Analyzing Motivation: Theories, Factors, and Coping Strategies

This essay explores the concept of motivation in the workplace, emphasizing its importance in achieving organizational objectives. It delves into the meaning of motivation, differentiating between intrinsic and extrinsic types, and examines Maslow's need hierarchy theory as a foundational motivational model. The study identifies various factors that motivate employees, including appreciation, positive work culture, and professional development opportunities. It also addresses positive factors such as a supportive work environment, promotion opportunities, and rewards, as well as negative factors like poor management, workplace conflicts, and job stress. The essay concludes by proposing strategies to cope with negative factors, such as providing opportunities for employees to express opinions, fostering trust and respect, and establishing strong leadership. This analysis highlights the crucial role of employee engagement in enhancing motivation and commitment within an organization, with the aim of improving overall performance and achieving desired outcomes. Desklib provides similar solved assignments for students.

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Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Meaning of Motivation ..............................................................................................................3
Maslow’s need hierarchy theory.................................................................................................4
Factors motivating employees to work.......................................................................................5
Positive factors experiencing in job roles...................................................................................5
Negative factors experiencing in job roles..................................................................................6
Strategies to cope with negative factors......................................................................................6
CONCLUSION................................................................................................................................7
References:.......................................................................................................................................7

INTRODUCTION
In the organisation the number of individuals work with differences such as unique
personalities, emotions, values and moods. The organisation hires person with some expectation
of having certain skills, abilities and values. The person perform some job in the motive of
earning money in the need of fulfilling its basic requirements. The work provides independence
and control in life to an employee which helps him in learning new things, getting more skills,
and meeting with new person through job. The people also works to be an part of and contributes
in community by helping others (Courpasson, D. and Younes, D., 2018). The working of an
individual brings job satisfaction by choosing job of their interest and human relationship are
enhanced. The study covers motivation, its types and theory of motivation. Further, factors of
motivation motivating employees to work with positive and negative factors that is experienced
by employees in their job roles and to cope with negative factors some strategies is been also
detailed.
MAIN BODY
Meaning of Motivation
It is an crucial aspect in setting and achieving the objectives which is a desire of acting in
a service of goal. The motivation is defined as set of psychological force that compels to take
action for accomplishing something. The motivation brings change in behaviour, thoughts,
feelings and relationship either in self or environment (Heng, T.T and et.al., 2021). It is an
internal process which is influenced by satisfaction of needs that is essential for well-being and
growth. In drives and motives it is divided which is an act of stimulating someone or oneself.
The types of motivation are as follows-
 Intrinsic motivation- It is defined as those things which motivates person for the aim of
being internally rewarded. The activity are based on personal satisfaction or for fun
without expecting any external praise. For example learning new things, playing games
or sports.
 Extrinsic motivation- It defines to performing any task for gaining external rewards
which can be financial gain, perks, benefits etc. It stands for external drive which can be
either compensation and punishment. The compensation involves salary, bonus, money

etc. and punishment involves judgement, blame, fines and many more. It comes from
someone or something else outside of person being motivated.
Maslow’s need hierarchy theory
It is the most influential theory in workplace presented by Abraham Maslow in 1943 in
its hierarchy of needs as a motivational model. This theory presents employees are motivated for
satisfying their basic needs which is arranged in hierarchy form (Hobson, P., 2019). The needs
starts with prime physical needs and progress up to need for personal growth and career
development.
 Physiological needs- This need are related to basic human life which involves food,
water, shelter, clothing and air which are necessary for survival and maintenance of
human life. This needs are satisfied firstly before emerging of higher level needs. The
salary is an motivating factor for employee in workplace which allows to fulfil its basic
needs.
 Safety needs- This is also known as security need which employees wants in the
workplace. It is an expression of economic security and protection from physical dangers.
In order to meet this need it requires money and individual is promoted for more
working. The needs of employees are align with safe working environment and managers
guarantee of no security threats (Kolts, R. and Gilbert, P., 2018).
 Social needs- The person is social being which is interested in social interaction,
companionship, belongingness. The individuals prefers to work in groups. The workplace
fulfils this needs by creating opportunities for employees to create bond and team
building activities.
 Esteem needs- This is need of self-respect which considers self-confidence,
achievements, competence, knowledge etc. In the organisation it brings strength,
capabilities by fulfilling esteem needs on an individual. The inability of fulfilling this can
results in weakness, helplessness etc. In workplace the employees receive recognition
which makes them feel confident in work. The self esteem of an employee can be build
providing positive feedback and recognising achievements in workplace.
 Self-actualization needs- It is an final need in hierarchy level which defines to
fulfilment. It means to become actualized in what one is potentially is good at. It is an

