BSc (Hons) Business Management - BMP3004: World of Work Report

This report, prepared for a BSc (Hons) Business Management course, delves into the concept of motivation in the workplace. It begins by defining motivation and exploring Maslow's Hierarchy of Needs, outlining physiological, safety, social, esteem, and self-actualization needs. The report then examines various factors that motivate employees, including salary, promotion, and work environment, while also differentiating between extrinsic and intrinsic motivation. Furthermore, it discusses positive experiences resulting from job roles, such as personal commitment and quality of leadership, and contrasts these with negative factors like workplace conflicts and insufficient communication. Finally, the report proposes strategies to cope with these negative factors, emphasizing effective communication, the application of Maslow's hierarchy, and offering incentives and growth opportunities. The conclusion reinforces the importance of understanding and addressing employee needs for enhanced workplace performance and satisfaction.

BSc (Hons) Business Management with
Foundation
BMP3004
World of Work
Understanding why people work
Submitted by:
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Contents
Introduction 1
What does Motivation Mean? 1
The various factors which motivate employees to work
3
The positive factors employees experience as a result of their
job roles 4
The negative factors employees experience as a result of their
job roles 4
Strategies to cope with negative factors employees
experience as a result of their job roles 5
Conclusion 6
References 6

Introduction
Motivation basically refers to the process that initiates, guides and direct a
goal oriented behavior in the employees. Thus, having high level of motivation is
important and vital for all business organisation as it supports higher efficiency level
and employee performance to achieve set organizational goals (Pink, 2021). The
current report comprises of a discussion about the meaning of motivation along with
Maslow’s hierarchy of need theory. Further, a discussion about the various factors
which motivate employees to work along with positive and negative experience in job
role is also made.
What does Motivation Mean?
The definition of motivation comprises of an instance or providing with a
reason to someone to act in an efficient and certain way to achieve the set goals and
targets (Susana, 2021). The three most important words that comprises within the
definition of motivation are needs, value and goals. Thus, the process of motivation
within a firm comprises of identifying the needs of employees along with the
analyzing their values and most important things that creates a driving force to act
and move towards the accomplishment of goals and desired outcomes. Further, an
analysis can be made out that the concept of motivation is important and crucial for a
business organisation as it allows employees to have a change behavior and
develop positive competencies in them which comprises of creativity, growing
interests, developing talents and boosting engagement which are vital for better
accomplishment and achievement of set organizational goals (Nickolauson, 2021).
Maslow’s Hierarchy theory
The first and foremost step of motivation comprises of identifying the needs
and expectation of an individuals. The Maslow’s Hierarchy theory was given by
Abraham Maslow who was a well-known American psychologist and has developed
the hierarchy of the needs which explain the human motivation in a systematic way.
The Maslow’s Theory has suggested that all people used to have a large number of
the basic needs which must be effectively met to motivate and direct an individual’s
towards improved performance by the way of pursing social, emotional and self-
actualizing needs (Ning, 2021). Discussion about these five categories of needs
provided by the Maslow’s Hierarchy of needs which plays a vital role in directing and
motivating employees towards a set organizational goals are provide below:
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Physiological needs
This comprises of basic as well as the biological needs of a human such as
shelter, food, clothes, water, etc. Fulfilment of these Physiological needs are set to
be considered necessary for the living and survival of an employee therefore it is
vital that an organisation must fulfill these needs in order to make its employee
function in a more effective manner.
Safety needs
This comprises of having a sense of safety through having protection from all
kind of harmful elements along with abiding with the security and safety along with
meeting law and stability at workplace along with freedom from all sort of fear. It is
vital for an organisation to provide a secure environment to ensure sense of
protection that is free from all threats of physical as well as psychological harm
( Kanfer, Frese and Johnson, 2017).
Social needs
This needs comprises of belongingness feeling along with meeting the social
needs of human beings by the way of ensuring friendship at workplace along with
trust and acceptance in employees and receiving and giving affection and love. It is
considered vital to provide and meet social needs by organisation to have improved
interpersonal relationship that motivates employees along with creating a positive
atmosphere to motivate employees for better performance.
Esteem needs
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These comprises of needs of self-respect and self-esteem which indicates the
high level of confidence, competence, achievement, knowledge and independence
level. Attainment of esteem needs by employees helps in improving their dignity and
provide them with higher job satisfaction and motivation to improve the performance
of employees (Kumar and Verma, 2021).
Self-actualization
This is the upmost needs which comprises of realizing the personal potential
as well as having a feeling of self fulfilment. Beside this, self actualization needs also
comprises of looking for higher personal growth and reaching out the peak
experience. fulfilment of self-actualization needs leads to maximum level of the
motivation in employees which tends to make them more effective as well as self-
motivated.
The main theme of application of Maslow’s hierarchy theory comprises of the
fact that once the lower level needs are satisfied only after that an employee can
reach and move towards the higher level of needs which consists of esteem and
self-actualization.
Further, it has been seen that their two from of motivation comprises of
Extrinsic motivation and Intrinsic motivation. The extrinsic form of motivation is
reward based and driven from external environment of an employee comprises of
fame, praise and money. On the other hand, the intrinsic motivation comprises of act
of doing without having any obvious external rewards and gives an internal feeling of
joy and meet self-interest to have satisfaction and sense of enjoy (Klatt, 2021).
The various factors which motivate employees to work
The key factors which motivates employee to work are discussed as below:
Salary: It comprises the payment which an employee gets from the employer
