Analysing Employee Motivation & Factors in the World of Work BMP3004

This report examines the concept of motivation and its significance for employees in the workplace. It identifies various factors that contribute to employee motivation, including salary, promotions, and work environment, drawing upon Maslow's hierarchy of needs and Taylor's scientific theory. The r...Read More

WORLD OF WORK
BMP3004

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................2
MAIN BODY..................................................................................................................................2
Meaning of Motivation................................................................................................................2
Factors motivating employees.....................................................................................................2
Positive and negative factors experienced by employees............................................................3
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................7
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INTRODUCTION
Work or employment basically indicates the activities and skills that people showcase
towards any given organisation against which they get monetary and non- monetary rewards.
This report will present the concept of motivation and the role that it plays for any individual that
is working i.e. is employed (Rheinberg and Engeser, 2018). The report will outline the different
factors that are at play behind a motivated personnel in a company. The report will also highlight
different positive as well as negative factors that arise while working for employees and the steps
that should be taken by companies and their top management to consider these factors. Lastly,
the report will present an appropriate conclusion of the basis of findings that will be generated in
this report.
MAIN BODY
Meaning of Motivation
The term motivation can be defined as that defining reason because of which any
individual performs certain actions or behaves in a certain manner which is fruitful for them.
Motivation can either be intrinsic or extrinsic. Intrinsic motivation arises mainly from the inner
desire of an individual to gain appreciation, belongingness or pleasure while extrinsic one is
based more on outwardly rewards mainly in monetary terms or recognition etc. (Ryan and Deci,
2020). Intrinsic motivation is based more on Maslow’s needs theory which illustrates 5 different
needs of any individual and Taylor’s scientific theory is more in synchronization with the
extrinsic motivational factors.
Factors motivating employees
In workplace, a motivated and satisfied workforce is the key element of increasing
performance and productivity which are the long term goals of every organisation. A happy
employee base automatically removes many obstacles form an organisation which ultimately
saves a lot of organisation resources from various fields. There are multiple factors that can be
attributed as reasons for motivated employee base such as:
Salary: Salary can be identified as one of the major factors why people i.e. employees here work
in any given organisation. It is necessity of life and impacts the standard of life that an individual
is able to maintain (Hattie, Hodis and Kang, 2020). As per Maslow’s hierarchy, salary can be
credited as a motivational factor because of its presence in a direct or indirect manner in all the 5
levels of needs. Similarly, Taylor’s theory also supports money as the biggest motivator because
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it automatically increases the dedication level. Employees regularly pursue the increase in salary
levels so that they can regularly increase the standards of living. Although it can be argued that
salary might not exactly be a motivating factor for many people, but still, it cannot be generalised
for everyone that it acts positively as a motivating factor.
Promotion: For any employee, the fact that they are being provided with increased responsibility
and a higher authority automatically increases their confidence level where they consider
themselves as an intrinsic and important part of the entire system. When employees feel
belonged and as an important asset for the company, then their motivation automatically
increases (Sahir and Phulpoto, 2018). Promotion as a motivating factor is encourages by not only
Maslow’s theory but also by Taylor’s scientific theory as it says that promotion considers human
resources as an important asset rather than their fixed assets. Hence it can be said that promotion
is another major motivator as it increases the job security, commanding power and the perceived
position of any employee in an organisation.
Work Environment: The term work environment is extremely conclusive and includes a variety
of factors that are present in any workplace which influence the working of employees whether
directly or indirectly. This can either be in a physical manner in the form of facilities and
services that are provided at the workplace or can be in an intangible manner in the form of
conflicts or formal and informal communications and relations. Therefore, it can be said that
work environment is an extremely influencing factor on the motivational level of the employees
(Graves and Sarkis, 2018). Further, the there are various theories that indicate that when working
conditions and are not great then it’s a factor of dissatisfaction amongst employees.
Hence, it can be said that there are multiple factors that influence employees and keeps
them motivated to work in a productive manner which encourages their personal growth as well
as the growth of the organisation they are working for.
Positive and negative factors experienced by employees
For every employee, there are a variety of factors that influence them and their working.
These factors can either be positive or be negative based on the manner in which they can
influence them (Kocman and Weber, 2018). Amongst the variety of factors that can affect the
workers, some positive and negative factors have been identified and discussed in following
points.
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Positive Factors: These are those factors which act as a reinforcement for the employees
because they increase their motivational and dedication level making them more loyal and
hardworking towards the job and organisation in which they are working. Some of the positive
factors can be identified as follows:
 Living Standard: It increases the living standard of people because employment
generates monetary compensation and benefits. This helps any individual in achieving in
