World of Work: Report on Factors Influencing Employee Motivation

This report provides a comprehensive analysis of employee motivation, exploring various factors that influence an individual's attitude towards work. It begins by defining motivation and discussing its different types, including intrinsic and extrinsic motivation, and then delves into Maslow's theory of motivation. The report identifies key factors that motivate employees, such as salary, promotion opportunities, and the work environment, and also examines the positive and negative experiences employees encounter in their job roles. Furthermore, it proposes effective strategies for coping with negative factors, such as building trust, providing recognition, and offering growth opportunities. The report concludes by emphasizing the importance of motivation in maximizing employee potential and suggests that organizations should implement strategies to foster a positive and productive work environment.

Understand why
people work

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
TASK...............................................................................................................................................3
What does Motivation Mean?......................................................................................................3
The various factors which motivate 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....................................6
Strategies to cope with negative factors employees experience as a result of their job roles.....6
CONCLUSION................................................................................................................................7
References........................................................................................................................................8
Books and journals:.....................................................................................................................8

INTRODUCTION
Motivation is a feeling of dedication and work as a guide and initiative to achieve goals and
targets. It gives a feeling of working and indulging into social and cognitive behavior. It defines
why an individual work in expectation of something in return (Alioon, and Delialioğlu, 2019)).
This report is going to analyses the factors which motivate the employees in relation to positive
and negative outcomes of the result. At last, the report will present the strategies so that the
employees would come up with negative factors.
MAIN BODY
TASK
What does Motivation Mean?
Motivation gives a feeling of work in a better way. An individual could be found less interested
and not indulging towards organization work. Here, motivation gives them courage in order to
get something in return whether it is money or position, power, personal satisfaction. Motivation
could be in any terms which vary among persons. It set a direction on which an individual desire
to go. It pushes the employees to work more in order to fulfill their wants and expectations from
the organization.
Intrinsic motivation: motivation mainly focuses on the internal requirements of an individual.
This kind of motivation comes within internal habits and likes or dislikes. An individual
performs some activities which day likes to do in their daily life weather it does not give them
anything in return (Chittum, and Jones, 2017). This kind of feeling is self created and does not
ascertain by any greed. In an organization, employee’s mainly work for their own satisfaction to
be competent and superior in their job role because they enjoy to experiment and analyses
different things.
Extrinsic motivation: as the name says that the motivation comes from external sources that are
not created by self liking or disliking. In most of the cases, the employees working among
organization are based on extrinsic motivation which give them a basic salary and position for

which they need to work more hard so that they could get appraisal and promotions also. This is
the most often kind of motivation used in the society. As it give something in written which
matches with the value to an individual’s hard work.
Maslow’s theory of motivation:
The levels of motivation could be more clearly discuss true this theory as it defines the stages of
individual need and expectations.
Psychological needs: an individual first and foremost need is the basic necessity which includes
food shelter clothes air and water. For that instance, an organization must provide a basic salary
which fulfills their basic needs.
Safety needs: at this stage, the individual require the job satisfaction as well as their health and
safety while working at workplace (Decety, and Yoder, 2017). The organization must assure job
security as it is a part of their motivation.
Social needs: once an employee get a basic salary and jab security, they get urge to make
relations of friendship and love within organization which gave them a feeling of care and
affection.
Esteem needs: when an individual gets their perfect job and salary with interpersonal relations,
their lives as to get respect and Esteem from their peers and authorities. At this stage , they
require the appreciation of work done and achievements which bring motivation for hard work.
Self-actualization: this stage is a never ending journey of an employee. The individual will put
all the efforts and their courage to do whatever they can and get the high standard of position.
The various factors which motivate employees to work
There are many factors which would motivate the employees to perform their job role in
a better way. Some of the factors are described below:
Salary: A basic remuneration and salary is what an employee is getting to put their hard work
and potential into organisation work. A good salary wills leads to motivate employees to be a
part of organisation so that it could fulfil all the needs of their life by a satisfactory remuneration.
Good pays attract talented employees and it should be entitled as per the work efforts an
employee contribute.

