Exploring Motivation Factors and Employee Job Roles: HURM07001

This report explores the various factors influencing employee motivation and their impact on job roles. It delves into different motivational theories, examining both positive and negative factors that employees experience in their work environment. The report covers aspects such as salary, promotion, and work environment as key motivators, while also addressing negative factors like stress and lack of recognition. Furthermore, it outlines strategies to cope with these negative factors, including fostering communicative relationships, encouraging active participation, establishing clear policies, and promoting problem-solving. The report also includes a reflective essay, discussing personal learning and skill development gained from the module, as well as future applications. Desklib provides access to this report along with a wide range of study resources.

Introducing People
Management

Contents
INTRODUCTION...........................................................................................................................3
TASK...............................................................................................................................................3
What does Motivation Mean?......................................................................................................3
The various factors which motivate employees to work.............................................................3
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.....5
Reflective essay...........................................................................................................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
The report will involves the manner of various sort of factors and their framework and
will represent the section that motivation helps the individual to perform their roles and
responsibilities and raise their level of performance. It will act as a suitable term to perform their
work with employees in consistent way by which higher term of managerial targets and goal will
get accomplished in a positive manner (Griffiths, and et.al., 2021). The report will covers several
type of motivation concept or theories and factors factors that are positive as well as negative
that employees experience as a result of their job role and various strategies to cope up with
negative factors.
TASK
What does Motivation Mean?
Motivation is generally related to the psychological and emotional factors that basically
have impact on the behaviour of individual and group of individual. Basically it will also
involves the Maslow’s theory that will focuses on direct motivation terms of safety, psychology,
self- esteem and sense of belongingness. Individuals in the business of Management have
effective term of potential for their self- realisation (Angelis, Glenngård, and Jordahl, 2021). The
external factor of motivation will lead to the realisation of external manner of motivation like
intensives, benefits, recognition and many more. It is basic related to Taylor's scientific theory
and it also involves the suitable manner of model of external motivation the business of
management will always strive to provide their employees the higher set of benefits and
advantages by which they can fully maintained their work and perform effective and efficient
operation and functions in the business of Management.
The various factors which motivate employees to work
The intensity of motivation is generally critical to influencing the working condition by
which every worker can perform their role as effectively and efficiently and will make it easy to
achieve their managerial targets. Motivated workers will always bring greater terms of
profitability for the business of Management. As there are some of the factors that motivate
employees personally that are as follows –
 Salary - This factor is termed as most ideal source of motivation for employees as
because it will encourage workers to perform their tasks as effectively. Hence, by

performing their task they will get more money or salary that will ultimately help them to
achieve their life goals (Asgharinekah, and Samimi, 2021). Money is one of the best
sources of motivation for employees. Maslow’s theory describes financial motivation that
is defined as an essential term to encourage workers to perform their work. On the other
hand, Taylor's theory involves monetary factors that increase employee motivation. It is
the main reason that why positive contributions of workers will lead to the company's
progress and the salary factor is termed as an important source of workers motivation.
 Promotion - Most top management will try to retain their best workers in order to
promote the further development of the managerial sustainable growth. That is why every
company is very concerned about retaining their best employees. As because this kind of
promotion is the biggest motivating factor in the business. When an employee is
promoted they will lead their team and will increase their confidence while performing
their task in a more creative way. It will also improve the managerial work culture in
business. Taylor's theory will offers rewards and promotions that are based on incentives
to retain talent in management. Maslow’s theory involves the real manner of promoting
higher levels of job security to recommence the work culture. Promotion factors have a
great influence on the level of incentives as it will help to improve performance and it is
favourable to business development.
 Work Environment - Work environment factors will also plays a positive role in
encouraging workers towards work. It will be attached to the worker’s workplace
environment. It will have an effective impact on the environment that contains both
physical and non- physical sections to enhance business performance (Kamau, Kibuku,
and Kinyuru, 2021). If the working environment is combined with the positive and
healthy aspects of the environment then it will help them to inspire more inspiration to
motivate employees towards work. If the work environment turns negative then it will
reduce the overall value and productivity of the workers. The theory of Herzberg theory
is related with the working conditions because it involves the satisfactory and
unsatisfactory aspects to improve the working environment. The dissatisfaction among
employees reduces the cooperation and coordination of workers while accomplishing
managerial targets. The company has made a great contribution to the positive factors in

