Comprehensive Report on Employee Motivation and Workplace Strategies

This report provides a comprehensive analysis of employee motivation within an organizational setting. It begins by defining motivation, differentiating between intrinsic and extrinsic factors, and then explores various motivational elements such as salary, promotions, and the working environment. The report delves into the positive outcomes associated with job roles, including personal and professional development, while also addressing negative aspects like stress, miscommunication, and potential for laziness. Furthermore, it offers practical strategies for management to mitigate these negative factors, emphasizing clear expectations, training, work-life balance, and fair distribution of responsibilities. The conclusion underscores the complexity of employee motivation and the importance of proactive management in fostering a productive and positive work environment.

Motivation in
Working
Environment

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Meaning of Motivation................................................................................................................1
Motivational factors to the employees.........................................................................................2
Positive factors as a result of Job roles of employees..................................................................3
Negative factors as result of Job roles of employees...................................................................4
Strategies to cope with Negative factors......................................................................................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7
Books and Journals......................................................................................................................7

INTRODUCTION
The report is going to highlight about the Motivational factor of employees in an
organisation. It discusses about various aspects of motivation to employees. What is the meaning
of motivation in an organisation and how different employees perceives it in different manner.
What are different factors that keeps employees motivated and what could be their positive and
negative outcomes. Also different strategies through which negative factors and disadvantages
can better be tackled by the management are discussed in the report. In this way, the report talks
about the needs of employees as well as organisation (Budnick, Rogers. and Barber, 2020). The
purpose of the report is to develop an understanding of the significance of employee's motivation
in and its different aspects and dimensions from the viewpoint of the employees and
management, both.
MAIN BODY
Meaning of Motivation
Motivation of employees is an intangible asset to the organisation. Motivation in
employees can be said the level of enthusiasm, energy, commitment and feeling of pride that the
employees brings on the daily basis while they are working in the organisation, it is the
psychological force that drives them to offer their best possible in work, thus it is asset to the
business and it is important that this asset be maintained to achieve desired levels of efficiency at
work. To keep employees motivated it is important very firstly to understand what are the types
of motivation to which individuals perceives as motivation. So, generally there are two types,
that is Intrinsic and Extrinsic motivation.
Intrinsic motivation is the force and zeal that comes from within an individual. It can be
related to the feeling of pride that an employee acquires from the nature of work that he does,
sense of belongingness to the organisation and attachment with colleagues. Intrinsic motivation
are basically psychological in nature (Firdaus and Handriyono, 2018). These type of motivation
are strongly related with the Maslow's hierarchy theory of needs, which says that employees
tends to reach higher levels in an organisation using their motivation starting from physiological
needs to safety and security needs, social needs and ultimately to fulfilling self esteem and self
actualization.
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Extrinsic motivation are those forces of motivation that are driven by external influences
and material benefits, that generally means that these forces do not come from within an
individual and it perception, rather they pertain to salary, monetary incentives, perks and
requisites, bonuses and other facilities.
Understanding of motivation helps management and higher authorities to perceives their
employees as individual assets to the organisation and not as clones.
Motivational factors to the employees
Achieving the task of motivating employees is a complex one for the management and
employers. Because the level of motivation and its derivation to the employee differs from
individual to individual. Some employees are motivated by money whereas, others are driven
more by psychological forces, some employees suffice from fulfilling their basic needs whereas
others are ambitious in nature (Frazier and Tupper, 2018). Therefore, this requires employers to
be visionary and prudent, so they can anticipate the driving forces in advance and keep
motivation up to the mark, before any hurdles are actually caused at work. Most possible factors
of motivation are discussed in the report as follows.
Salary
Salary and monetary benefits may not be the only but they re one of the most important
motivational factors at the work. It is the main purpose for which any employee think of
working, conception of idea of good salary that is proportionate with the value, skills,
qualifications and talent of employees strikes at the first when an individual decides to opt for
any particular job. This factor is so important because it allows employee to fulfil all other needs,
be it housing, food and clothing, education, health and insurance, safety and security of family,
interest payment of loans etc. It allows employees to raise their standard of living and increase
their competence levels in the society. It is important for individual employees as well their
families (Graves, Sarkis and Gold, 2019). Therefore, it is necessary that any employer should fix
a reasonable amount of salary and other monetary benefits that match with the nature of work,
qualities and qualifications of employees and levels of growth in society.
