Report on Understanding Why People Work: Motivation Factors

This report delves into the multifaceted concept of motivation, examining its intrinsic and extrinsic forms and its pivotal role in individual and organizational success. It identifies key factors such as monetary incentives, promotions, working environment, and recognition as significant drivers of employee motivation. The report further analyzes the positive impacts of motivation, including reduced absenteeism and turnover, improved relationships between workers and management, enhanced employee performance, job satisfaction, and improved product quality and customer service. Conversely, it also addresses the negative impacts, such as fostering unhealthy competition and a focus solely on incentives, potentially hindering personal development and creating workplace conflicts. The report concludes that motivated employees are invaluable assets to a company, contributing to higher productivity and profitability, and emphasizes the importance of prioritizing employee motivation to reduce turnover and foster a positive and productive work environment. Desklib provides access to this report and many other study resources for students.

Understanding why people work

Contents
Introduction...........................................................................................................................................3
What does motivation mean?.................................................................................................................4
What factors motivates people to work?................................................................................................4
Positive impact of motivation................................................................................................................5
Negative impact of motivation..............................................................................................................6
Conclusion.............................................................................................................................................7
References.............................................................................................................................................8

Introduction
Motivation includes the social, biological, cognitive and emotional forces that activate
a individual’s behavior. It is known as the mental a physiological force in which an individual
behavior is dependent. Motivation helps the individual or employees in the organization to
build their personality and can work effectively and efficiently toward work goals. In today’s
life biggest question arises that why do people work, they work to earn their cost of living
and in an organization, it is important to motivate their employee to achieve their self and
organizational goal. This report includes the analysis of why do people work, it also included
the factors that motivate people for continuing their job role and in achieving organizational
goal. This report also involves the positive and negative impact of motivation in an
organization. It also involves the different theories of motivation which can be used to
motivate employees.

What does motivation mean?
Motivation is known as the core of being successful in life or in an organization. It
drives interest, joy and passion to fulfill the organizational goal and optimism to face failure.
There are two types of motivation found in an organization that are Intrinsic and Extrinsic
motivation. Intrinsic motivation is a self-motivation and known as a internal factor to meet
individuals personal needs (Papouli, 2019). In this motivation there are five needs of
motivation which includes physiological needs which is a need of food and water one it is
satisfied an individual desires of safety needs includes the shelter and basic needs of
Individual then comes to belongingness which is the personal love and care which an
individual is desired of, then comes up esteem which is a appreciation or being appreciated
by the other individual and the last self-actualization which an employees get in the terms of
perk in an organization. The other type of motivation is extrinsic motivation which is on the
external terms it is the external needs which an employee is desired of rather than self-
motivation. It is a reward or bonus for working extra of in more effective and efficient
working to earn organizational goal (Gorichanaz, 2020). It also involves the rewards like
money, praise, trophies and social recognition in the organization. The extra reward system
makes employee motivated and they will to work harder to achieve the reward and
appreciation from top management. If the employees are motivated it will affect the
organizational growth and profitability. Motivated employee work more happily and give
there best and maintain their decorum in the organization. There is various importance of
motivation it not only makes employee efficient toward goals but also improve well being
and happiness overall. Employees also get motivated when each employee are treated equally
and fairly, Employees do not get bore with there work and started developing more interest
and know the work importance more properly. A motivated employee is a sword of an
organization for an uncertain situation and problems which can affect the organization.
What factors motivates people to work?
It’s always a blurry concept that what will exactly motivate an employee to work but
through various surveys and research some important factors have been highlighted that are
employees get motivation in monetary terms, recognition, promotions, working environment
etc. These factors majorly influence the employees which lead to higher productivity in the
organization.
Money
In organization term it is known as salary, it is considered as a main worth motivation factor
for which an employee work. Making good money is the need of every people in today’s time
as it is a cost of living, it makes employees to work hard that they will get paid for their hard
work (Mancuso Brehm, 2019). It become real motivator if employees get good wage according
to their efforts and working hours and skills they are investing in an organization. If
organization does not pay up to the mark to the employees, they start losing the interest and
which leads to switching the job.