Promotion: Every employee looks forward to make self development within the organisation.
Promotion is one of the aspect that every individual requires when the complete a journey within
organisation. Promotion will lead to increase their power as well as salary as they will get
another higher position in the organisation.
Work Environment: A healthy working environment is all an employer wants. A good
environment will be beneficial to take full potential of employee (Habes, 2019). If the individual
not find happy and satisfied at their workplace due to conflicts, politic and biases. this will lead
to lower down the motivation so that work environment play a big role to motivate employees in
a better way.
The positive factors employees experience as a result of their job roles
There are several factors that an employee experience while working in an organization.
These factors could create a positive impact on their jobs and motivation. Some of the factors are
described below :
Appreciation: an employee work within number of individuals into an organization. So they
expect an appreciation for the work they did as compared to others. So that appreciations would
enhance the walking potential and motivation of employees which make them happy and
satisfied of their jobs.
Autonomy: it is another positive experience that an employee experience during the jobs are the
independent and autonomy to take decisions, make relations and indulge into organization work.
Employee will work more effectively when provided flexibility (Menard, Bott, and Crossler,
2017). As it also eliminates the delay and conflicts while working.
Learning and development opportunities: it makes a great employee experience by providing
development opportunities within organization. It is a best way of motivation to provide
opportunities for self growth. Growth opportunities could be in form of promotions, authority
and delegacy. An employee has great experience of their work when they did do not require to
look for further aspects for growth and development.

The negative factors employees experience as a result of their job roles
It is not necessary that an organization only work on positive aspect. Many employees feel
negative experience while working which impact on their productivity and potential growth
within the organization. Some of the factors are described below:
Poor management: an employee could not adjust and work into poor management. This gives a
negative experience to the employee of company as they may face conflict and discrimination
into less effective management. Therefore, employees may lose interest and lead to fail in
completing the task appropriately.
Low wages and salaries: this factor also creates a negative experience for employees while
working into organization. When an employee does not get salary as per their efforts and job role
they feel a negative experience (Nicholls, 2017). So the organization needs to put their
employees first to give a fair salary which must fulfill their life necessity.
No autonomy: an employee face bad experience when they did not provided their autonomy and
flexibility into working. There are some situations in which employees require prompt decisions
and when it does not happen, the employees feel dissatisfied and frustrated. Therefore, it also
diminished their motivation to put efforts when they do not have slight autonomy.
Strategies to cope with negative factors employees experience as a result of their job roles
There are many large organization who bring positive Strategies and working environment so
that employees get a good experience as a result of the job role. There are some effective
strategies which are described below:
Build trust and respect: in order to eliminate the negative experience of employees of their job
role the organization need to give and take respect by making trustworthy relationship.
Organization need to keep a trust on their potential and what capability so that they could work
in a pressurized manner (Shmatko, and Volkova, 2017). This will take away the negativity and if
they make courage to work more hard in order to prove them right asset of the organization.
Give recognition: it includes giving reward and recognition off the work done by the employees
to feel valued. It create a positive environment of motivation so that employees will get Keen

work more hard when they analyses their work is getting valued and appreciated. This
recognition and rewards could be in any form of higher positions, incentives and employee of the
week.
Provide growth opportunities: an employer weighs want career and development opportunities
within the organization (Salehan, Kim, and Kim, 2017). This strategy will work definitely to
make a better experience of employees. Good training opportunities to take initiative and make
commitments with employees will create a positive experience of their career path.
CONCLUSION
The report has concluded that motivation set out a clear journey for an employee which
makes fuller utilisation of their potential. The salaries, good working environment and
promotions are major factors which motivate the employees. Also, the report has identified
various positive and negative aspect employees experience during their job role that must be
cope up by building effective strategies by enabling trust growth opportunities and rewards and
recognition within the organisation.

References
Books and journals:
Alioon, Y. and Delialioğlu, Ö., 2019. The effect of authentic m‐learning activities on student
engagement and motivation. British Journal of Educational Technology, 50(2),
pp.655-668.
Chittum, J.R. and Jones, B.D., 2017. Identifying pre–high school students’ science class
motivation profiles to increase their science identification and persistence. Journal of
Educational Psychology, 109(8), p.1163.
Decety, J. and Yoder, K.J., 2017. The emerging social neuroscience of justice motivation. Trends
in cognitive sciences, 21(1), pp.6-14.
Habes, M., 2019. The influence of personal motivation on using social TV: A Uses and
Gratifications Approach. International Journal of Information Technology and
Language Studies, 3(1), pp.32-39.
Menard, P., Bott, G.J. and Crossler, R.E., 2017. User motivations in protecting information
security: Protection motivation theory versus self-determination theory. Journal of
Management Information Systems, 34(4), pp.1203-1230.
Nicholls, J.G., 2017. Conceptions of ability and achievement motivation: A theory and its
implications for education. In Learning and motivation in the classroom (pp. 211-
238). Routledge.
Salehan, M., Kim, D.J. and Kim, C., 2017. Use of online social networking services from a
theoretical perspective of the motivation-participation-performance
framework. Journal of the Association for Information Systems, 18(2), p.1.
Shmatko, N. and Volkova, G., 2017. Service or devotion? Motivation patterns of Russian
researchers. Форсайт, 11(2 (eng)).