BMP3004 Understanding World of Work Assignment Sample

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Introduction

The world of work is referring to dynamic environment determined by different aspirations, skills and motivations that influence organisational and individual success. By understanding the concept that what motivates the people to work plays a major role within fulfilling and developing the productivity within workplace. Students seeking help with writing assignments can effectively analyze the factors that motivate people to work, positive/negative workplace impacts, and employee wellbeing concepts covered in this report. Moreover, it will discuss positive and negative impacts the workplace can have on the people. Furthermore, it will explain what is meant by the employee wellbeing.

Explaining factors that motivate people to work

Motivation is considered as the driving force related to the human behaviour, focusing on the level of commitment and effort individual carry to the work. Within the workplace, effectively understanding the factors of the motivation play a major role for companies to align organisational goals with the individual objectives (Kelliher et al, 2019). Lack of people working within the UK, it has the high employment rate over the years. The age levels from 16 to 24 not in training, employment and education have been a major issue within the UK (Young people not in education, employment, or training, 2024). The two recognised theories such as Herzberg’s two factor theory and Maslow’s Hierarchy needs. This offers the effective framework to evaluate the drivers of the motivation.

BMP3004 Understanding World of Work Assignment Sample

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Maslow’s hierarchy of needs: The theory classifies the needs of human within the five tier pyramid, this is focusing on the development from the physiological basic needs to the self fulfilment and higher order psychological needs (Maslow's Hierarchy of Needs, 2023).

Physiological needs: The physiological needs involve the important aspects such as sleep, shelter, water and food. In context to workplace, the different needs translate within the access to amenities, safe working conditions and fair wages. The workers who face challenges to fulfil the needs are majorly less emphasis on the motivation based on the higher level. This is undermining the significance of the workplace safety and competitive compensation.

Safety needs: Once the needs based on the physiological are fulfilled, the different individuals seek security and safety. It involves the safe work environment, health insurance and job stability. The organisation offers the health benefit, career progression opportunities and clear contracts to fulfil the needs. This is developing the sense of loyalty and trust among the workers.

Social needs: Humans are majorly intrinsically the social beings, needing a sense of community and belonging (Factors of Motivation, 2023). In context to the workplace, the different needs manifests within the relationships with the teamwork, colleagues and culture of the inclusive workplace. Workers are mainly feeling more motivated, when they feel connected and valued to the peers. This showcases the significance of the open communication and team building activities.

Esteem needs: The esteem needs focuses on the desire for the achievements, respect and recognition (Marcus and Pekmezi, 2024). The companies might fulfil the needs via offering challenging work, offering promotions and acknowledging the workers contributions which permits individual to highlight the skills. Fulfilling the esteem needs increase the productivity, self confidence and morale.

Self actualisation needs: At the top part of the hierarchy, the self actualisation majorly includes the pursuing the personal growth and realise potential of one. The workers motivated via requirement to seek the roles which are line up with the passion and values, providing the different opportunities for the ongoing learning, autonomy and creativity.

Herzberg’s two factor theory: The theory majorly focuses on the two factors such as Hygiene factors and motivators.

Hygiene factors: These different factors significantly don’t motivate the workers but might also increase the dissatisfaction if inadequate and absent. They involve the interpersonal relationships, company policies, company policies, working conditions, job security and salary (Herzberg’s Motivation-Hygiene Theory: Two-factors, 2023). For example, the unclear policies and unsafe work environment might de-motivate the workers, even if different job factors are met. Via resolving the factors of hygiene, alone these can’t boost the motivation.

Motivators: The motivators are considered as the intrinsic aspects which boost the performance of worker at the best level. These involve the growth opportunities, challenging work, responsibility and recognition. For instance the workers given the autonomy can increase the sense of purpose and accomplishment.

Application of theories in workplace: Both Herzberg and Maslow provide the valuable insight within the motivation of the workplace. For instance, the organization which offers the competitive salaries (Psychological needs and hygiene factors), recognise the achievement (motivator/ esteem need) boost the team work (different social needs) (Asaari et al, 2019). On the other hand, the different theories showcase that the effective motivation is not for all size fit. Workers can focus on the different aspects relying on the career stage and circumstances.