achieving the managerial targets and will also encouraging the enthusiasm of employees
while reducing the level of dissatisfaction.
The positive factors employees experience as a result of their job roles
In the company culture all aspects of positive factors will involves in the workers
experience in the working situation of the job. Positive factors will improves the overall personal
and professional stability by producing higher term of opportunities. It will raise the level of
spirit and self- esteem (Tsvetkova, 2021). In work experience, workers will create a superior
sense of knowledge and skills while achieving their life goals. It will automatically enhance the
workers standards by financial advantages and change it into a positive experience in the work
environment. Hence, it will maximize the contribution of the workplace with the interests of the
business of management. It will also involves the social acknowledgement by which workers in
the business will improve their standard of living as effectively.
The negative factors employees experience as a result of their job roles
Negative factors will also have a great impact on the experience of workers at work in the
business of management. This covers the general stress that greatly have impact on the culture
that works with personal and professional life. Stress will also leads to an increase in health
issues with other individual workers in management. Due to this, all management should be
concerned about the risk assessment so they can reduce the level of stress in the work culture.
As on the other side, other negative factors the frequently produce a lot of working
pressure to provide excessive work (Chiwaula, and et.al., 2021). Another factor that involves in
this is lack of bonus that will contributes to a large amount of manner of labour culture. As they
contribute more creativity and productivity in terms of the concept of physical disabilities that
takes into account if it is not understood in a work environment. They look back at their main
contributions and their salary (Gong, and et.al., 2021). The practices of employee business
activities will create an effective negative section in their work environment.
Strategies to cope with negative factors employees experience as a result of their job roles
As there are some of the strategies that are adopted by the company to overcome negative
factors and improve the employee experience that are as follows –
 Communicative relationship – Relevant communication must guarantee several working
culture modes to facilitate constructive features to improve workers dealings. Basically it

will remove the negative factors for the practical experience of the workers in the
business of management. It will ensure a healthy relationship of high- level management
to workforce. By this, each individual workers will contribute valuable source of
information and data with several sort of the departments. It will covers the best course to
successfully execute the task.
 Participation in active interest - The Company might ensures that most of the workers
should take part in the manner to reduce negative impacts. At this end, each company
will offers appropriate salary, compensation, promotion, welfare and other distributions.
For the benefit of employees it is important to eliminate negative experiences.
 Clear cut policies - The Company should formulate clear set of the policies for the safety
and security of the workers in order to eliminate negative impacts from the business of
management (Ortiz, and Salas-Fumás, 2021). The policy should be designed in a more
effective manner by which most employees can easily familiarize themselves with the
structure of the business to decrease the misperception in the work culture.
 Background check - HR companies should make sure to verify the correct evaluation of
background sections at the time of hiring or selecting workers so that they can easily
contribute to the positive work culture of the business. As sometimes lazy or arrogant
workers will meet various obstacles at the time of operating task. That is why the human
resources department must check as effectively that workers should have proper
background and will not have any criminal record.
 Encourage solution of problems – Motivated employees should take part in the activities
in appropriate ways while making decisions that will help the management to translate
more effective results into business issues. This should promote or value the level of
effective solutions that are related to the employees. It will solve various sort of the issues
like conflicts among organizations (Giorgino, and et.al., 2021). It will help them to
appropriately encourage creative solutions and will effectively eliminating negative
experiences in the organization.
 Feedback - By appropriate continuous feedback it will help the management to
understand the negative factors of the experience so that they can propose and deal with
the best solution to decrease the degree of issues and negative experience.

