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Introduction : BMP3004 Individual Report Assignment Sample
The world of work is made up of the different things, such as jobs, occupations, employee, employers, promotion and pay checks, etc. This is something which accomplished and produced by exertion, efforts and exercise of skill. The report will focus on explaining the factors which motivate people to work. This will discuss the impact of workplace that motivates people to work. Further, it also demonstrates positive and negative impacts which workplace has on employees.
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Explaining the factors that motivate people to work
For creating engaged and productive workforce it is essential for the organization to have an idea about the factors which motivate the individuals to work. The effective motivation within the workplace is multi-faced and complex phenomenon. This is majorly influenced by the different factors which extends from the personal objectives to the culture of organization.
Herzberg’s two factor theory
The theory is majorly known as the motivational hygiene framework which presents that the job dissatisfaction and satisfaction comes from the two factors. The factors of motivation leads to increase the job satisfaction and the hygiene factors can avoid the job dissatisfaction. By understanding the factors, these can be helpful for organizations to boost the job satisfaction and boost the worker’s motivation.
Motivation factors: The motivational factors mainly are intrinsic which boosts the job satisfaction. The factors are relevant to the route to worker feel their roles and nature related to the work itself.
Recognition: Appreciation and Acknowledgment for the individual’s achievement and efforts is important in worker’s motivation. The recognition takes place in the different forms such as awards, verbal praise and promotions.
Achievement: The workers are majorly motivated by the achievement and accomplishment pertaining to their work. By meeting the goals and finishing the challenging task offer the sense of enhancement in morale and fulfilment.
Work itself: The nature related to work itself may be extremely motivating; when the workers find out that the tasks are interesting, meaningful and engaging. In this situation, the workers get more motivated (Diefendorff, et al, 2022).
Responsibility: The autonomy and responsibility within their roles may boost the motivation. When the workers are trusted to the take ownership and make decisions of the work then it makes them feel more empowered and valued.
Advancement: The opportunities for the professional growth and career advancement motivate the workers to work harder. The skill development and clear paths for the promotion can encourage the workers to invest within their roles.
Growth: The professional and personal opportunities, this can include continuing education and training programs. These keep the workers motivated by permitting to boost the career and enhance the novel skills.
Hygiene factors: The hygiene factors can’t enhance the motivation but this is important to reduce the job dissatisfaction.
Company policies: The transparent and fair policies of organization are helpful in reducing the dissatisfaction related to the job aspects. The policies related to the benefits, workplace and leaves need to be consistently applied & clear as well.
Supervision: The effective quality of management and supervision practices put impacts on the satisfaction of workers. The fair, supportive and competent managers subsidize to the positive and effective work environment.
Work conditions: The work conditions which are physical mainly include the comfortable and safe workplace. Thus, positive work environment, resources and necessary tools are essential in reducing the dissatisfaction among the employees (Herzberg Two Factor Theory, 2024).
Salary: The fair and competitive compensation is important to prevent the dissatisfaction and meet the basic needs of employees. Though, the salary alone might not motivate, the insufficient compensation may be major source and aspect of dissatisfaction.
Interpersonal relations: The effective as well as positive relationship with the supervisor and colleagues contribute in the work environment which is harmonious. A collaborative and supportive team may boost the job satisfaction and prevent the conflicts.
Job security: The assurance of security and job stability is important for the worker’s satisfaction. The uncertainty related to the job continuity may increase the dissatisfaction and stress.
Applicability of Herzberg’s theory at workplace
Development on motivational factors: By implementing the programs related to the recognition, for celebrating the achievements of workers, firm can motivate the personnel significantly. For instance: By designing the jobs which offer, opportunities for advancement and responsibilities for development Tesco can encourage its employees towards the best performance. Further, by conducting the training programs and career development opportunities supports the growth of employees in both the terms professional and personal.
Boosting the hygiene factors: By making sure about the well-equipped, comfortable and safe work environment can be effective (Ali and Anwar, 2021). In addition to this, by developing the policies which are transparent and fair Tesco can create motivated workforce. Through offering the benefits packages and competitive salaries company can boost motivation among the workers.
The motivation at the workplace is developed by the combination of extrinsic and intrinsic factors. The Two factor theory of Herzberg offers the valuable context for understanding the impacts and factors on the workers motivation and satisfaction. By demonstrating on the developing hygiene factors and improving the motivational factors, the organizations may create and develop the work environment which can develop engagement, motivation and job satisfaction. By applying the strategies will provide benefits for workers and contribute in the success of organization by fostering the committed and productive workforce.
Discussing the impact the workplace can have on people
The workplace pointedly affects the lives of workers, shaping their job satisfaction, productivity and well-being. By understanding the influences of the workplace on the workers plays an important role in developing the environment which can support the organizational success and well-being of workers.
Positive impacts
Enhanced job satisfaction and well-being: A positive and supportive workplace may boost the job satisfaction and worker’s well-being. When the workers feel appreciated, respected and valued, this can enhance engagement and overall happiness. The organizations like Tesco represent the same by providing the workers with the different benefits. This can include the wellness centres which are on site, personal development opportunities and flexible hours of working. The effective initiatives can contribute in job satisfaction, positive environment of work and high retention rates.
Increased performance and productivity: A positive and effective workplace environment develops the increased performance and productivity. When workers are having access to the clear goals, necessary resources and supportive leadership, due to it they are more surpass within their roles. For example, Sales force is known for the focus on the productivity and employee engagement. The organization demonstrates on the goal alignment, clear communication and professional development. This has been resulted in the organizational success and employee performance.
