Factors Influencing Employee Motivation at IOM Electronics: A Report

This report provides an in-depth analysis of employee motivation within IOM Electronics, examining the factors that drive employee engagement and productivity. It begins by defining motivation and exploring both intrinsic and extrinsic factors, such as rewards, recognition, personal satisfaction, working environment, and development opportunities. The report then identifies positive experiences resulting from job roles, including employee engagement, increased productivity, job satisfaction, and strong peer relationships. It also addresses negative experiences such as stress, absenteeism, employee turnover, and workplace conflicts. Furthermore, the report offers recommendations and strategies for mitigating these negative factors, including performance reviews, improved communication, and appreciation initiatives. The conclusion emphasizes the importance of understanding employee needs to foster a positive and productive work environment. The report is contributed by a student and is available on Desklib, a platform offering AI-based study tools and resources for students.

World of Work
Understanding Why People Work
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Table of Contents
Introduction......................................................................................................................................1
What does Motivation Mean?..........................................................................................................1
The several factors which motivate employee to work...................................................................1
Positive factors employee experience as a result of their job roles.................................................2
Negative experience employee experience as a result of their Job roles.........................................3
Recommendations and Strategies to deal with the negative factors employee experience as a part
of their job role.................................................................................................................................4
Conclusion.......................................................................................................................................5
References:.......................................................................................................................................6
Books and Journals.................................................................................................................6

