Report on Key Factors and Indicators Influencing Employee Motivation

This report delves into the key factors influencing employee motivation within an organizational context, drawing on various research perspectives and real-world examples. It examines the impact of salary, job satisfaction, organizational culture, and reward management on employee performance and retention, using the Hilton hotel as a case study. The report analyzes how factors such as fair compensation, positive work environments, and recognition programs contribute to increased employee engagement, productivity, and overall organizational success. It also highlights the potential demotivating effects of issues such as inadequate pay, lack of cultural alignment, and poor power distribution. The report emphasizes the importance of understanding and addressing these factors to foster a motivated and productive workforce. The report is contributed by a student to be published on the website Desklib. Desklib is a platform which provides all the necessary AI based study tools for students.

The key factors or indicators in
the motivation of employees in
an organisation

Table of Contents
INTRODUCTION...........................................................................................................................3
DISCUSSION..................................................................................................................................3
Key factors that affect the motivation of employees..................................................................3
CONCLUSION..............................................................................................................................16
REFERENCES..............................................................................................................................17
QUESTIONS ASKED IN INTERVIEW.......................................................................................19

INTRODUCTION
Motivation refers to people actions or behaviour which represents to achieve goal and
objectives. It is need of any individual for getting satisfaction in their work. These needs are
influenced by lifestyle, culture and society. A person gets inspired to move on in their life or in
organisation to get promoted. With motivation, a person can achieve different targets at a time.
This literature review explains the factor which influence or supports the motivation of
employees in organisation. There are so many factors in organisation through which employees
get motivated or demotivated. A factor can be positive and negative for different employees. All
employees have their own perspective and has different opinions about same factors. Therefore,
it can be included in two phases; seeking phase and liking phase. Motivation can be referred as a
cycle in which different employees develop their won thought due to which they act or behave
accordingly. Motivation can be achieved through two types; intrinsic and extrinsic. Intrinsic
motivation refers to a process of motivation in which people are motivated self i.e., originated
from inside of body. Extrinsic motivation refers to a process of motivation where people need
external factors to get motivated i.e., they are dependent on others. Motivation influences the
behaviour of employees in organisation. If employees are highly motivated then, their attitude
will be positive and even helps others to motivate for achieving business objectives. Many
strategies and theories are involved in organisation to motivate employees so that organisation
increases its productivity and profitability. Employees work for the performance of business and
to take organisation to a higher level which need a positive attitude. It will be overcome through
high motivation. So, this literature review will outline the factors which will motivate employee
in organisation based on different author perception.
DISCUSSION
Key factors that affect the motivation of employees
As per the view of the Kiruja and Mukuru (2018) salary affect the motivation of
employees. If an employee is paying well then it feels valuable in the organisation. If it is not
paying good then it will demotivate the employees to do work in the company. Job satisfaction
also plays an important role in affecting the motivation of the employees. If an employee is not
satisfied with the job then it will affect the motivation of doing work in the company. As in

