Employee Motivation: Factors, Strategies, and Workplace Dynamics

This report delves into the multifaceted factors that drive employee motivation, examining both intrinsic and extrinsic elements. It outlines various means of motivation, including salary, promotion, and work environment, and explores the impact of both positive and negative factors on employee experience. The report highlights several theories, such as Maslow's hierarchy of needs and Taylor's scientific management, to provide a comprehensive understanding of motivational concepts. It identifies negative aspects such as work stress, job insecurity, and poor communication, while also suggesting strategies for improvement, including effective communication, clear policies, and regular feedback. The report concludes by emphasizing the importance of understanding and addressing these factors to enhance employee productivity and overall workplace satisfaction.

Understanding why
people work
Table of Contents

INTRODUCTION...........................................................................................................................3
TASK...............................................................................................................................................3
Means of motivation....................................................................................................................3
Several factors to motivate employee at work.............................................................................3
Positive factor that employee experience in job roles.................................................................4
Negative factor that employee experience in job roles................................................................5
Strategies to improve negative factor of employee experience...................................................5
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
This report aim towards factors of people work and outline several element of motivation
which push the limits of people in order to perform respective job role or any type of task.
Motivation influence people for continuous work done in positive manner. Apart from this, in
work culture environment there are several factors such as positive and negative that majorly
affected respective job role and profile. This will result in generation of mental as well as
physical aspect in negative along with positive outcome. In this report this concept is discuss in
detail. The report also combines of several theories for better understanding and view point.
TASK
Means of motivation
Motivation is also known as mental as well as physiological force that influence people
behaviour on group or individual basis. The intrinsic and extrinsic are two elements or type of
motivation take place in work (Alzahrani, 2018). The intrinsic motivation involves psychological
aspect in order to motivate or encourage person so that employee can achieve competitive
advantage for company. This type of motivation is associated with Maslow need hierarchy
theory of motivation that involves physiological, safety, belongingness, self esteem and after that
reach at maximum potential in respect of self actualisation need. On the other hand extrinsic
motivation aim towards outside needs of motivation in workplace such as recognition, rewards,
benefits perks etc. This type of motivation is associated with Taylors scientific management
theory that aims towards extrinsic motivation (Delaney, 2017). If company gives more benefits
to employee then they will get highly motivate and result in more productive way.
Several factors to motivate employee at work
Motivation factor is much important in working environment because through this
workforce easily achieve their pre determine target. High satisfied employee will deliver
productive outcome for progress of company. There are several factors that motivates
employee at work such as salary, promotion and work environment.
Salary- One of the major reason for employee in going and performing work in order to
create more income or money to live a life. Money is the greater source of motivation for
people. As per Maslow theory financial motivation is greater factor to motivate employee
motivation. Taylor theory of motivation also consist of money as a greater source of

motivation That is why salary act as motivation factor among workforce, this will
facilitate more positive outcome in favour of company.
Promotion- Every company wants that their best talented employee retain and attached
with company so that it will improve growth as well as profitability of company. So it is one of
the responsibilities of company to retain best workforce. Promotion act as motivation factor for
employee to work (Dipboye, 2018). Being promoted will brings confidence and sense of
reorganisation in working culture will boost level of motivation. According to Taylor scientific
management, reward and promotion act as motivation factor that retain best workforce. Apart
from this Maslow need hierarchy theory facilitated promotions in employee so that it will
improve level of job security among workforce. Promotions influence greater motivation level in
order to perform work and provide several benefits in business process.
Work environment- Working environment is most important and acts as a motivation
factor that influence employee to work. It is associated with the surrounding in which employee
perform and deliver its particular task. Work environment affect physically as well as non
physical in performance of employee. This majorly influence motivation factor in working
environment. If the working environment deliver positive, healthy, good quality environment
then this will encourage employee as well as motivation of staff. If negative working
environment take place then it will act as demotivator factor in employee while execution of
operations. This will reduce value of company in terms of net worth. According to Herzberg’s
theory working condition play important role in deliver satisfaction or dissatisfaction level in
working culture. Dissatisfaction reduce cooperation among workforce in achieving
organisational goal (Flynn, 2018). Working environment combines of positive as well as
negative factor. With the help of positive working environment company can improve the level
of motivation among workforce and reduce the level of dissatisfaction. This improve overall
objective of company and result in favourable productive outcome.
Positive factor that employee experience in job roles
There are several benefits of positive factor that employee experience in workforce. This
will leads towards good quality of living. It helps in fulfilling need of materialistic things
as well as support positive and healthy well being. Positive factor of working delivers
potential opportunity for overall personal and professional development of workforce. This
will ensure mental well being and self esteem of employee. Apart from these positive

