Factors Affecting Employee Motivation and the Theories of Motivation

Human Resource Management
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Human Resource Management Part A 1. Factors Affecting Employee Motivation Work-life balance is a critical element for motivated employees since organizations that ensure that workers have a balanced nature between work and social and family life reap better results. Employees embrace higher morale when they have a solid work-life balance. As a result, workers become more motivated when their jobs allow them to take time off to care for their families (Le et al., 2021). This aspect ensures that fewer individuals take sick leaves. It also provides that they are well retained and are more willing to handle tasks for longer schedules. Without an excellent work-life balance, the workers become more prone to burn out, interact less with family and friends, and feel under-motivated. For instance, staff members at Home Depot have an excellent work-life balance, which ultimately leads to improved performance (Le et al., 2021). The same individuals will gradually lose interest in their work if they become exhausted, thus, leading to more resignations and sick leave days. Motivated employees flourish in a favorable work environment and organizational culture. The physical and non-physical environments are both critical for motivation. The physical setting entails the office space and nearby surroundings that involve air conditioning and comfort (Le et al., 2021). Trends reveal that workers perform better in open and transparent environments that engage the employees. For example, Google enjoys recognition for its office work atmosphere where workers have better welfare due to a green background and comfort. The company does not ignore aspects of the non-physical work environment that encompasses engagement and communication and believes that the setting in which workers operate has a significant impact on their motivation. Le et al. (2021) add that the firm encourages personnel to collaborate casually, illustrating how teamwork boosts creativity, productivity, and inspiration. A motivated workforce confers high value on communication and collaboration for better performance. Workers prefer firms that embrace professional development and training within the broader monetary rewards, so growth is critical for motivating them. Employee development converts them into self-sufficient workers, enabling them to participate more successfully in the work environment. Sponsoring further education is imperative as companies ensure workers receive more skills and knowledge. Microsoft emerges as a leader in practical employee training and development, ensuring that employees stay better at idea generation and developing new cloud computing systems. When a company invests in its workers, it creates a culture of trust, high retention levels, and morale. 2. Theories of Motivation The first theory of motivation is Maslow’s Hierarchy of Needs. The model relies on the notion that people desire to accomplish more success in life matter, and their aspirations have varying priorities based on their significance (Güss et al., 2017). Contentment approaches to job satisfaction focus on Maslow’s hierarchy of wants and ...