Hilton hotel the employees are motivated to do work because they are motivated by the company
for their work. An employee's motivation is depended on the salary as well as incentives
provided to them. Employees are motivated by giving them incentives other than salary of their
work. Low salary also leads to the dissatisfaction among employees and that will enhance the
disengagement among employees. If in the Hilton hotel two employees are working on the same
post and are provided different salaries through which the employee's satisfaction towards work
is decreased.
Salary is the most important factor that affects the employees. If an employee is working
good and then also at the same pay scale it is working for long time that will reduce an employee
motivation to do work in the company. Salary is the common factor in every organisation that
affects the motivation. As employees are feeling motivated when they are giving praise and
recognition of their work that will have an impact on the working of the employees. As salary is
the main component of doing work in the company. If the regular payment is being provided to
the employee they are satisfied with their job and are motivated to do work more. If an employee
is working good then it will help company in growing in the future. Salary is the factor that
motivates employee for short term other than this other factors also influence the working of an
employee of Hilton hotel. If an employee is giving its best then it also expects the equal return
from the company to pay as salary.
According to the Faisal Ahammad and et. al. (2015) salary affects the performance of an
employee. An employee is performing good if it will be satisfied with the salary that it will earn
from the work. An employee earning high salary is highly motivated to do its best in the work.
Salary is providing the feeling of security and accomplish employees to work better in the future.
The performance of an employee is depended on the motivation that will be provided by the
employer. Employer plays an important part in motivating the employees. If motivation is good
among the employees they will work effectively and efficiently ultimately affect their
performance. As in Hilton hotel employees are providing salary according to their work done.
Performance of an employee is affected by the employee pay as if the salary is less than the
performance will be reduced and similarly if the salary is high it will lead to the increase in the
performance. If an employee is performing good that will also impact on the company's earning
and there will be chances of growth in the future. Salary is the most important factor for
employees to do work. Performance of employee is increased by providing extra benefits to the

employees as incentives, rewards etc. Hilton hotel is providing incentives to its employees as
when they are providing best services to the customers they become happy and due to it the
company is providing benefits in return to its employees.
Logan, Lundberg, Roth and Walsh (2017) stated that salary is affected by the retention
rate of employees in the company. High salary emphasizes on retain employees for longer
duration. If company cannot pay its employees well the morale of the employee gets low and that
will affect the productivity. Hilton is paying good salary to its employees so the retention rate of
employees is good and if it I not paying good then it will affect the retention of employees in
Hilton. It also plays a significant role in retaining the employees for longer period that will helps
in decrease the operation cost of the company. If the retention rate of the company is good it will
attract more employees towards it and enhances more growth in the company.
According to Steers and Sánchez‐Runde (2017) culture affects the motivation of
employees. The organizations try to set work environment disciplined the use office uniforms.
This uniforms are used to provide equality with in the teams. If the employees are wearing same
kind of uniform this will set a feeling in their mind that all the employees of the hotel Hilton are
part of team and all are working for the hotel with equality. Through these employees are
motivated to perform better. By setting a dress code in the organization this motivates individual
employee because they think the organisation is treating them with equality. This equality
motivates them to improve the team working. This helps them to feel equal in the team which
leads to improve their individual performance in team. Same uniform of all employees reduces
the cultural and financial differences between employees. The uniform of employees make them
feel their belonging towards the hotel Hilton and this motivate them to give their best for hotel
benefits. For example the hotel Hilton's employees used to wear the same uniform and create the
environment disciplined and this environment motivates to work more efficiently in the Hotel to
improve the productivity and guest satisfaction. This how the uniform can motivate the
employees of an organisation.
Bulto and Markos, (2017) argued that the uniform of any organisation or industry reduce
the motivation level of the employees. And this can reduce the performance of organization. If
an organisation or a company is using a dress code for employees it can demotivate employee
and can reduce their efficiency regarding to the work. The uniforms reduce the creativity of the
person and makes the process boring and less creative for employee which leads to demotivate

