Employee Attitudes and Motivation: BMP3004 Report Analysis

This report delves into the multifaceted realm of employee motivation, examining the various factors that drive individuals within an organizational context. It expands upon previous analyses, focusing on a case study of John's electrical business and the diverse regional areas it encompasses. The report meticulously dissects the core elements that influence employee motivation, including salary, non-monetary incentives, relationships with colleagues, organizational culture, learning and development opportunities, organizational processes, and the significance of performing meaningful work. Furthermore, it identifies positive factors that enhance job satisfaction, such as employee engagement, stability, and an inclusive culture, alongside negative factors like job stress and high employee turnover. The report also highlights the importance of individual skill sets, such as problem-solving and interpersonal skills, and the role of intrinsic motivation. The conclusion underscores the impact of these factors on employee performance, encompassing emotional intelligence, knowledge management, and performance management skills, ultimately shaping both positive and negative outcomes in the professional sphere.

Understanding
why people work
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Table of Contents
Introduction......................................................................................................................................3
Main body........................................................................................................................................3
Conclusion.......................................................................................................................................7
REFERENCES................................................................................................................................7
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Introduction
There are different factors in a business organisation that can motivate employees to work. For
this purpose present report is based on expansion of the scenario discussed in assessment 1.
There is analysis of the case study about John electrical business and the different regional areas
that were part of organisation functioning. Further there is expansion about the different factors
that can motivate employees to work in organisation (Wang, Hung and Huang, 2019). John is
also willing to analyse different positive and negative factors that can affect employee
experiences as a result of the present job roles. For this purpose there is an analysis of different
aspects in context of organisational functioning.
Main body
Factors affecting employee motivation
There are some of the associated factors that are affecting the present level of employee
motivation. Motivation is a reason that drives actions in an individual. It is associated with the
way individual is performing certain activities and tasks to achieve the desired outcomes. In an
organisation as long as these outcomes are positive then this task can help employees in
enhancing their performance level (PawirosumartoSarjana and Gunawan, 2017). The key in
John's organisation is related with identification of factors that are driving the behaviour of each
individual. All the motivation factors are very important in considering the final outcomes
because an employ believes there they are capable of performing the tasks that are expected from
them. So in every organisation it is the responsibility of entrepreneur to identify the main factors
that drive employee behaviour for this there are some of the major components that are discussed
below to understand the factors that are causing a direct impact on employee motivation as
mentioned below.
 Salary: It related with receiving regular payment in reference to working regularly in an
organisation. For permanent employees this factor is not considered as a motivational
factor because it is a basic need that is expected to be satisfied by the employer. Salary is
a short term satisfaction because in long term Salary is not a factor that can enhance the
performance of employee or act as a motivational factor.
 Non monetary incentives: There are some of the non financial rewards that is a way of
satisfying self actualization needs and ego of employees. It includes acknowledging
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extraordinary performance, creating positive working environment, enhancing present
employer morale and recognising some higher performance standards that are achieved
by a particular individual (Alaghbari, Al-Sakkaf and Sultan, 2019). Non monetary
incentives are very important in fulfilling organisational objectives at relatively low cost.
These non financial incentives are executed immediately as opposed to other financial
rewards in john electrical business.
 Relationship with colleagues: for the purpose of having a positive mind set and a
positive performance level it is very necessary to have effective relationship with
colleagues in john electrical business (Kang and Busser, 2018). Stimulating the process
of developing positive work relationships is very important because it acts as a major
motivation. In John’s entrepreneurial organisation there can be some brainstorming
sessions, team launches, social events that can help in building up of positive relationship
among employees. This is going to help in dealing with negative attitude or experiences
that sometimes lead to loneliness and isolation of individual that affects their motivation
level.
 Organisation culture: The internal culture of organisation is reason by which employee’s
performance in organisation is determined. Employees are having consciousness for the
culture in which they are working that has to be aligned with the professional goals. In
John’s entrepreneurial organisation the extent to which employees will be aligning their
goals set by the employer will have a direct impact on the clarity and strength of
employee’s values. The organisational culture includes company’s mission, work
environment, expectations, ethics and value.
 Learning and development opportunities: There are some of learning and development
opportunities that act as a major motivation factor because employees can develop and
progress their present skill level through such opportunities. Self actualization is a need
student aspect of an answering the high performance of employees. If there is lack of
personal development of a professional development it is one of the main causes of
dissatisfaction in organisation. If there are proper opportunities of on the job as well as
off the job training it will lead to learning at john electrical business through mentorship
and stimulates higher employee engagement.
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 Process within an organisation: There are some of the processes that are not a
motivation tool but are closely aligned with the areas of enthusiasm, desire and
willingness of employees (Goh and Jie, 2019). There is division of responsibilities,
access to accountability resources and workload that depends on efficiency as well as
structure of the business.