for their work performed as per the specified employment contract. It comprises of all
form of wages and incentives that are paid for work. Salary plays a vital and most
important role in motivating employees as it meets the financial needs of the
employees that is vital to fulfill their basic physiological needs and other expectation
(Pink, 2021)
Promotion: It basically comprises of the having advancement in the station,
rank or honor of an employees which leads to an intrinsic motivation within an
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individual to perform more efficiently to get a higher rank and honor within a firm.
Thus, promotion act as a vital motivating factor which comprises of a sense of higher
role and responsibility along with improved employee status and higher grade which
motivates to perform in more efficient manner (Susana, 2021).
Work Environment: It is most vital and important aspect that motivates
employees for higher performance by the way of leading a positive and healthy
atmosphere. A positive environment ensures an improved workplace relationship
along with improved guidance and direction that motivates an employee to work in a
more efficient and improved manner.
The positive factors employees experience as a result of their
job roles
The various positive factors and experience that employees can have at
workplace by performing various job roles comprises of Personal Commitment,
Connection with Others, Quality of Leadership, and the Work Environment. Apart
from this, an analysis has been made that the fulfillment and attainment of the
various needs as a result of their job roles is also presented by the Maslow’s
hierarchy theory also leads to positive job role experience and improved motivation
in employees (Nickolauson, 2021). Further, the social needs are also vital to feel
emotionally and mentally stable along with ensuring creation of a positive workplace
environment and healthy relation with the colleagues and supervisor to ensure
improved employee engagement which supports higher motivation and performance
as a result of their job roles. At last, meeting of the self-esteem and actualization
accounts for the highest level of motivation and creates positive job role that inspires
an employee to have improved growth and success within a firm comprises of
respect and skills development for having improved growth opportunity and ensure a
positive experience for the employees by performing their job role in efficient manner
(Ning, 2021).
The negative factors employees experience as a result of their
job roles
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The some of the key negative factors which are experienced by the
employees at workplace comprises of the gossip, Bad management, workplace
conflicts, and other factors that affect employee morale and engagement. Having
insufficient communication is a major factor which leads to negative workplace
experience as it enhances the chances of chaos and confusion at workplace. Apart
from this, having low wages and little or no recognition for achievement and efficient
performance of their job role also hampers the morale of employees and lead to
creation of low motivation and negative impact (Kanfer, Frese and Johnson, 2017).
Lack of employee’s engagement and few growth opportunities also hampers and
negatively impact the experience of the employees through leading not enough
freedom for personal growth and development while performing their job role which
result in negative experience.
Strategies to cope with negative factors employees
experience as a result of their job roles
The main steps that can be adopted by a firm to cope with negative factors
employees experience as a result of their job roles comprises of having proper
communication and coordination at workplace which brings clarity in minds of
employees. Beside this, effective communication also supports improved guidance
and direction fir employees which motivates them to perform their job role in more
appropriate manner and also reduce the chances of chaos and confusion therefore
helps in coping up with negative employee experience. Further, implication of the
Maslow’s hierarchy of needs also helps in coping with negative factors employees
experience as a result of their job roles as it has stated all the needs of an individuals
and employee in five categories which dictates and presents about the individuals
behavior (Kumar and Verma, 2021). Thus, the application of Maslow’s hierarchy
theory reflects the fact that employees start from emphasizing on the lower order
needs in the beginning which consists of meeting physiological needs and having a
sense of security which boost the morale and confidence level of employees and
ensures positive experience from job role. Beside this, offering higher level of
incentives based on employee performance and efficiency level as a result of their
job role would also lead to cope with the factors that are leading negative experience
for employees as a result of their job roles as it meets their financial needs. Offering
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regular training and providing higher growth opportunity and promotion would also
cope with the factors that are leading negative experience for employees as a result
of their job roles through leading improved motivation through recognition and
improved professional rank along with new skills and higher confidence level (Klatt,
2021).
Conclusion
On the basis of current report, a conclusion can be made that the meaning of
motivation comprises of all form of biological, emotional as well as the social and
cognitive forces that activate and leads a positive behavior. Further, it has been
summarized that use of Maslow’s hierarchy theory provides a crucial ad significant
management tools for companies to analysis and identify the needs of their
employee so that effective efforts can be made to motivate them towards
accomplishment of set goals. Beside this, an analysis about positive and negative
experience as a result of job role is also made. At last, it has been summarized that
effective communication and higher inventive are effective ways to cope with
negative factors employees experience as a result of their job roles.
References
Kanfer, R., Frese, M. and Johnson, R.E., 2017. Motivation related to work: A century
of progress. Journal of Applied Psychology, 102(3), p.338.
Klatt, T.J., 2021. Promote or Deter: How Organizations Influence Public Service
Motivation.
Kumar, S. and Verma, S., 2021. ROLE OF ACADEMIC ACHIEVEMENT IN
DEVELOPMENT OF MOTIVATION AND PERSONALITY. Ilkogretim
Online, 20(3).
Nickolauson, A.L., 2021. Lack of Motivation in High School Students: REACH
Curriculum.
Ning, R., 2021. Chinese graduate students in Catalonia: motivation to learn Catalan
in a bilingual society. Journal of Multilingual and Multicultural Development,
pp.1-14.
Pink, T., 2021. Goodness and motivation. Philosophical Explorations, pp.1-16.
Susana, P., 2021. Veganism, Moral Motivation and False Consciousness. Journal of
Agricultural and Environmental Ethics, 34(3).
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