them. Wearing the same kind of uniform reduce the performance of employees by affect their
thinking process. This lead to the anger which can affect their motivation level. The less
creativity reduce their performance and this reduced performance make them feel less efficient
and this lead to loss of self belief which in not good for motivation of individual.
According to Iqbal, and et. al., (2015) the culture of the hospitality industry is consisted
of different type of cultures. This cultures can affect or influence the motivation of individual
employee. This culture of the hospitality industry have major influence on the work and
individual behaviour. This factors can influence the motivation of the employee both positively
and negatively. One of this is the task culture. In this type of culture the hotels use different
specialist to solve the different core problems. For example the hotel Hilton the employees of the
hotel works in the groups. This type of team working improves the relation between employees.
This increases the team spirit in the individual members. Through this type of culture motivation
of the individual employee improves and this increase the performance level of employee. For
the example of hotel Hilton the work culture of the hotel can be make good by implementing
some good chances to improve the employee motivation and development.
As per the view of the Daneshkohan and et. al. 2015 culture can influence the motivation
of employees by affecting their personal values and morals. The individual person are more
connected to their person views, morals and human values. For example If the culture of hotel is
not supporting the personal views and morals of employee, it can demotivate them. The theme
hotel follows have major impact on the personal values and morals. This can lead to less
satisfaction in job for individual employee. This can reduce the performance of the individual
and team by hurting their personal values and morals. This how the organisation culture can
reduce the motivation level of employees.
As per the view of Kontoghiorghes, (2016) the power culture in the organization have
major impact on the individual performance and motivation. The power culture of the
organization shows the division of the power and authority with in the organization. The division
of power in any industry is depended on the structure and legal structure of the organisation. In
different kind of organisation the various type power culture is followed. This have huge impact
on the person behaviour and belief in the leadership or organisation. If the distribution of power
is arranged well in any organisation the employee satisfaction will be high. This gives high value
to the employee and powers which increases the individual job satisfaction and this lead to the

better employee motivation. For example power distribution in the hotel Hilton is based on the
experienced and knowledge of employee. The power distributed in the employees as per their
performance and position. Because of this the employees of the hotel Hilton are satisfied with
their job and this improves their motivation level. By this increased motivation the performance
of employee become good this lead to more productivity of the hotel.
Syafii, Thoyib, and Nimran, (2015) stated that the reward management between the
management and employee play the major role in organisation. The management is the
foundation of the organisation. The employees are at base level of organisation. It is work of the
organisation and management to keep the employees motivated to meet company targets. The
organisation provide motivation to the employee to match the vision and mission. For this
organisation uses different strategies and plans. The reward management is a way to motivate the
employees. This can be used by the organisation to improve productivity of employee to match
company goals. When the management provides the reward to employee their motivation level
increases and this lead to improve individual performance. The management uses different ways
to motivate the employees. For the motivation hotel uses the different methods like appraisal,
promotion and incentives. Hotel management provides the provides promotion and incentives to
employees for their performance in previous work. By this the employee are motivated and
encouraged to perform better.
Trivial service of motivation (Anra and Yamin, 2017) is the communication between
employees and management is the most important factor to motivate employees. The company
and management uses different method to maintain communication with in organisation. The
company uses various protocols to maintain communication in organisation because the
communication between employees and management reduce the chances of conflict in
organisation. By using effective communication the organizational behaviour can be improved.
This improved organizational behaviour motivate employees to perform better to achieve
company goals. For better communication management department organizes different event to
increase interaction between employees and leadership of company. For the example In the hotel
Hilton employees are provided with different opportunity to increase the communication with
management. To improve the communication hotel management conducts different sessions and
training programs to improve communication skills of employees to reduce the barriers. This

how the hotel staff motivates employee to improve the productivity and improve the guest
experience to increase revenue of hotel.
By managing conflict (Rantesalu, Mus and Arifin, 2017) the better relation between
employees of organisation improves the confidence level of individual employees. This
confidence of employee improves their performance in work. In the organisation relation
between individual team is most important to grow the individual performance and team spirit.
Good relation between team members improves the organisational behaviour and environment.
This increases the productivity of company. The organisation uses different conflict management
systems to reduce the conflicts with in organisation. By using this conflict management system
the behaviour with in team and team member improves this lead to good productivity of
company. This helps to improve person to person communication and team performance. This
how the organisation motivate its employees to perform better. For the example In the hotel
Hilton management uses different policies and methods to improve the environment and
behaviour of individual in the team. This creates the positive work environment and this lead to
better performance of employees. The improved performance helps the staff of increase the
individual motivation level.
According to Parashar Carville, and Shaw, (2016) the healthy work place plays important
role to motivate individual employee in the organisation. The different companies use different
models and method to grow a healthy work place. Healthy work place motivates the employees
to improve their performance. The healthy work place makes organisation environment good for
employees which helps them to grow more and learn the new things to improve their skills. This
improved skills improves performance and productivity of organization. For example In the
Hilton hotel management uses different policies to improve relation between management and
employees by creating the healthy environment in the work place. This helps the management to
improves the motivation level of employee.
Khuong and Hoang, 2015 identifies the flexibility provided in the organisation to the
employees plays important role to improves their performance and motivation. The different
kind of flexibility provided by the company to employees to improve performance of employee.
These flexibilities are time related, work place related and work related flexibility. By providing
these type of flexibilities to employees increases their belief in the organisation and lead to
improve their motivation to perform better in organization. For example The hotel Hilton