motivation of transforming self perception into reality. To reach at this level the
employees in workplace seeks to achieve complex and long term and personal goals.
Factors motivating employees to work
 Appreciation or recognition- The employees in the organisation feels goods regarding
their work and accomplishments through recognition. To strength the employees
particular efforts they are recognised and praise by which a business can be benefited.
The more recognizing behaviour more frequently an employee repeats.
 Positive working culture-The company culture has major role in motivating employee
as is being found that strong correlation between employees makes them feel happy and
valued at work. The organisation culture is personality which makes different from others
and talent is attracted (Lovett, S., 2020).
 Professional development opportunities-The employees in the workplace feels
motivated when they have lot of opportunities for growth and professional development.
The opportunity is provided to increase their skills and becoming more efficient by
creating sense of accomplishment & pride for motivating employees and ultimately
impacts on overall success of organisation through win-win situation.
Positive factors experiencing in job roles
 Working environment- It is essential for employees to provide an contributing
environment for overall development. The employees needs healthy and safe
environment by catering personal comforts and facilities of doing job. The supportive and
friendly working environment leads to job satisfaction through motivation.
 Promotion- The promotion opportunities effect on job satisfaction as it is taken in
different forms and have variety of accompanying rewards. The employees motivation
appeals to lifestyle career anchor. This helps an employee in producing high quality work
and recognition is received for performing work.
 Rewards and recognition- It is an important motivational factor which is connected with
performance and developed by mangers. The rewards involve increase in pay and
promotion which is required to achieve an particular goal. This helps employees in
motivation by leading an positive behaviour to perform task in most efficient way and
reinforcing good performance (Persson, R.S. and Aktas, V., 2018).

Negative factors experiencing in job roles
 Poor management- In organisation the management team has an important role as
managers have responsibility of motivating employees, planning, organising and
controlling organisation. The prime reason of poor performance is due to poor
management in workplace. The managers having poor leadership skills offers little
feedback on employee performance which creates dissatisfaction in employees.
 Conflicts in workplace- In the organisation different people have diverse perspective
and opinions of doing work as some task are performed in group team. The creation of
tension and conflicts in workplace brings dissatisfaction in employees and not able to
receive same level of motivation which creates disharmony towards work.
 Job stress- It is an condition occurring while several factors interact with employees and
their balance of physiological is disturbed. Through job stress employees feel tension
which affects emotion and thought process leading to dissatisfaction. The job stress can
be occurred through high workload given to employees or unable to meet demands of
work which ultimately creates negative impact on employees having low participation in
organisation activities (Wong, S., 2018).
Strategies to cope with negative factors
 Opportunity to express opinions- The organisation employees must be offered an
opportunity of expressing opinions regarding policies and procedures about workplace as
to remove negative factors. The impact of change must be recognised in such area like
hours, pay, overtime hours etc. It is essential to provide timely and proactive responses to
concerned question.
 Providing trust and respect- The companies employees must be treated as trustworthy
and respected. The trust begins when new employee is recruited and their performance is
verified with contribution over time by confirming their original position. This makes the
employees feel motivated which reduces negativity.
 Be a leader- In the organisation there must be an appropriate leadership and strategic
framework which involves mission, vision, values and goals. The employees wants to
feel as part of something by providing them proper direction which helps in bringing
desired outcome. The employees are able to make better decisions by empowering them

information that is align with overall direction. The motivation can be provided anywhere
in office or some other place.
CONCLUSION
It is being concluded from above study that employee engagement is a desire of
increasing employee motivation and more commitment towards the job & organisation. The
motivation is an work performed by manager for inspiring, encouraging and compelling
employees for accomplishing desired goals. The proper motivated employee is able to produce
excellent results putting facilities in good use. The motivated employees contributes in
organisational results in performance. The employees are motivated with different factors in
workplace which puts both positive and negative impact while experiencing in their job roles.
References:
Books and Journals
Courpasson, D. and Younes, D., 2018. Double or quits: Understanding the links between secrecy
and creativity in a project development process. Organization Studies, 39(2-3), pp.271-
295.
Heng, T.T and et.al., 2021. Understanding the interaction of assessment, learning and context:
Insights from Singapore. Educational Research, 63(1), pp.65-79.
Hobson, P., 2019. Enabling people with dementia: Understanding and implementing person-
centred care. Springer Nature.
Kolts, R. and Gilbert, P., 2018. Understanding and Using Compassion‐Focused Therapy in
Forensic Settings. The Wiley Blackwell handbook of forensic neuroscience, 1, pp.725-
754.
Lovett, S., 2020. Understanding values embedded in the leadership of reciprocal professional
learning by teachers. Professional Development in Education, 46(4), pp.593-606.
Persson, R.S. and Aktas, V., 2018. Understanding why an immigrant neurosurgeon is driving
your taxi: On highly qualified foreign labour looking for work in your country.
In Human resource management: A Nordic perspective (pp. 153-162). Routledge.
Wong, S., 2018. Traveling with blindness: A qualitative space-time approach to understanding
visual impairment and urban mobility. Health & Place, 49, pp.85-92.