factors employee can experience strong sense of social outlook in order to satisfy purpose
of life. This will upgrade living standard of employee and staff. Financial monetary
benefits result in positive experience in workplace as they are getting appropriate amount
of benefit in return of its work contribution. This will improve social recognition and status
of employee and improve living standard of people.
Negative factor that employee experience in job roles
There are several negative factors that affect the employee experience at job roles. The
stress of work deliver negative impact in personal working environment as well professional.
Stress of work encourage lots of health issue in employee. Company need to identify risk
assessment as well as stress in working environment for company benefit. Several negative
factors combines of like execs demands generated by entity in order to deliver more work. Some
times employee get insecure about their job profile in company. Conflict with management,
human resource and colleagues will act as negative factor among employee experience
(IRANBAN, 2019). Lack of training or education secession among employee leads negative
experience at workforce. Because each employee wants to upgrade their knowledge and skill for
betterment of personal and professional development. Inappropriate communication and non
travelling commitment will act as negative experience in working environment. In appropriate
structure of compensation will discourage employee (Mitchell, 2020). Lack of bonus will bring
lots of negative factor in working environment. When company not appreciate employee in
return of his work, this cause negativity in working environment. Negativity occurs in minds of
employee if they do not get salary in income. Unfair treatment will produce negative thoughts in
minds of workforce.
Strategies to improve negative factor of employee experience
Here are some strategies by which company can improve negative factor of employee
experience.
Communicative relationship- Through effective communication at all level of
workforce ensure positive relation among employee. This aid in reducing negative factor in
employee experience. This will build healthy relation from top to bottom level. Employee
and management can easily convey their message. This will provide proper direction in
operation of business process.

Participation in active interest- Company must participate or engage in active interest
of employee so no negative experience will take place in workforce. Company must
provide regular salary, compensation, perk, benefit, promotion etc. in favour of employee
to eliminate negative experience at work force.
Clear cut policies- Company must have clear cut policies with concern of safety and
security of employee in order to eliminate negative experience (Roone, 2018). Policies
have to design in such constructing way so that each employee can easily understand
structure of company so that no confusion will occur in workplace.
Background check- While hiring appropriate candidate HR must ensure to check
candidate background so that best employee will select who develop positivity in working
environment. Lazy, or arrogant employee will cause lots of issues and create more
problems while operations. So it is necessary for HR to hire or appoint employee on basis
of background check, because criminal background employee will not contribute positivity
at job profile and influence other positive employee.
Encourage solution of problems- By encouraging participation of employee in decision
making will deliberately provide productive solution of their problems. They must appraise
solution of respective problem associated with employee and try to resolve employee like
leave, conflict among management as well colleagues (Wright, 2017). Encouraging
productive solution of employee problems will reduce lots of negativity in experience of
employee.
Feedback- Through regular feedback from employee help company in analysing factor
of negative experience at work force. After addressing factors of negativity, company must
try to resolve many conflict associated with employee. This will remove negativity in
employee experience. As employee feel that they are valuable and well recognised by
company.

CONCLUSION
From the above report is has been concluded that several reasons are there of people work
that influence or motivates then in order to perform respective task. For motivation of prople
work is implemented in people differently as each human being is different. There is no
particular pre define methodology to motivate person. Company must encourage and
motivate employee by several motivation theories in order to raise performance of
workforce. This will leads towards positive and negative elements which are associated with
theories of motivation. Through motivation people can increase productivity in performing
any particular task. This will improve life of individual personal as well as professional by
maintain balance in life.

REFERENCES
Books and Journals
Alzahrani, A., Johnson, C. and Altamimi, S., 2018, May. Information security policy
compliance: Investigating the role of intrinsic motivation towards policy compliance in
the organisation. In 2018 4th International Conference on Information Management
(ICIM) (pp. 125-132). IEEE.
Delaney, M.L. and Royal, M.A., 2017. Breaking engagement apart: The role of intrinsic and
extrinsic motivation in engagement strategies. Industrial and Organizational
Psychology. 10(1). pp.127-140.
Dipboye, R.L., 2018. Work motivation. In The Emerald Review of Industrial and Organizational
Psychology. Emerald Publishing Limited.
Flynn, M.A., Castellanos, E. and Flores-Andrade, A., 2018. Safety across cultures:
Understanding the challenges. Professional safety. 63(01). pp.28-32.
IRANBAN, S.J., 2019. Investigating organizational and psychological variables related to
employee's job motivation.
Mitchell, R., Schuster, L. and Jin, H.S., 2020. Gamification and the impact of extrinsic
motivation on needs satisfaction: Making work fun?. Journal of Business Research. 106.
pp.323-330.
Rooney, R.H. and Mirick, R.G. eds., 2018. Strategies for work with involuntary clients.
Columbia University Press.
Wright, B.E., Hassan, S. and Christensen, R.K., 2017. Job choice and performance: Revisiting
core assumptions about public service motivation. International Public Management
Journal. 20(1). pp.108-131.