provides these flexibilities to their employees to full fill their satisfaction level and encourage
them to perform. The work related flexibilities are provided to employees in emergency
situation. The time and place related flexibilities are provided to employees to improve their
belief in the organisation. This helps the management to gain trust of employees. This improved
belief and trust in organisation helps to motivate employees effectively to perform better.
According to Kok and McDonald, (2017) it is important to give responses to employee
complaints to solve their issues related to the work place, office environment, employee
relationship and other. By this management can improve the working of individual and team by
solving their problems. This creates the environment effective for employees. This helps the
organisation to motivate employees by giving responses to the feed backs and complaints. For
example the management of hotel Hilton gives priority to employee complaints and feedback to
improve the individual performance. This improves the individual motivation level of employees
and helps the hotel to perform better.
Osabiya (2015) argues that promotion and reward management motivates employees.
Incentives are part of reward management. Incentives are part of a salary but depends on the
work performance of employees. Work that is done by employees in organisation for
productivity and profitability wants a reward of doing hard and smart work. Incentives make
employee motivated and focussed for their achievement of goals and objectives. Bonus are also a
part of incentives. What the organisation earn or have profit is distributed among employees in
the form of incentives or bonus. This makes employee engaged and inspired them for achieving
objectives within specified time. Every employee is in desired of making more money. This
makes an opportunity for employees to earn more money in the form of incentives. This
motivates employee to work hard and make more customers for selling of products to gain
profitability. For example, like in Hotel Hilton, employee get incentives in making better room
and food services to customers who are staying in hotel. This makes them interested and
motivated to make customers satisfied. This increases trust of customers towards the Hotel
Hilton because customer satisfaction is very main factor of organisation. Incentive process of
organisation makes employee motivated and changes their attitude towards work.
Aguenza and Som (2018) argued on incentive process of organisation for motivating
employees. Incentive motivate some employees but not all. Those employees who work hard but
due to some circumstances, they are not able to achieve objectives within specified time then,

their work will be go in vain and do no take incentives because incentives depends on the work
performance of employees in achieving objectives. This will demotivate employees and make
them uninterested to do work. Every employee has an individual participation in organisation
productivity and profitability. So, every employee need to get incentives. But, this is not true in
respect of organisation management. This also decreases employee potential level of doing work
because of demotivation. Incentives also given on the base of position of employees due to
which low positioned employees struggle to earn more incentives. This makes a difference in
environment of organisation and makes them uncomfortable to work. This well lead to reduction
in organisation success. For example, in hotel Hilton those employees who avail room service
very efficiently to customers but lacks in food service due to emergency with other customers or
due to work load. These employees are counted in less effective employee and are not listed in
list of incentives because of only lack in food service. This will affect the employee behaviour.
According to Kianto, Vanhala and Heilmann, (2016), promotion motivates employees in
organisation. Promotion makes an employee motivated and interested to do work efficiently.
Promotion depends on the work performance of employees. Promotion means getting a higher
position in organisation than before. Employees in greed of promotion makes them motivated
and move their attitude towards positive way. This will increase their potential of doing work
and also the efficiency of rate of work. Every individual want success in their life and promotion
is a factor of success where employees can do hard work to reach to a top level in organisation.
Promotion provide opportunity to employee for getting compensation of their work. It will add
the experience in their job profile which will be benefited for future purpose. Doing work at
same level for whole life is not an appropriate process. So, to have promotion in work experience
is must and it increases interest of employees to do work efficiently. For example, in Hotel
Hilton, those who are waiters in food and beverage sector at a time, they are working under
position of managers. This is due to all promotion in which they get a change to take to next
level. To reach to manger level, it takes approx 10 years. Promotion takes time and but has a
great impact on employee motivation.
But, Malik, Butt and Choi, (2015) argued by saying that promotion is a good factor of
motivation but it demotivate employee by having presence of inequality in organisation. If an
employee get promoted, and another doesn't, it makes them demotivated and can lead to a
depression case. They can also be in a condition to blame themselves for the potential they have