Reflective essay
This module is done by me because it is essential for me to improve the skills that I lack
to ensure in the future. The main reason for making this module is that I have assessed my lack
of certain skills so I assumed the efficiency of these skills in this module. In the context of the
motivation, it is important that I have all the necessary skills and abilities to sustain the business
of management. As with the existence of all the basic skills, I can achieve my goals effectively in
a clearly defined way (Toimah, and Afifi, 2021). Motivation is termed as an important process as
because it provides an opportunity for the individuals to understand their lives and plan of
actions for their future. On the other side, motivation is called a process by which individuals
will take part in the process of evaluating their own skills and abilities while observing their
personal growth and planning for the future and will perform their best in the business of
management as effectively and efficiently. I will also involve the manager that employees want
to achieve in mental, physical or emotional way with suitable aspects in the business of
management. The value of internal external concept is essentially followed by me to motivate
employees to perform effective set of roles and responsibility in the business of Management.
Internal values will termed to be determined as per to the psychological section by which me and
other individuals in the business will highly encouraged and maintained their manner in respect
to achieve the managerial competitive benefits or advantages as effectively and efficiently in the
business of management. In most of the cases, I and other group of employees must face anxiety
in the role of duties and task sections by which they can be get managed to achieve skills and
abilities in the business of the management. When we face human resources issues then the
experience of employee profession will cause negative factors. If I and other group candidates
will have an appropriate training committee that is not performed then it will build a negative
experience as per to the desire of their workers skills or abilities or sense of knowledge to
maximise the section of knowledge and skills. As we are the basic or fundamental section to the
future generation opportunities in the business of management as effectively and efficiently. As
also I have an inappropriate communication channels that will involves an adverse experiences
while performing a course of activities or the task in the business of the management. If the
compensation structure is not executed successfully then it finally develops inverse sections
among employees and it will directly have an impact on our skills and abilities in the business of
the management as effectively. It will lead me to the situation of improving the quality of life

and standards in the business of the management with suitable set of the skills and abilities. As
on the other side, I will increase the satisfaction level of the sectors and the needs of the workers
to maintain the balance between an active life and a healthy life.
CONCLUSION
From the above mentioned report it has been concluded that, various motivating factors
that will get affected the job performance in the job function. The working methods of various
motivational theories will change as according to the human nature. The companies must
standardize motivational theory and develop positive aspects in the work environment by which
every employee will feel motivated to provide more positive results. It will maintain an
appropriate balance of career development in the business of management.

REFERENCES
Books and Journals
Griffiths, R., and et.al., 2021. Guideline for the management of hip fractures 2020: Guideline by
the Association of Anaesthetists. Anaesthesia, 76(2), pp.225-237.
Angelis, J., Glenngård, A.H. and Jordahl, H., 2021. Management practices and the quality of
primary care. Public Money & Management, 41(3), pp.264-271.
Asgharinekah, S.M. and Samimi, Z., 2021. Introducing Family-based Sex Education Model
Based on Development and Evaluating its Effectiveness on Knowledge, Attitude, Skills
and Styles of Sexual Education of Child Specialists. journal of policing& social studies
of women & family (pssw), 9(1).
Kamau, E., Kibuku, P. and Kinyuru, J., 2021. Introducing cricket farming as a food security and
livelihood strategy in humanitarian settings: experience from Kakuma Refugee camp,
Kenya. International Journal of Tropical Insect Science, pp.1-9.
Tsvetkova, A., 2021. Human actions in supply chain management: the interplay of institutional
work and institutional logics in the Russian Arctic. International Journal of Physical
Distribution & Logistics Management.
Chiwaula, C.H., and et.al., 2021. Introducing evidence based practice in nursing care delivery,
utilizing the Iowa model in intensive care unit at Kamuzu Central Hospital,
Malawi. International Journal of Africa Nursing Sciences, 14, p.100272.
Gong, J., and et.al., 2021. Integrating ecosystem services and landscape ecological risk into
adaptive management: Insights from a western mountain-basin area, China. Journal of
Environmental Management, 281, p.111817.
Ortiz, J. and Salas-Fumás, V., 2021. Why firms stop introducing innovations in the great
recession: aggregate demand, financial constraints and risk. Journal of Science and
Technology Policy Management.
Giorgino, F., and et.al., 2021. Management of patients with diabetes and obesity in the COVID-
19 era: Experiences and learnings from South and East Europe, the Middle East, and
Africa. Diabetes Research and Clinical Practice, 172.
Toimah, A.M. and Afifi, S.M., 2021. Introducing a conceptual framework for spatial decision
SIM: a tool supports decisions for stakeholders. In Research Anthology on Decision
Support Systems and Decision Management in Healthcare, Business, and
Engineering (pp. 796-813). IGI Global.