Strategies to Enhance Employee Motivation and Productivity

This report provides a detailed analysis of employee motivation within the workplace, exploring various factors that influence it. It begins by defining motivation and explaining its significance, then delves into the core concepts of Maslow's hierarchy of needs, differentiating between physiological, safety, social, esteem, and self-actualization needs. The report also examines the concepts of extrinsic and intrinsic motivation. It further identifies factors that motivate employees, such as salary, promotion opportunities, and the work environment, while also highlighting positive and negative aspects of job roles. The report then explores strategies to cope with negative factors, including control over the job and fair treatment. It concludes by emphasizing the importance of employee satisfaction and a positive work environment for overall productivity and success, referencing relevant literature to support its findings.

WORLD OF WORK

Contents
INTRODUCTION...............................................................................................................................3
What does motivation mean..............................................................................................................3
Various factors which motivates employees to work.........................................................................4
The positive factors employees experience as a result of their job roles............................................5
The negative factors employees experience as a result of their job roles...........................................5
Strategies to cope with negative factors employees experience as a result of their job roles.............6
CONCLUSION....................................................................................................................................7
REFERENCES....................................................................................................................................8

INTRODUCTION
This report highlights the importance of motivation and what it means if their needs are not
satisfied. This report covers Maslow need theory, extrinsic and intrinsic form of motivation.
Apart from that Various factors which motivates employees to work, The positive factors
employees experience as a result of their job roles, The negative factors employees
experience as a result of their job roles and Strategies to cope with negative factors
employees experience as a result of their job roles.
What does motivation mean
Motivation is that aspect which helps people to push out their boundaries so that they
can achieve their goal. This factor helps to assess the behavior of individuals on the basis of
balance maintained between them which can be emotional, psychological or social. It can be
easily understanding that there are different stages to it which can be understood with the
help of Maslow hierarchy need theory (Prassl, 2018).
Physiological Needs-
These needs are basic which consists of food, shelter, clothing etc. If people suffer to
meet these form of basic needs, then they will remain out to be stressed which will keep them
frustrated and they will not be able to function in a productive manner.
Safety Needs-
Individuals feel that they must have protection for their family in case something
happens to them. In order to make them feel safe many companies provide them with this sort
of service so that they feel protected (O’Connor and Kenter, 2019).
Social Needs-
After working for a while people start to feel that they need to someone to talk with or
have a word about in discreet. That bond helps them to share their stress and helps them to
remain focus on other things.
Esteem Needs-
As they have made achievements till this stage in their career they demand that they
must be treated with respect and this need develops because they believe that in return for
working of this period they need to be treated with attention and respect.

Self Actualization Needs-
It is the peak of the need model as at this stage people starts to feel that they need to
achieve it all as per their potential. It is because by this stage they realize their worth.
Apart from this there are other two forms of motivation which are termed as extrinsic
and intrinsic form of motivation. Extrinsic motivation is a situation where people push their
limits in order to achieve awards on external basis. Another one is intrinsic which states
employees push their limits for their own good and satisfaction.
Various factors which motivates employees to work
Salary-
It is a form of monetary agreement which is received by employee in order for the
services performed by them and it helps them to serve up those needs that are basic.
Management of company needs to consider this is an very important aspect because
employees will contribute more and remain satisfied when they are getting salary as per their
expectations (Ruby and Scholz, 2018).
Promotion-
It is important for management to keep a track of performance of employees as it will
help them to note things down about who is eligible and fairly deserve to be promoted. With
time expectations of employees tends to grow from the organization as they have served with
them for long. If management ignores this aspect then employees will not put more of their
efforts as they won’t remain satisfied.
Work Environment-
Role of environment plays a crucial part in order to keep the employees motivated so
that they can work with productivity. It is totally in the hands of management and HR to keep
the environment of business positive. They need to keep it interactive and with rules that are
not frustrating so that their interest still remains in work and they work for the benefit of
business.
The positive factors employees experience as a result of their job roles
Personal Commitment-