for doing work. It differentiates between capabilities of employees due to which they feel
uncomfortable to show their ability for achieving objectives. A feeling of jealousy occurs
between employees because of promoting one employee, this feeling affects the level of
motivation of employees too much. Employee should be promoted but everyone should get a
chance without having partiality by management of organisation. For example, in Hotel Hilton, a
case occurs where in a team of waiter, a single waiter is getting promoted for continuously two
years. It creates a difference in mind of other waiters that why they are not getting a chance of
promotion. So, it should be in equal basis.
Another course of motivation is training (Yoon 2015), training process motivates
employee. Training will fulfil the lacking areas of employee. Training gives enhanced learning to
employees in their specialisation area to make their work efficient. Training refers to a
development process in organisation so that innovative technologies can be implemented for
growth of organisation. This makes employee interested and motivated in learning new
technologies and gaining knowledge so that their work performance will improve. Objectives
will be easily achieved by having appropriate knowledge about the specialised area and it will
increase retention of employees which be more beneficial for organisation. Learning can be done
two types; by both internal and external means. In external, organisation provide trainers for
employees to train them. This gives deep learning to employees and make them efficient.
Employers are excited and motivated to learn new things by efficient well trained trainers. In
internal process of training, employees learn through mistakes that are done in work process or
they observe seniors to learn new technologies. Like for time management process, employees
need motivation to manage time effectively so that objectives and goals of company can be
achieved within scheduled time. This is learned through experience in time managing or by
getting advice through seniors or managers. For example in Hotel Hilton a manager gives
appropriate learning to employees for providing services to customers and to make them
satisfied. But this is in hand of employees to implement their training in their field. They learn
through advice from seniors and by self experience in doing mistakes.
As per the view of Walsh and Magley (2018), it is stated that learning helps to find out
the strength and weakness of employees. Every individual person is not perfect in all areas. They
have both strength and weaknesses in respective field. It is essential to know the weakness of self
so that lacking area can be developed by having exclusive training. Weakness of self can