Promotions
Promotion is the other factor that motivate employees to work hard in an organization (Cohen,
2018). Promotions help the employees in such a way when employees hard work takes into
consideration and promote their position in organization for their individual growth and
development and by which employees gets more motivated and use their unique skills and
qualities in expectation of next promotion, it not only balances the business operations in
right way but also increases the overall productivity and profitability of the organization.
Working Environment
Working environment plays a vital role in employees’ motivation, it includes the physical
sitting, organizational culture and surrounding environment of the organization. In working
environment, it also involves the systems, tools, processes and structures of the organization.
It is the workplace where employees have to spend their working hours and it is important for
the organization to maintain the proper decorum and healthy working condition for
employees which motivates employee to come regularly and work (Orgambídez, and Benítez,
2021). Working environment also involve celebrating festivals, playing games to fresh the
mind of employees, doing skillful activities which also improves the knowledge and develop
the skills and leads to employee’s personal development.
Appreciation and recognition
Recognizing the hard work and effort in front of organization and team motivates the
employees to work harder to be also recognized or appreciated next time. It not only
motivates those employees it also motivates other employees who are seeing their
appreciation and also motivates them and develop a competition between them to be
appreciated and recognized in front of organization (Flynn, Castellanos, and Flores-Andrade,
2018). Employees take appreciation as their pride and work more hard which benefits
employees as well as the organization in developing.
Positive impact of motivation
There are various positive impacts of having motivated employees in the organization that are
it lowers the absenteeism level as employees only takes urgent and sick leaves otherwise,
they are always willingly happy to come to work rather than staying at home for no reasons
(Grealy, Driscoll, and Hickey-Moody, 2018). It had reduced the employee’s turnover rate which
had profited both employees and organization as employees has the stability and experience
in the organization and business had the profit as increases the productivity level and reduces
the recruitment and training cost of organization. Motivation had improved the relationship
between the workers and the management as motivated employee accepts and understand the
decisions of managers similarly managers understand the problems of employees and keep
friendly formal terms which does not lead to any kind of conflicts and disputes. Motivation
has drastically improved the employee’s performance surveys analysis that employees are
motivated towards their work and prioritize it on first level, their started being punctual and
focuses on their daily targets by setting their individual goals (Bernacki, Greene, and Crompton,
2020). It has profited the business and it has increased the overall productivity and business
operation. It had provided job satisfaction to the employees as they are happy with their jobs

in monetary and non-monetary terms by receiving appreciation to hard work and bonus and
incentives on good work. Motivation has increased the quality of products and improved in
customer services as an motivated employee is more into hard work and had created high
standards of the company and put all their efforts and skills to provide best quality to their
customers.
Negative impact of motivation
There are some negative impacts also of motivation or a motivated employee. The most
concerned negative impact of motivation is as a motivated employee always stay in the
competition and develop a jealousy factor for other employees and tries to harm to get
succeed and being appreciated (Naeem, Zehra, and Ghani, 2021). This not only demotivates
other employees but also stops the personal development of an employee as after they will
not focus on developing their skills and knowledge which ultimately faces demotivation from
the organization. This also creates conflicts in workplace which destroys the positive
environment of the company. The other most concerned impact is employees only focuses on
incentives, they only desire to complete the assigned task for better salary growth and
incentives and does not push more for their own development, they just feel satisfied after
getting the incentives and the cycles goes on this has created a trap for employees which is
not making them indulge in new working culture or environment (Irwin, 2020). Poor
motivational techniques also demotivate the employees, they need proper training and
communication not just a monetary benefit. It diminishes the productivity of the organization
and for employees also the workplace can become toxic.

Conclusion
This report concludes that an motivated employees are the sword of company, if the
employee is motivated it will do there work effectively and efficiently which will lead to
higher productivity and profit in the organization. Motivation is important in each
organization for the business, personal and mental development of employees. This report has
also analyzed that a demotivated employee can never be an asset to the organization and will
switch the firm easily. The environment of not just taking but also giving is known as
motivation. For earning higher profit and to reduce the employee turnover rate an employee
motivation should be top priority of any organization.

References
Books & Journals
Papouli, E., 2019. Diversity dolls: A creative teaching method for encouraging social work students to
develop empathy and understanding for vulnerable populations. Social Work
Education, 38(2), pp.241-260.
Gorichanaz, T., 2020. Understanding and information in the work of visual artists. Journal of the
Association for Information Science and Technology, 71(6), pp.685-695.
Mancuso Brehm, V., 2019. Respecting communities: languages and cultural understanding in
international development work. Development in Practice, 29(4), pp.534-537.
Cohen, A., 2018. Counterproductive work behaviors: Understanding the dark side of personalities in
organizational Life. Routledge.
Orgambídez, A. and Benítez, M., 2021. Understanding the link between work engagement and
affective organisational commitment: The moderating effect of role stress. International
Journal of Psychology.
Flynn, M.A., Castellanos, E. and Flores-Andrade, A., 2018. Safety across cultures: Understanding the
challenges. Professional safety, 63(01), pp.28-32.
Grealy, L., Driscoll, C. and Hickey-Moody, A. eds., 2018. Youth, technology, governance, experience:
Adults understanding young people. Routledge.
Bernacki, M.L., Greene, J.A. and Crompton, H., 2020. Mobile technology, learning, and achievement:
Advances in understanding and measuring the role of mobile technology in
education. Contemporary Educational Psychology, 60, p.101827.
Naeem, M., Zehra, A and Ghani, S., 2021. Understanding youth participation to volunteer for child
rights. Child Abuse & Neglect, 119, p.104793.
Irwin, H., 2020. Communicating with Asia: Understanding people and customs. Routledge.