and fulfilling their desires and also meet not only basic physiological needs but also other
needs beyond them. The higher the monetary compensation, more is the luxurious
lifestyle that any individual can maintain (Diamantidis and Chatzoglou, 2019.). So this
acts as a positive factor which influences employee to work more productively and
achieve their dreams in life thus helping them in maintaining and constantly increasing
their own investment and growth.
 Personal and Professional development: This is another factor which acts as a positive
influence for employees because of the fact that gaining employment in the relevant field
in which any individual has studied an trained automatically helps them in further
growing and learning new things. Along with this, they are also able to perform the best
strategies or actions that they can work on further development. Any employee not only
grows professionally but is also able to work over the personal skills that help them in
their ordinary life and relationships as well (Van der Voet and Vermeeren, 2017). Hence,
this again increases the morale of employees towards their work performance and
dedication.
 Social recognition: Having a good and steady employment in a reputed organisation that
helps employees in fulfilling their desires is again a motivating factor. This also helps any
individual in introducing themselves in the society of people and make connections or
bonds based on their position, experience etc. This acts as a positive factor because when
an employee feels employed and is able to earn recognition and praise amongst other
society members in which they operate (Graves and Sarkis, 2018).
Hence it can be clearly identified that because these factors provide positivity to employees
they can be called positive factors.
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Negative Factors: Now similar to the positive aspects, there are certain mistakes and negative
attributes that creates disturbances for the employees affecting their mental health and peace.
These can be identified as follows:
 Work Stress: Work stress is one of the major factors that creates dissatisfaction amongst
employees and creates issues not just with the employee but with the entire organisation
collectively. When the employee is being overworked continuously, they tend to feel
exhausted and tired which influences their dedication (Hadi and Tola, 2019). Also, if
there is lack of job security then this also influences negatively. Such work related stress
ultimately leads to employees quitting in a very conventional manner. In such cases of
stressful employee base, organisations should often function in a proactive manner where
they provide relaxation and flexibility to the aggrieved employee. Also, pre-
identification of risks helps in ascertaining the cause of work stress and hence it
completely. Stress is healthy also but only when it is occasional and in a measured
manner which is rational and contrarily increase their performances when they get to
know about their weak points.
 Unhealthy working environment: This factor again has been identified as negative
because it not only restricts the growth and development or the exposure that any
employee seeks, but also the regular clashes and conflicts, or biasness in decisions etc.
reduces the willpower and commitment to work (Ali and Anwar, 2021). When an
employee feels unworthy in company’s decisions or does not feels involved, then in
longer term; this not only creates dissatisfaction but can also lead to increased turnover.
Despite numerous arguments, it is quite common that any individual can be affected
negatively because of such factors which ultimately lead to a depressed life or clueless
employees who are not working where they wanted to word.
Therefore, these are the two factors that affect employees in the work place.
CONCLUSION
The discussion done in the report above helps in concluding that motivation is indeed an
inherent and most important component in any organisation for maintaining and retaining their
employees. The report concluded that factors like salary i.e. remuneration, promotions, work
environment etc. also play a significant role in influencing people and motivating them. Further
the positive factors that affect employees such as monetary rewards, recognitions, growth etc.
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were also identified and discussed along with the negative aspects. Negative factors such as
stress, clashes and conflicts were identified as the majorly discouraging factors in the report
presented above.
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REFERENCES
Books and Journal
Ali, B.J. and Anwar, G., 2021. An Empirical Study of Employees’ Motivation and its Influence
Job Satisfaction. Ali, BJ, & Anwar, G.(2021). An Empirical Study of Employees’
Motivation and its Influence Job Satisfaction. International Journal of Engineering,
Business and Management, 5(2), pp.21-30.
Diamantidis, A.D. and Chatzoglou, P., 2019. Factors affecting employee performance: an
empirical approach. International Journal of Productivity and Performance Management.
Graves, L.M. and Sarkis, J., 2018. The role of employees' leadership perceptions, values, and
motivation in employees' provenvironmental behaviors. Journal of cleaner
production, 196, pp.576-587.
Hadi, T.P. and Tola, B., 2019. The Effect of Transformational Leadership and Work Motivation
on Innovative Behavior. IJHCM (International Journal of Human Capital
Management), 3(2), pp.100-108.
Hattie, J., Hodis, F.A. and Kang, S.H., 2020. Theories of motivation: Integration and ways
forward. Contemporary Educational Psychology, 61, p.101865.
Kocman, A. and Weber, G., 2018. Job satisfaction, quality of work life and work motivation in
employees with intellectual disability: A systematic review. Journal of Applied Research
in Intellectual Disabilities, 31(1), pp.1-22.
Rheinberg, F. and Engeser, S., 2018. Intrinsic motivation and flow. In Motivation and action (pp.
579-622). Springer, Cham.
Ryan, R.M. and Deci, E.L., 2020. Intrinsic and extrinsic motivation from a self-determination
theory perspective: Definitions, theory, practices, and future directions. Contemporary
Educational Psychology, 61, p.101860.
Sahir, M.I. and Phulpoto, N.H., 2018. IMPACT OF INTRINSIC FACTORS OF MOTIVATION
ON EMPLOYEE'S INTENTION TO LEAVE. New Horizons (1992-4399), 12(1).
Van der Voet, J. and Vermeeren, B., 2017. Change management in hard times: Can change
management mitigate the negative relationship between cutbacks and the organizational
commitment and work engagement of public sector employees?. The American Review
of Public Administration, 47(2), pp.230-252.
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