demotivate employees for doing work by stating that this area is not in their interest to do work.
So better productivity of organisation, every employee should be perfect in their field in such a
manner they do not put an excuse later. Training improves weak area and after some time it can
be a strong area of individual. Those employees who have strong knowledge in a particular field
can trainers other employees. It saves the cost of organisation and it makes employee motivated
and powerful by having a power to train others. For example, in Hotel Hilton employees find
their weakness during their work process and then they contact with supervisors for having
training improving their weak area. This make employee engaged and motivated toward their
work. This will also increase their interest and to make retentive in organisation which will be
beneficial for growth of organisation.
Harandi (2015) stated that employee are motivated by having health and security in
organisation. Health and security are personal needs of employees which makes them employee
motivated for doing work comfortably in organisation. An organisation which has too much risk
factors in doing work, then it makes employees unsecure and do not make them to retentive in
organisation for long time. An organisation which is related to make infrastructure then they
need special training for employees for make them secure and safe. They are trained for every
emergency case so that whenever they are in need, they can safe themselves and others too.
Exclusive training regarding health and security makes them motivated. A health insurance by
company provides trust for employees on organisation. For example, in Hotel Hilton, those
employees who work in field for advertisement and promotion of goods and services are keep
under special health insurance because they are responsibilities of hotel Hilton if any emergency
case occurs due to accident or due to any other health issue.
According to Mostafa, Gould‐Williams and Bottomley (2015), training is factor of only
increasing investing cost of organisation. Some employees get demotivated when they are
pressurised to have training. Some employees do not want enhanced learning. They want to be
good in their specific work. It makes them demotivated and lose their interest to do work of
every sector. Some employees have a thinking of wasting time in training of other sectors. So, it
makes them uninterested and uncomfortable for doing work efficiently due to which conflicts
occurs between mangers and employees. This makes organisation environment unhealthy due to
which employee are unsatisfied with work place and they take step to quit job which will be a
great threat to organisation. So, giving training as per their area of interest is beneficial for both

employees and organisation. If investing cost will be less then profitability is more. So, its need
to provide trainers in such a way that it do not consume cost too much and makes employee
satisfied. Trainers is selected on the basis of employees requirement where they need to improve
their skills. For example, in Hotel Hilton, there is a waiter who avails room service. As per
management authority, waiter is pressurised to have food service training. But waiter do not have
interest in it. So waiter makes a statement in its context that waiter is good in room service and
has interest in particular field, then what is necessity of getting a training in food service. It
consumes both time and money of organisation and it is not beneficial for uninterested
employees.
INTERVIEW
Satisfaction of employee motivation related to incentive procedure in organisation
Interviewee A of Hotel Hilton replied that yes, incentive procedure helps employee to
make them motivated for earning money. Incentives are like appraisal of work performance of
doing hard and smart work for achieving business objectives. This will make employees
behaviour in positive way and make them engaged in work because of having a greed of getting
incentives.
Interviewee B of Hotel Travelodge replied by saying that incentives are only a factor of
employee motivation but this makes employee pressurised and work loaded due to which they
are in greed of earning money and cannot give time to their personnel life. There should be a
balance between personnel and professional life.
Time duration of getting promotion
Interviewee A of Hotel Hilton replied that promotion of employee should be done within
2 years because to evaluate the work performance of each individual it takes time. It can be
checked through the performance of employees in achieving business objectives.
Interviewee B of Hotel Travelodge replied by saying that promotion of employee should
be done every year because employee hard for achieving objectives and goals of organisation.
So, every year should be rewarded year of their work performance.
It can be interpreted from above interviewee that promotion should be done within 1 or
two year so that employee get motivated in respect of their rewards and this will increase their
efficiency of doing work.
Training for improvement of skills

Interviewee A of Hotel Hilton replied by saying that yes, training is essential for
improving work performance of employees. It gives opportunities to employees to get rid of their
weaknesses and this will lead to have strong interpretation in specified field. Training is a part of
learning new skills and techniques which help to achieve business objectives within scheduled
time.
Interviewee B of Hotel Travelodge replied by saying that training gives enhanced
learning to employees in their specialised field so that their work performance will improve. This
will increase the area of interest in doing work and make their work efficient. But training should
be given at free time not in work load time otherwise it will ruin the time management schedule
to achieve goals.
Salary motivates employees
Interviewee A of Hotel Hilton replied by saying that salary is a basic factor, it does not
motivate employees. To provide salary to employees, it is responsibility of organisation.
Employee are getting their payment of their work. It is not like compensation through which
employee gets motivated.
Interviewee B of Hotel Travelodge replied by saying that yes, salary motivates employee
because employee work hard every month and wait in every starting of month to get salary. This
increase their interest to do work more and more. Employees are working because of getting
salary.
It can be interpreted from above interviewee that salary motivates employee but not that
much efficiently. Employees just wait for their salary but do not get motivated.
Career development through training
Interviewee A of Hotel Hilton replied by saying that yes, training helps in career
development. Employee is in need of getting promoted or reaching to a higher level. Training
helps to get knowledge of new technologies which helps in developing career to a higher
position.
Interviewee B of Hotel Travelodge replied by saying that career development can be
achieved through improvement in working performance. Training is part of learning and learning
always improve an individual skills and technologies. If an employee gets developments in their
career than organisation growth also increases.
Importance of Dress Code