Personal and professional growth: The workplaces which prioritise growth opportunities and employee development for the personal and professional advancement. By offering the mentorship programs, training programs and pathways of career progression can motivate the workers to boost the knowledge and their skills (Gawel, 2019). For instance, IBM, this investing in the workers development via the different initiatives such as Digital Badge programs of IBM. The effective program permits the workers to get the badges for promoting on-going development, acquire the novel skills and career growth.
Positive organizational culture: An effective and positive culture of organization can develop the purpose and belonging among the workers. When the workplace culture is mainly aligned with the worker’s morals, collaboration and promote the inclusivity, this can boost the commitment and engagement. For instance, Zappos is recognised for the strong and efficient organizational culture which focuses on the employee happiness, consumer services and sense of community. The effective culture mainly leads to employee loyalty, morale and boost the exceptional service of consumer.
Work life balance: The workplace which can endorse the work life balance to the well-being of workers. The work arrangements which are flexible, this can include the policies of flexible work, permitting the workers to choose the locations and work hours. The flexibility has boosted the work life balance; reduce the stress, this also leads to higher productivity and job satisfaction.
Negative impacts
Burnout and Stress: The workplace environment which is negative can increase the burnout and stress, this affecting the physical health and mental health of the workers. The unrealistic expectations, high workloads and privation of support may increase the chronic stress. For example, Amazon faced the issues and criticism related to the demanding and high expectancy work culture. The reports from the workers, these are experiencing the pressure in relation to fulfilling the performance targets. The stressful environment has been resulted in less productivity, burnout and highest rate of turnover.
Reduction in job satisfaction: The workplace where lack of opportunities, recognition and support for growth cam reduce the job satisfaction. The workers who feel stuck and undervalued within their roles are dissatisfied and disengaged. For instance: In the fast food industry, the workers are facing issues in relation to the limited progression in career, low wages and job insecurity. These aspects contribute in the high turnover of workers and lower satisfaction in job.
Poor mental health: The workplace environment which is negative may put impact on the worker’s mental health. The different aspects such as harassment, bullying and toxic management may lead to depression, anxiety and issues related to the mental health. For instance, Uber, this has faced the issues related to the toxic culture at workplace, with the allegation of discrimination and harassment (Negative and positive impact the workplace has on workers, 2024). This kind of environment has the different consequences on the wellbeing and mental health of workers. This result into high absenteeism and reduced the productivity.
Lack of work-life balance: The workplaces which don’t provide support in work-life balance which may increase the burnout and workers dissatisfaction. Inflexible schedules, long hours of working and extreme demand may put negative impacts on the personal lives of the workers. Within the industry of financial services, the workers face the high stress, long hours which in turn leads negative work-life balance. The difference may result in high level of stress, reduction in job satisfaction and boost in the turnover.
Negative organizational culture: The organizational culture which is negative, this may produce the toxic environment of work and this is affecting the engagement and morale (Sulila, 2019). The culture can promote lack of collaboration, cutthroat competition and unethical behaviour which can harm the job satisfaction and wellbeing of workers. For example, Wells Fargo has been faced a scandal, this including the unethical sales. This has been attributed to the organizational culture which is toxic; this highlighted sales objectives above the ethical behaviour. These kinds of culture may damage the organizational reputation and trust of workers.
The workplace has increased the impacts on the productivity, wellbeing and job satisfaction. The effective and positive work place environment may boost the productivity, wellbeing and growth, as focused by the different organizations such as Salesforce and Google. On the other hand, the negative environment at the workplace, this may lead to burnout, stress and bad mental health. This has seen in the instances such as Uber and Amazon. The organizations need to develop the positive and supportive workplace which can lead to develop work life balance, professional growth and workers wellbeing. By doing these practices, the organizations may boost the employee engagement, satisfaction and organizational success.
CONCLUSION
Conclusively, it states that by evaluating the factors which can motivate the workers to develop productivity and boost the engagement. The two factor theory of Herzberg, this is known for the motivational factors. By acknowledgment related to the efforts of workers is essential within the motivation of workers. The recognition comes within the diverse forms of verbal praise, promotion and awards. The responsibilities in the roles can enhance the motivation, when the employees are trusted to make decisions and take ownership. The effective opportunities related to the career development and professional growth can motivate the workers in the more effective manner. The transparent organizational policies are helpful in decrease the dissatisfaction within the jobs. The effective supervision may put impacts on the worker’s satisfaction. The supportive and fair policies can increase the effective and positive working environment. On the other hand, the negative working environment can boost the level of stress and burnout; this can affect the mental health and physical health of workers.
REFERENCES
Books and Journals
- 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.
- Diefendorff, J.M., Kenworthy, M.E., Lee, F.C. and Nguyen, L.K., 2022. Work motivation. In Oxford research Encyclopedia of Psychology.
- Gawel, J.E., 2019. Herzberg's theory of motivation and Maslow's hierarchy of needs. Practical Assessment, Research, and Evaluation, 5(1), p.11.
- Sulila, I., 2019. The effect of discipline and work motivation on employee performance, BTPN Gorontalo. International Journal of Applied Business and International Management (IJABIM), 4(3), pp.121-131.
Online
- Herzberg Two Factor Theory, 2024. Online. Available through <https://www.studysmarter.co.uk/explanations/business-studies/human-resources/herzberg-two-factor-theory/#:~:text=Herzberg's%20two%2Dfactor%20theory%20is%20a%20motivation%20theory%20that%20suggests,not%20met%2C%20can%20cause%20dissatisfaction.>
- Negative and positive impact the workplace has on workers, 2024. Online. Available through <hhttps://dobetter.esade.edu/en/workplace-mood#:~:text=Examples%20of%20daily%20hassles%20may,that%20make%20employees%20feel%20good..>
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