Discussing the positive impacts the workplace can have on people

A supportive and structured workplace might boost the lives of workers by offering the benefits which extend the compensation based on financial. The workplace environments based on the positivity boost the sense of purpose, emotional well being, professional growth, affecting the professional and personal lives.

Financial security and stability: The major employment benefit is related to the financial stability, permitting the individuals to fulfil the different basic needs. This includes the education, healthcare and housing. This permits the workers to emphasise on the objectives based on the long term and alleviates the stress. This includes the personal growth and career development.

Professional development: The workplace offers the different skills development opportunities via the career progressions paths, mentorship and training programs (Sitopu et al, 2021). These different opportunities offer help to workers prepare for the upcoming roles, increase confidence and acquire the novel knowledge. The ongoing development offers advantages to the individuals and boosts the organizational productivity.

Belonging and social connections: The workplace boosts the community sense via developing the teamwork and interpersonal relationships. The social interactions along with the co-workers majorly contribute within the sense of belonging and emotional support. These are important for the effective mental well being. The relationship of the positive workplace offers help in contributing for the job satisfaction and decreases the isolation feelings.

Personal fulfilment and purpose: A job of fulfilling permits the individual to effectively line up with the passions and skills with the work, developing the purpose. The effective alignment particularly contributes to the motivation and higher engagement. This boosts the personal happiness and performance as well (Ali and Anwar, 2021). The workers who feel that the work carry meanings are mainly are loyal and productive to the company.

Emotional well being: Supportive workplace focuses on the well being of workers via resolving the mental health, developing the stress management initiatives, providing the work life balance. The work arrangement which are flexible, wellness activities and employee assistance programs make the effective and positive environment. This can promote the resilience and decrease the burnout.

Discussing the negative impacts the workplace can have on people

The workplace might offer the different benefits but this also offers the negative impacts on the workers as well.

Stress and burnout: The unclear expectations, tight deadlines and high workloads might lead to burnout and also chronic stress. The pressure exposure can put impact on the mental health; this is resulting in decreased productivity, depression and anxiety. The excessive demand culture without the effective support can increase the issue, hindering the well being of workers.

Poor work life balance: The workplace which prioritises the productivity more than the well being of workers fail to offers respect to the employee’s personal boundaries. This is mainly leading to the work life balance which is unhealthy (Riyanto et al, 2021). The expectation to be available at the outside of the office, rigid schedules and excessive hours of working are the major issues. This can prevent the workers from provide time to their family and focus on the leisure activities. This can affect the personal happiness and relationships as well.

Bullying and workplace conflict: The workplace bullying, toxic leadership and interpersonal conflicts make a hostile and effective work environment. These experiences might cause the major emotional distress, erode lower moral and trust. The workers subjected to the major issues can experience decreased the belonging and self esteem.

Job insecurity: The lack of layoffs fear and job stability makes uncertainty between the workers and creates the anxiety. The poorly manages changes within the organization and economic instability might lead to decrease the employee engagement, affecting the mental health and unemployment.

Lack of growth opportunities and recognition: When the workers have lack of career opportunities, feel undervalued (Sudjono, 2022). They might experience the disengagement and experience frustration. The lack of recognition for the worker’s contribution affect the sense within the purpose, it is leading to the high turnover rates and dissatisfaction.

Physical health problems: The major work environments, mainly those with the hazardous conditions exposure, poor ergonomics and repetitive tasks. This might result within the issues related to the physical health. The long hours within the work of sedentary can increase the musculoskeletal problems; the jobs including the unsafe conditions and heavy lifting boost the risk related to the injury.

Inequality and discrimination: The discrimination related to the other factors, age, race and gender boost the inequitable environment. The workers who mainly face the exclusion and bias are feeling de-motivated, undervalued and isolated.

Explaining what is meant by employee well being and its domains

The employee wellbeing denotes to the satisfaction of workers, happiness and holistic health in the work environment. This focuses on the emotional, mental and physical health, as well as capability to manage the effective work life balance. A major emphasise on the well being of workers boost the job satisfaction, productive workplace, increase organisational performance and decrease the absenteeism.