Interviewee A of Hotel Hilton said that the dress code in the hotel feels good. This helps
to maintain discipline in hotel. By wearing the same uniform in the hotel the chances of the
discrimination are low and this helps to feel equality in the organisation. This also reduce the
conflicts in the organisation.
Interviewee B of Hotel Travelodge said that the environment of the office is improved
and this uniform make them feel their belongings towards the organisation. Some times this
reduces the creativity of the individual but it is only for some time. Otherwise, the office uniform
allows them to reduces the communication gap.
It can interpret that the dress code for the staff in organisation helps to maintain the
discipline. The conflicts in the organisation can be reduced by applying the dress code to make
every one feels equality in the organisation.
Impact of Culture on Individual Motivation
Interviewee A of Hotel Hilton said that culture of organisation have Major impact on the
motivation of the individual. The work place helps to perform better and achieve the targets
given by leadership. This also helps to learn more in organisation and provide the opportunity to
grow more.
Interviewee B of hotel Travelodge said that the office environment and culture have huge
impact on personal motivation and employee behaviour. The good office culture leads better
implementation of the policies of management department. The culture of work place helps
employee to give better performance and maintain the motivation level good.
It can be concluded that the office culture plays the important role in the organisation to
maintain the motivation level of employee. This helps to improve the company performance and
reduce the complexity of the procedure follows by organisation to achieve the predefined goals.
Impact of Salary Procedure on Employee Motivation
Interviewee A of Hotel Hilton said that the salary procedure of organization helps to
motivate their employee and improve their performance to achieve the company goals
efficiently. The salary given by the organisation is good and according to the government norms.
The interviewee B of Hotel Travelodge stated that the salary offered by the organisation
is appropriate according to the work lode. This good enough to survive in these days. The salary
procedure of organisation follows the government laws of minimum wages and it is good enough
to motivate performance of individual and team.

It can be interpret that the salary provided by the organisation is good for the motivation
of employees. By providing good wages to employee encourage them to perform better.
CONCLUSION
From the above study it can be concluded that there are many factors that affect the
motivation of employees in the company. As salary is one factor that affects the motivation of
employees. An employee with high morale performs better in the company. Motivation is totally
depends upon the salary of an employee if it gets good salary then it will be highly motivated and
if gets less salary motivation of doing work is low. Culture also affect the motivation of an
employee as work environment is good it enhances the productive work. Values and ethics of the
company also effect the motivation of employees as different company has different culture
through which employees motivation is affected. Motivation is also influenced by the
relationship between management and company as if there is a good relation between company
and management employees get motivation from it and hence it will benefit the company.
Promotion and Rewards is the another factor that affect motivation as employee is not promoted
after longer duration working in the company it will get demotivated. By providing the best work
to the company it will not provide reward of it then it will cause demotivation in employee.
Training and development also leads to demotivation among employee's if there is partiality in
providing training to its employee that will create demotivation in the company. It can be
observed from the above study that all the above factors influence the motivation of the
employees in the company.

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QUESTIONS ASKED IN INTERVIEW
1. How the employee motivation relate to incentive procedure in organisation?
2. How much time its take to get the promotion?
3. What is importance training?
4. How Salary motivates employees?
5. How the development through training helps the employees to get motivated?
6. What is importance of Dress Code?
7. What are the impacts of Culture on Individual Motivation?
8. What is impact of Salary Procedure on Employee Motivation?