BMP3004 World of Work Sample
Introduction
The main objective of this assessment is to explore the core idea of motivation and how motivation affects an employee’s productivity so that they can work with extended satisfaction. In this report, various factors that stimulate employee’s motivation to work with the IOM Electronics Ltd would be highlighted from both positive and negative perspective. This report also analyses the positive factors and the negative factors that employees experience according to their job role and various strategies to cope with these challenges within the organisation.
What does Motivation Mean?
Motivation is the crucial driving force that works behind human behaviour. Motivation encompasses the desire to continue to push toward meaningful life and worth living. It helps to fuel human competitions and gives spark that eventually have a greater significance in the workplace. Motivations guide human natures and maintain goal-oriented behaviour so that they can work purposefully (Wuryani et al. 2021).
Maslow’ Hierarchy of need is a motivation theory, which is aligned in this report to analyse motivation’s significance for fulfilment of employee needs and satisfaction so that they can work in a focused manner. Maslow’s hierarchy of needs is represented as a hierarchical level within a five-tier pyramid structure where from the bottom line to upward needs are placed critically following physiological needs, safety needs, love and belongings, self-esteem and self-actualizations (Amin, 2021).
Physiological needs present such as food, shelter, water. Safety needs are defined such as wealth, resources, then love and belonging needs such as friendship, family intimacy and social belongings. Self-actualization and esteem needs is the top most hierarchical need where self-esteem represents respect, status, recognition, freedom, strength and self-actualization needs drives a human to become the most powerful that one can be (Wuryani et al. 2021).
Intrinsic motivation is a force that comes from purely within itself of an individual. It does not occur due to predicted reward, deadline or outside pressure. For instance, people who are intrinsically motivated in a work, enjoy the experience within themselves.
It is an important part of an employee’s identity, where they can perform as per their job role purposefully without any force (Paais and Pattiruhu, 2020). In this way, employees also feel great that not only help to grow the business of an organisation but also strengthen the working culture. Extrinsic motivation refers to that behaviour, which is driven by external force or rewards that act as a short-term period.
This motivation can be tangible such as money, attractive price or intangible things like respect, popularity, praise. However, intrinsic motivation arises from within the individual but extrinsic motivation is mainly focused only on outside rewards, a paid job is a great example (Paais and Pattiruhu, 2020).
The various factors which motivate employees to work
Salary: Salary is a key factor that motivates employees very much. It can be said that it is an extrinsic motivation that can increase employee’s productivity within the organisations and employees while setting their prior goals, which is accomplished by reward stimulus.
Salary is placed under safety needs where employees get benefits such as personal security and employment. It can motivate them to achieve self-esteem, which helps to grow their personality, professional skills and strengthen their emotional balance so that they easily cope with the job role challenges, and can be successful in their job role (Wuryani et al. 2021).
Promotion: Promotion is another essential factor that motivates the employees extensively where the employee can evaluate their professional skills, which is praised by the John’s management team of the organisation. Promotion helps employees to go ahead more on their futures to mitigate not only organisational goals but also helps to explore their personal achievement (Paais and Pattiruhu, 2020).
Promotion can be stated as a prime factor of the self-estimate needs where employees receive recognition, status, respect, popularity and it can be possible when an employee is satisfied with their physiological needs.
Work Environment: This is the crucial factor where employees can grow their skills and knowledge, and can work peacefully with their other colleagues. Positive working environment helps to build sustainability of an organisation, which gives more positivity to the employees from the point of view of a successful management team within an organisation.
Good working environment represents one individual physiological need that is essential for the employees’ satisfaction and safety and security so that they can work passionately and fulfil their job role successfully (Parashakti and Ekhsan, 2020).
The positive factors employees experience as a result of their job roles
The concept of employee experience is an essential factor that plays a vital role in the success of a business (Itam and Ghosh, 2020). One of the primary positive factors of employee experience that can be witnessed by a business is its capability to increase the quality of work within organisational management (Allen and Mehler, 2019).
Thus, it has been found that an increased experience level within the workforce of the human resource department is able to increase the influence on job success while also utilising the potential skill sets for better performance and efficiency. However, it also provides the ability to the employees of the HRM to enhance and improve their skills of motivating others, which provides them with the ability to motivate the overall workforce of a business.
As mentioned in assignment 1, the employees of the financial department face significant positive factors such as experiencing a development in the overall skill set and performance level in terms of better capabilities to maintain financial accounts. In accordance with the studies of Heath et al. (2020), it has been found that employee experience in the customer service department has a significant effect on the overall employees, which also includes the concept of customer relationships for better performance and enables the employees to be motivated.
Apparently, it enables employees of the sales department to have a better understanding of the customer demands and provides them with significant information regarding the offerings of products and services (Carnevale and Smith, 2018). However, the third major positive factor of employee experience is its capability to witness significantly lower absenteeism rates as the employees are more motivated and dedicated to accomplice given activity based on organisational goals and objectives (Thaichon et al. 2018).
The negative factors employees experience as a result of their job roles
There are several negative factors, which can be highlighted as customer experience based on differences in jobs. One of the major negative factors that are being witnessed by the sales department is the lack of time for selling particular products as per the target (Wang et al. 2021). It increases the level of stress and anxiety within the employee, which results in degrading the overall performance and motivation level within the workforce (Chung et al. 2020).
As per the job roles stated in assignment 1, it can be stated that the second major negative factor of employee experience that can be highlighted based on the human resource management of an organisation is the conflicts that are being caused within the workforce. Hence, it results in affecting the overall performance of the firm based on their productivity within the workforce. It also negatively affects the relationship and retention rate of the employees, which results in the business facing a significant downfall in their overall performance.
Stress has a role in lowering organisational performance, lower employee productivity, high mistake rates and job quality, high turnover of employees, and absence due to medical issues (Rasool et al. 2020). However, it also results in the employees feeling demotivated and not being valued at their workplace. As per the job roles highlighted in assignment 1, technological errors and other significant errors in financial accounting result in employees feeling stressed and increasing anxiety.
All the negative factors of employee experience are based on particular job departments, which have been discussed above as potential disadvantages towards organisational management. Therefore, it can be said that workers who are under work-related stress also have negative consequences on their mental well-being, with a higher probability of anxiety, exhaustion, and depression (Evanoff et al. 2020).
Strategies to cope with negative factors employees experience as a result of their job roles
All the negative factors mentioned above, can be eliminated by the adoption of significant strategies, which would provide the ability to enhance the overall performance by eliminating all of these factors that affect the overall employee performance.
One of the primary strategies, which can be suggested to eliminate the majority of the negative factors of employee experience, is to create a positive work culture (Srisorn, 2020). To avoid negativity, it is crucial to create a pleasant working culture. Stress is reduced, and employees are happier and more productive when there is healthy workplace culture.
Therefore, it is suggested that management should develop an employee development team to assist in enhancing employees’ current competencies and abilities and establishing new ones to meet organisational objectives (Khan et al. 2021). However, it may also be said that it aids in synchronizing employee and corporate goals and helps people grow professionally and as leaders. As a result, it could involve encouraging team members with rewards, holding enjoyable events frequently, and encouraging communication and cooperation (Guinan et al. 2019).
Conclusion
From the above discussion, it can be concluded that employee’s motivation is the prior concern for an organisation like IOM Electronics Ltd, which gives more reliability and reputation to them in the marketplace. Several factors influence the employees to mitigate their demand and satisfaction so that they can successfully serve their job roles. This report also discusses the negative factors that can be addressed through adequate managerial attention.
References
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