Factors influencing employee’s motivation
Hasan, Ewelina (2024)
2024
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Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-202405069376
https://urn.fi/URN:NBN:fi:amk-202405069376
Tiivistelmä
In recent years, different transformations have been observed taking place within the employer-employee relationship. There has been growing awareness regarding human psychology and its impact on employee performance. The thesis analyses different motivational factors that influence employees in different types of organizations with a focus on aspects such as: flexibility, autonomy, workplace well-being and career development, while excluding monetary compensation. The research provides practical recommendations for employers to create workplaces that inspire employees and support their creativity so that both the employee and the organization can maximize profits.
The theoretical framework presents and evaluates content theories related to employee motivation, such as Herzberg’s Motivation-Hygiene Theory, Alderfer’s ERG Theory, Maslow’s Hierarchy of Needs, and McClelland's Theory. It also describes various key factors influencing employee motivation, including a more precise analysis of each of them.
In total, 63 respondents participated in the survey. A combination of qualitative and quantitative approaches was utilized, including both closed and open-ended questions. By analysing various statistics, studies and available literature, the research aims to explain the specific factors that decrease or increase employee motivation. The study reveals that autonomy and flexibility play a significant role in motivating employees. Many respondents expressed feeling more creative and energetic with increased autonomy, while entrepreneurs emphasized the importance of offering their employees an adequate amount of autonomy in carrying out their duties. Moreover, answers obtained from younger individuals highlight a strong need for intellectually stimulating work environment and more diverse career development opportunities.
Although many participants expressed dissatisfaction with available career development opportunities, respondents showed also strong desire for professional growth. The author suggests further research focusing on individual employee characteristics and preferences related with personal temperament to examine how employers could offer better- tailored programmes within organizations for career progression.
The theoretical framework presents and evaluates content theories related to employee motivation, such as Herzberg’s Motivation-Hygiene Theory, Alderfer’s ERG Theory, Maslow’s Hierarchy of Needs, and McClelland's Theory. It also describes various key factors influencing employee motivation, including a more precise analysis of each of them.
In total, 63 respondents participated in the survey. A combination of qualitative and quantitative approaches was utilized, including both closed and open-ended questions. By analysing various statistics, studies and available literature, the research aims to explain the specific factors that decrease or increase employee motivation. The study reveals that autonomy and flexibility play a significant role in motivating employees. Many respondents expressed feeling more creative and energetic with increased autonomy, while entrepreneurs emphasized the importance of offering their employees an adequate amount of autonomy in carrying out their duties. Moreover, answers obtained from younger individuals highlight a strong need for intellectually stimulating work environment and more diverse career development opportunities.
Although many participants expressed dissatisfaction with available career development opportunities, respondents showed also strong desire for professional growth. The author suggests further research focusing on individual employee characteristics and preferences related with personal temperament to examine how employers could offer better- tailored programmes within organizations for career progression.