Promotion
Promotions are those ways through which an employee moves to higher levels of
working in an organisation along with increase in employee's working experience and gaining
values. Promotions are important psychological satisfaction for the employees, it helps them with
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the understanding that their work is being recognised in the organisation and they are getting
valued. All that they do is not going in vein and their efforts are being admired. Promoting one
employee to the higher levels boosts the morale of employee. At the same time it doesn't create
work nature monotonous (Grünewal, Kneip and Kozica, A., 2019). And also makes employees
stay targeted to reach higher levels. This motivational factors comes in different ways for the
employees, but it generally depends on the fact that an employee must obtain value in his work.
The value can be obtained either by experience in the organisation or when an employee
increases levels of skills and learning by obtaining more qualification. But it should be kept in
mind promotions should come with increase in payment levels as a reward for increased
responsibilities.
Working environment
Work environment comprises of all those factors that surrounds the employee in
organisation including oneself. It includes discipline levels in the organisation, types of
communication with the colleagues, relations with the management and among the management
itself, line of duty, delegation of authority, timings of work, days of leisure etc. A safe, healthy
and peaceful environment in the organisation helps employees to just focus on their work and
actual purpose without any other hurdles. This not only motivates employees but also it changes
their perception and help them to develop a serious attitude in other walks of life as well. It
overhauls their personality by making them more productive and sophisticated. This is one the
main outcome that one has to derive from a good job, which not only increase income level but
civilisation levels as well.
Positive factors as a result of Job roles of employees
From a good employment one employee can make many developments in his personal
and professional life both. Starting from the very first point that employment brings income for
an individual which further helps to fulfil needs in other walks of life, where one needs to spend
expenses in the health, safety and development of oneself and their families. These expenses
could be basic in nature as well as expenses that are necessary for social development and attain
certain level of civilisation (Hersona and Sidharta, 2017). Employment is also important to an
individual for mental well being under which an individual derives the feeling of self fulfilment
and obtain worth. This can be understand in the way that work and income increases confidence
levels of individual. An employee construed that all qualification and achievements and skills,
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that one had acquired throughout the life are worthwhile and they are proving beneficial. This
boost one's confidence and encourages to work harder in life in order to develop more quality
and values in self. Employment are gateways to more opportunities and good exposures in life.
By working in an organisation an individual learns many practical experiences of life that could
not have been read in books. It brings that enlightenment which enables a change in outlook and
perceptions which were initially limited in the mind and diverges the thought process. The
personality development, developed mentality and thinking, effective communication and
outlook helps employees for their entire life, and they intend to master in every manner (Ihsani
and Wijayanto, 2020).
Negative factors as result of Job roles of employees
As the fact is evident that, every coin has two sides, similarly employment and job also
comes with some disadvantages and challenges to the employees. There could be some
disadvantages of work to the employees in terms of stresses and overburdening of work. When
employees are pushed to handle work more than their ability it affects their health and morale
levels adversely, and this creates difficulty for them as well as organisation in long run.
Sometimes employees are not completely aware of their skill and abilities and they keep pushing
themselves in light of absent or half knowledge. This time they are probably driven by material
motivations that are not much concrete in nature. This results in negative results over their health
and motivation levels, also their personal life. The reason behind it can also attribute to lack of
training and knowledge imparted by management to the employees. Other negative results in job
roles can be miscommunications with the colleagues or with seniors in the organisation. Such
miscommunication can result in hampered relationships which ultimately affects the efficiency
in achieving goals and targeted results. Also it can lead to marginalisation and seclusion of a
particular employee, bullying and humiliation of employee (Jayawardena and Jayawardena,
2020). Such miscommunication can takes place in the line of work or besides the work in
personal communication. Resulted from job, there can also be negative effect of improved
income levels of employees, whi8ch besides motivating them, can make them sluggish and lazy.
This happens generally in the employees have low satisfaction levels and are non-ambitious.
Once these employees attain a particular level of satisfaction they gets more inclined towards
luxuries and becomes sluggish in nature. Non-fulfilment of their roles by them affects the
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organisational efficiency, also affects morale of other employees. Presence of such employees at
higher levels is more harmful.