Introduction
Personality of an individual reflects the thoughts, beliefs, behavioural patterns and stable feelings
which gives an understanding of how people is likely to react and feel in a particular situation
over a period of time. Organisational culture is composed of different values, beliefs, attitudes,
opinion and behaviour of a person which helps the organisation in understanding the dynamic
and nature of their workforce (Cuesta-Briand and et. al., 2020). Below mentioned report is based
on the IOM Electronics owned and regulated by an Individual John, with the objective of
detailed understanding of what encourage employees to work along with positive and negative
experience people have while working in the company.
What does Motivation Mean?
According to the view point of Cherry, 2021, Motivation is the combination of words
“motive” which means wants, needs, desire and drives within an individual acquired through the
influence of external factors culture, society, lifestyle and through internal factors, own
willingness. People are motivated by the several factors, which initiate, guide and control the
purpose driven behaviour of an individual, to achieve their goals and ambitions and these factors
are termed as extrinsic (external) and intrinsic (internal) factors. External factors may be basic
needs, social needs, safety and security, self-esteem needs etc., and internal factors are the
desires and wants of an individual (Vargas and et. al., 2020). In the work related context, people
are driven by several factors and these factors help the business firm to encourage them to work
so that both individual and organisational goals and objectives are achieved.
The several factors which motivate employee to work
 Rewards and recognition: Rewards comes abreast with recognition, recognition start
losing its impact over employees if it is not accompanied by the good rewards.
Exceptional quality of work needs to be recognised and an efforts behind that work must
be rewarded to boost the morale and motivation level of employees.Bonus, paid holidays,
Incentives, sponsored trips to foreign, hike in salary and promotion are the few examples
that can boost the confidence level and encourage the employees to work with equal zeal
and commitment (Dengel and Mägdefrau, 2019).
 Personal satisfaction and meaningful work: An individual tend to more inclined
towards the type of job which add more value to their life and what impact does the job
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role have over the community as whole. Passionate workers who love their job display
positive attitude during their entire profession and are highly satisfied with the work.
Success is when an individual does what he loves or in which he is a prodigy.
 Working environment: Another motivational factor which stimulates an individual to
work is healthy and positive working environment. As per the survey, first thing than an
individual look for the job is working culture and environment where he can flourish and
get the opportunity for future success and growth. A working environment have a direct
impact over the productivity and performance level of an employee. Environment refers
to the physical and non-physical, where surrounding and office space is regarded as the
physical environment which contribute directly towards the creative and innovative
attributes of a person (Sadeck, Chigona and Cronjé, 2020). Working spaces with positive
vibes, serene areas with lush green environment enhance motivation, productivity and
creativity of a person.
 Development: As per the recent study it has been identified that the employees tend to
choose career development plans and opportunities over monetary rewards. Leaning and
development programmes are designed well with the objective of enhancing the skills
and knowledge of an employees to make them more competitive and productive to work
with the desired quality. Employees through training and development programmes
becomes self-dependent and contribute towards the attainment of business objectives
with more efficiency and effectiveness (Ramirez-Granizo and et. al., 2020).
Positive factors employee experience as a result of their job roles
 Employee Engagement: It is the degree to which an individual feel connected with the
organisation, how much he is committed to the work which be easily measure through his
motivation level, loyalty and retention of an employee. It is an emotional connection
which an employee develops towards the organisation and work. Employees are more
engaged with the activities of business through the positive and healthy working
conditions and environment. The more employee feel engaged more they are likely to be
productive, loyal and enhance the experience of customer.
 Productivity: Productivity here refers to the capability of an individual to work deliver
quality of work within a given period of time. Employees with the high motivation and
satisfaction level puts cent percent efforts to the work and increase the profitability of a
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company in long run (Baffoe and et. al., 2020). Better working conditions, good relations
with the employer, career opportunities, and work-life-balance, all these factors are
determined to enhance the productivity of an employees to a greater extent. Job satisfaction: Having meaning and purpose oriented work adds value to the life of an
employees and are more satisfied with the work. Highly satisfied employee work
passionately in the organisation creating a positive work culture and encouraging others
work with zeal and energy at workplace. When employee is satisfied with the work, there
are less chance of job change, therefore helps in reducing the employee turnover rate. Strong Peer relations: Employee engagement with the work and organisation tend to
increase their motivation level and make them understand the purpose of their role in the
company and where they want to be in nearly future. Highly engaged employee in an
organisation considers every one as a part of family and develop the sense of brotherhood
and unity at workplace. Employees tend to have strong, positive and healthy relations
with the peers, superiors and subordinates (Klein Dove and Felson, 2021).
Negative experience employee experience as a result of their Job roles
 Stress: Stress is inherent to the life of a common people and can-not be eliminate
completely though can be mitigate to some extent.Complex and rigid organisational
structure brings anxiety and frustration at workplace. Tensed employees can- not focus
on the work, behave in an unacceptable way and spreads negativity at workplace,
therefore it affects overall profitability of a company in a long run (Cuesta-Briand and et.
al., 2020).
 Absenteeism: One of the negative factor employee experience at workplace is frequent
and unnecessary leaves from work. When employee does not feel connected with the
work and organisation he tends to skip the work and avoid at being at workplace due to
which company can-not perform well in a competitive environment. Another reason for
absenteeism is discrimination at workplace, personal difference and excess authority over
an individual.
 Employee turnover: With improper training and development programmes and career
opportunities, employees are less likely to continue with the company further and looks
out for the better opportunity. Ongoing learning and development programmes empowers
employees to be more competitive and self-dependent in the company. Where there is
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absence of learning opportunities employee looks for better and employee turnover rate
increases (Vargas and et. al., 2020).
 Conflicts: Dissatisfaction, lack of understanding, personal difference, communication
gap and poor coordination all of these are the consequences of conflicts and fights at
workplace. Poor relation at workplace creates the environment where each one work for
themselves, for their personal needs and wants rather than work as team towards the
common goal.
Recommendations and Strategies to deal with the negative factors employee
experience as a part of their job role
Negative factors that an individual experience at workplace can affects the customer
experience, profitability and brand image of a company in a long run. In order to avoid the
negative factors at workplace, IOM electronic should focus on building strong relationships with
the employees and ensure them that company is always there in every situation with them
(Dengel and Mägdefrau, 2019). To enhance the experience of an employee at workplace,
employer must be aware of the desire, needs and wants of an each individual and encourage
them to work towards common goals where there needs are also met.
 Performance review: Through this employees can enhance their set of skills and
knowledge so that they can advance in their career and work productively at workplace.
Performance reviews helps the employees in understanding the area where they need
improvement and where they are master (Sadeck, Chigona and Cronjé, 2020).
 Good communication network: Good communication within internal management
avoids any confusion and misunderstanding which leads to the higher satisfaction level
and reduce in conflicts and fights. Additionally, employees will feel free to contact
employer in case of any issue or working problem. Appreciation and acknowledgement: Appreciation for the efforts made by an individual
is essential to keep them motivated and encourage to do the same in near future.
Acknowledged employees feel good about themselves and display positive attitude
towards work and are more engaged with the work which enhance their productivity and
performance level.
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Conclusion
From the above mentioned report it is been concluded that motivation at workplace drive
the employees to work and create a positive working atmosphere. Companies must understand
the needs of an individual and several factors that encourage them to work towards their
ambitions or goals. There are several intrinsic and extrinsic factors which stimulates the
employee to work and realize the action which leads to the fulfilment of their ambitions and
desires.
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References:
Books and Journals
Baffoe, G., and et. al., 2020. Understanding the concept of neighbourhood in Kigali City,
Rwanda. Sustainability. 12(4). p.1555.
Cuesta-Briand, B., and et. al., 2020. Understanding the factors influencing junior doctors’ career
decision-making to address rural workforce issues: Testing a conceptual
framework. International journal of environmental research and public health. 17(2).
p.537.
Dengel, A. and Mägdefrau, J., 2019, June. Presence is the key to understanding immersive
learning. In International Conference on Immersive Learning (pp. 185-198).
Springer, Cham.
Klein, W., Dove, M.R. and Felson, A.J., 2021. Engaging the unengaged: Understanding
residents’ perceptions of social access to urban public space. Urban Forestry &
Urban Greening.59. p.126991.
Ramirez-Granizo, I.A., and et. al., 2020. Multidimensional self-concept depending on levels of
resilience and the motivational climate directed towards sport in
schoolchildren. International journal of environmental research and public
health, 17(2), p.534.
Sadeck, O., Chigona, A. and Cronjé, J., 2020. Understanding e-learning acceptance among
teachers: a grounded-in-theory approach. Electronic Journal of e-Learning. 18(6).
pp.pp575-587.
Vargas, I., and et. al., 2020. Understanding the factors influencing the implementation of
participatory interventions to improve care coordination. An analytical framework
based on an evaluation in Latin America. Health policy and planning. 35(8). pp.962-
972.
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