Employee understands the role of motivation and impact it leaves on mind set of
individual. If they are motivated they will tend to keep their attitude positive towards work
and this will help them to influence others with same nature.
Connecting with others-
It is important for management to enroll members of team together to work as a team
so that they can learn to work on a task together and share their knowledge which will help
them to increase it and some of them can share their thoughts on how to finish up a task in a
better way using that knowledge. This helps to get better results if they are able to coordinate
with each other.
Quality of leadership-
In order to keep the attitude of employees positive leaders also have to fulfil their
duties which is to show them the path to right direction. If they both work in coordination
then it will help them to assess their strength and weaknesses and later on it can be improved
with proper supervision. If they are asked to follow the same structure then it will show that
leadership is poor and even employees are not able to achieve growth.
Work Environment-
Until the employees are certain that they have safety in and outside the premises of
business they won’t be able to set them go work with positive approach. Other than safety
there are other areas which needs to be looked over such as everyone must get fair and equal
treatment without any bias forces.
The negative factors employees experience as a result of their job roles
Overtime and duration of hours-
It is important for management to provide compensation or fair pay if they are making
employees to stay a little and work more. It is not everytime that this strategy turns out to be
beneficial for business as employees gets tired in longer duration. Management needs to be
concerned and find out ways through which they remain low on stress so chances of
happening any disease gets affected.
Social support-

Many of the companies lack setting up and forming up a right moral structure which
creates difficulties for them. Due to this aspect many of the employees are not able to find
anyone who they can talk to inside the company. The structure formed is rigid which keeps
their schedule packed and they are able to miss out so much on their social life which creates
frustration among them.
Commitments in work and family-
Companies need to understand that due to the nature of work being not flexible it is
getting difficult for them to spare some time out for their family. This is creating gaps
between them which is not a good sign. This creates tension in their mind which they carry it
to their place of work. This results negatively for them as well as the business because they
will not be able to meet their targets and it will affect on company’s results. This will make
them feel more negative than ever (De Neve and Ward, 2017).
Layoffs and economic security-
Some of the businesses enrolls different practices and set of culture which involves not able
to provide security of job to their employees as the projects they work on are not reliable they
can be shut down any day if results are not met. This will continue the case with employees
losing their job. Due to recession there is already poor condition and not having a job will
create stress and fear in their mind which will not let them to function as per their potential.
Strategies to cope with negative factors employees experience as a result of their job roles
Control over job-
Managers of company can provide them with right opportunities at right time that will
ensure to reduce the negativity around (Barley, Bechky and Milliken, 2017).
Constant Fair Treatment-
To make change from negative to positive management needs to start working with
measures that do not at all involve decisions that are bias. It is important that they are taken
solely on the basis of performance. This can be done if they are willing to make a change in
their code of conduct.
CONCLUSION
From the above studies it can be summarized that in order to keep the environment of
company positive they need to make sure that their employees are satisfied or not because if

not then they will never be able to reach this aim. It is important for them that they keep a
track on the performance of employees and evaluate their promotion criteria on the basis of
that so it will be fair for everyone and the factor favouritism or making bias decisions will be
removed from the business.

REFERENCES
Books and Journal
Barley, S.R., Bechky, B.A. and Milliken, F.J., 2017. The changing nature of work: Careers,
identities, and work lives in the 21st century.
De Neve, J.E. and Ward, G., 2017. Does work make you happy? evidence from the world
happiness report. Harvard Business Review, 4, pp.1-7.
O’Connor, S. and Kenter, J.O., 2019. Making intrinsic values work; integrating intrinsic
values of the more-than-human world through the Life Framework of Values. Sustainability
Science, 14(5), pp.1247-1265.
Prassl, J., 2018. Humans as a service: The promise and perils of work in the gig economy.
Oxford University Press.
Ruby, S. and Scholz, S., 2018. Care, care work and the struggle for a careful world from the
perspective of the sociology of masculinities. Österreichische Zeitschrift für Soziologie,
43(1), pp.73-83.