pp.231-256.
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