Physical well being: The physical wellbeing is about the safety for workers and physical health within the workplace. This includes the making sure that workers have the access to appropriate equipment, safe working environment and opportunity to manage the physical health.

Workplace safety: Companies need to apply safety protocols which can avoid the injuries and accidents, mainly within physical hurdles with the industries.

Ergonomics: Offering the ergonomic tools and furniture decrease the risk related to the musculoskeletal disorder, particularly for the sedentary roles workers.

Health programs: The different initiatives such as access to on sit gyms, fitness challenges and options of the healthy food encourage the effective and healthy lifestyle (Nguyen et al, 2020).

Emotional wellbeing: The emotional well being is about the emotional and mental health of the workers, focusing on the requirement for supportive and positive work culture. The emotional well being domain includes making the environment, in which the workers feel emotionally secure, respected and valued.

Stress management: Offering the resources like as flexible work arrangements, stress management workshops and counselling services offers help to workers in maintaining the pressure in the workplace.

Interpersonal relationships: Motivating the team building activities, communication and collaboration decrease the isolation feeling and develop the sense of belonging (Marcus and Pekmezi, 2024).

Recognition and feedback: The ongoing acknowledgement of the worker contributions boosts the emotional resilience and morale.

Work life balance: Providing the options such as sufficient leave, flexible hours and remote work offers help in workers to manage the emotional stability.

Conclusion

The motivation plays a major role in encouraging people to work, the Maslow’s hierarchy of needs emphasize on the physiological, safety, social, esteem and self actualization needs. Herzberg’s tow factor theory based on the motivators and hygiene factors. The workplace can have the major positive influence on the workers like as social well being, emotional and finical. By empowering supportive environment, the companies can unlock the major workforce potential. The workplace are developed to be supportive and productive, these can negatively put impact on the workers. These happen due to inequality, poor management and excessive stress are not resolved.

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.
• Asaari, M.H.A.H., Desa, N.M. and Subramaniam, L., 2019. Influence of salary, promotion, and recognition toward work motivation among government trade agency employees. International Journal of Business and Management, 14(4), pp.48-59.
• Kelliher, C., Richardson, J. and Boiarintseva, G., 2019. All of work? All of life? Reconceptualising work‐life balance for the 21st century. Human resource management journal, 29(2), pp.97-112.
• Marcus, B.H. and Pekmezi, D., 2024. Motivating people to be physically active. Human Kinetics.
• Nguyen, P.T., Yandi, A. and Mahaputra, M.R., 2020. Factors that influence employee performance: motivation, leadership, environment, culture organization, work achievement, competence and compensation (A study of human resource management literature studies). Dinasti International Journal of Digital Business Management, 1(4), pp.645-662.
• Riyanto, S., Endri, E. and Herlisha, N., 2021. Effect of work motivation and job satisfaction on employee performance: Mediating role of employee engagement. Problems and Perspectives in Management, 19(3), p.162.
• Sitopu, Y.B., Sitinjak, K.A. and Marpaung, F.K., 2021. The influence of motivation, work discipline, and compensation on employee performance. Golden Ratio of Human Resource Management, 1(2), pp.72-83.
• Sudjono, S., 2022. Work Stress Mediates Motivation and Discipline on Teacher Performance: Evidence Work from Home Policy. Journal of Educational and Social Research, 12(3), pp.80-89.

Online

•  Factors of Motivation, 2023. Online. Available through <https://www.indeed.com/career-advice/career-development/factors-of-motivation>
• Herzberg’s Motivation-Hygiene Theory: Two-factors, 2023. Online. Available through <https://educationlibrary.org/herzbergs-motivation-hygiene-theory-two-factor/>
• Maslow's Hierarchy of Needs, 2023. Online. Available through https://www.verywellmind.com/what-is-maslows-hierarchy-of-needs-4136760
• Young people not in education, employment, or training, 2024. Online. Available through <https://www.ons.gov.uk/employmentandlabourmarket/peoplenotinwork/unemployment/bulletins/youngpeoplenotineducationemploymentortrainingneet/november2024#:~:text=2.-,Total%20young%20people%20who%20were%20not%20in%20education%2C%20employment%20or,up%20on%20the%20previous%20quarter.>