 Performing meaningful work: This aspect also acts as a motivation factors motivation
means educating employees on the mission and values for which they have to actually. In
this function employees have to be reflected the actual work that they are performing in a
organisation to achieve its overall late vision mission and values. When employees are
feeling valuable in an organisation it acts as a great motivation to increase their Quality
of work and present performance level.
Positive factors affecting job performance: There are some of the factors that are having a
positive impact on job satisfaction level of employees.
Enhancing employee engagement: It is related with enhancing present employee productivity.
When employees are involved in the decision making process through use of various participated
or democratic leadership styles in john electrical business. It creates a sense of belongingness
towards organisation because employees feel that they are being valued by the top management.
Employee engagement can have a positive impact on mind sight by ensuring their well-being and
higher engagement.
Stability: it is a factor that is associated with security and safety of employees in long run. When
employees are offered with future stability prospects then they are willing to contribute more
towards organisation well being (Ndungu, 2017). There is high self indulgence among the
overall workforce that is associated with a sense of stable future.
Inclusive culture: while employees are successfully able to develop a diverse and inclusive
culture at workplace it leads to higher comfort in the organisation. When there are realistic and
practical aspects of diversity and inclusion. It will lead to higher contribution from a wide range
of background and demographics in john electrical business.
Negative factors: Some of the factors that are affecting the development of negative mindset for
employees are mentioned below:
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Job stress: while employees are not satisfied with the work they may be likely to report stress.
There can be poor overall moral of employees as they will be affected by the attitude at
workplace. The low job satisfaction coupled with lower employing towards lack of productivity
at the workplace.
High employee turnover: In john electrical business there is no job satisfaction and it may lead
to was higher turnover (Diamantidis and Chatzoglou, 2019). When there is no job satisfaction
whether in terms of monetary or other associated factors and employees are willing to switch
towards other organisations that lead to a very high employee turnover cost.
Technology contribution: in new start-ups technology is playing a very important role towards
enhancing the great staff experiences and their present motivation level. In various
entrepreneurial ventures like john electrical business if there is a strong staff experience with
bureaucratic technology it can help in easy to learning opportunities for the workforce. When
employees are offered with quick learning and development opportunities then it leads to
enhancing their motivation level because their competence to perform existing roles and
responsibilities has been increased.
Individual skill sets
There are certain individual skill sets that are very important for personal development of
employees and are affecting their performance in organisations:
Problem solving skill: many times there are conflicts that may arise in team functioning in
regular organisation functioning. Employee is required to open their opinions and ideas to others
it helps in enhancing their ability to work as well as finding best solutions.
Interpersonal skills: These skills are also regarded as people skills that are communicating;
interacting that is employees are able to be able to display such skills that can help in their future
development.
Intrinsically motivated: Employers always require a workforce that possess an intrinsic level of
motivation accompanied by ambition, confidence, dependability and determination. When
employees possess intrinsic motivation then it leads to higher performance in the organisation
because then there is no requirement of monetary or non monetary incentive for motivating
employees.
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Conclusion
It is concluded from the above discussed aspects that there are various different factors that are
associated with motivating employees at workplace. Positive and negative factors affecting
employee experiences are a result from their job roles. There are some of the necessary skill sets
that affect the present functioning of employee it includes emotional intelligence, knowledge
management, personal development and performance management skills. All these factors have
a direct impact on positive and negative output from employees as an individual working in
professional environment.
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REFERENCES
Books & Journal
Diamantidis, A.D. and Chatzoglou, P., 2019. Factors affecting employee performance: an
empirical approach. International Journal of Productivity and Performance Management.
Ndungu, D.N., 2017. The Effects of Rewards and Recognition on Employee Performance in
Public Educational Institutions: A Case of Kenyatta University, Kenya. Global Journal of
Management and Business Research.
Goh, E. and Jie, F., 2019. To waste or not to waste: Exploring motivational factors of Generation
Z hospitality employees towards food wastage in the hospitality industry. International
Journal of Hospitality Management, 80, pp.126-135.
Kang, H.J.A. and Busser, J.A., 2018. Impact of service climate and psychological capital on
employee engagement: The role of organizational hierarchy. International Journal of
Hospitality Management, 75, pp.1-9.
Alaghbari, W., Al-Sakkaf, A.A. and Sultan, B., 2019. Factors affecting construction labour
productivity in Yemen. International Journal of Construction Management, 19(1), pp.79-
91.
Pawirosumarto, S., Sarjana, P.K. and Gunawan, R., 2017. The effect of work environment,
leadership style, and organizational culture towards job satisfaction and its implication
towards employee performance in Parador Hotels and Resorts, Indonesia. International
Journal of Law and Management.
Wang, S., Hung, K. and Huang, W.J., 2019. Motivations for entrepreneurship in the tourism and
hospitality sector: A social cognitive theory perspective. International Journal of
Hospitality Management, 78, pp.78-88.
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