Strategies to cope with Negative factors
Negative factors that employees faces in performance of his job roles and responsibilities
are harmful for employees as well as organisation (Octaviannand, Pandjaitan and Kuswanto,
2017). Therefore, the management should try their best to mitigate and at best completely avoid
these factors by adopting favourable steps and policies. It can be done by providing clear outline
of expectations of roles and responsibilities to the employees. Also the employees shall be
imparted well knowledge and training of their job profile and duties and functions thereon. In
short, they must have clarity about the nature of their work, their authorities and powers,
responsibility and accountability, clarity of their direct and seniority to report and basic standards
of discipline in the organisation. This will help avoiding problems of overlapping of work,
miscommunication, useless talks with other employees etc. Also it will bring clarity in minds of
employees and offer them a particular direction. The management in organisation should help
employees in creating a balance between their personal life and professional life. When this
would be done by the management than employees will stop taking extra days of leisure and
leaves and will work with required enthusiasm. Some facilities of paid leaves and options to
work from home be made available in cases of urgency. This will also create a sense that
employees in the organisation are family of organisation, and not machines or puppets. It should
he kept in mind that no employee gets overburdened by the responsibilities and there has to be a
balance between sharing of work and responsibilities among all the employees. For those
employees, who act sluggish and lazy, management better make a clear classification of these
employees, and not mix them with all other employees who perform their duties well. By this
management can keep a good check on these type of employees particularly and take favourable
actions (Yazdanifar, 2018).
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CONCLUSION
From the discussion in the report, it can be concluded that motivation of employees is
though a complex task to understand and a complex process to work on, but at the same time it is
a very important need for the organisation. Management have to maintain their employees
motivated towards the goals and objectives of the organisation in order to achieve timely and
effective desirable results. Although results could be sometimes deviated but hampered
motivation of human assets are more dangerous to the organisation, that can lead organisation in
to a constant declining graph. For this the higher authorities should understand that, even to take
output from machines and computers humans are needed. But humans are not machines. They
have personal life and psychological perception, that better be dealt in according manner.
Motivation of employees is not a one time task for management, but a continuous process.
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REFERENCES
Books and Journals
Budnick, C. J., Rogers, A. P. and Barber, L. K., 2020. The fear of missing out at work:
examining costs and benefits to employee health and motivation. Computers in Human Behavior,
104. p.106161.
Firdaus, V. and Handriyono, H., 2018. The Effect Of Change Management And Managerial Skill
To Employee Motivation.
Frazier, M. L. and Tupper, C., 2018. Supervisor prosocial motivation, employee thriving, and
helping behavior: A trickle-down model of psychological safety. Group & Organization
Management, 43(4). pp.561-593.
Graves, L. M., Sarkis, J. and Gold, N., 2019. Employee proenvironmental behavior in Russia:
The roles of top management commitment, managerial leadership, and employee motives.
Resources, Conservation and Recycling, 140. pp.54-64.
Grünewald, H., Kneip, P. and Kozica, A., 2019. The use of gamification in workplace learning to
encourage employee motivation and engagement. The Wiley Handbook of Global Workplace
Learning. pp.557-575.
Hersona, S. and Sidharta, I., 2017. INFLUENCE OF LEADERSHIP FUNCTION,
MOTIVATION AND WORK DISCIPLINE ON EMPLOYEES’PERFORMANCE. Jurnal
Aplikasi Manajemen, 15(3). pp.528-537.
Ihsani, N. and Wijayanto, A., 2020. The effect of organizational culture, motivation, and job
satisfaction on employee performance. Dinasti International Journal of Digital Business
Management, 1(4). pp.492-502.
Jayawardena, N. S. and Jayawardena, D., 2020. The impact of extrinsic and intrinsic rewarding
system on employee motivation in the context of Sri Lankan apparel sector. International
Journal of Business Excellence, 20(1). pp.51-69.
Octaviannand, R., Pandjaitan, N. K. and Kuswanto, S., 2017. Effect of Job Satisfaction and
Motivation towards Employee's Performance in XYZ Shipping Company. Journal of education
and practice, 8(8). pp.72-79.
Yazdanifar, M., 2018. Effect of social capital on innovation: a mediating role of employee
motivation. Engineering, Technology & Applied Science Research, 8(4). pp.3098-3102.
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