ILM Level 3 8600-310 Understanding How to Motivate to Improve Performance Assignment Answer Help in UK

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Assignment task 1:  Understand the factors that influence motivation levels in the workplace

AC 1.1: Define the term motivation

Motivation is the drive that provokes action toward attaining certain goals. It is what activates people to work and push their way over obstacles to meet their set targets. This motivation may be internal and may stem from within oneself, or it may be external—ideally through a reward or some form of recognition for the work done. Motivation can be either positive or negative, and in any case, it is always an incentive or a punishment. At work, what an individual uses to achieve a goal is also motivation.

AC 1.2: Describe the factors that may affect motivation levels in the workplace

Many factors can affect motivation levels in the workplace, including:

• Work environment: A good or supportive work environment increases motivation, while a bad or unsupportive environment decreases it.
• Job satisfaction: Those who like their jobs and have the view that it satisfies their needs are likely to be more motivated than those who do not like or have such feelings about them.
• Relationship with colleagues and immediate superiors: Good interpersonal relationships with colleagues and also supervisors enhance motivation, while bad or poor relations decrease motivation.
• Promotion and developmental opportunities: Those employees who feel they get a chance to be developed along with having opportunities for promotion are highly likely to get motivated.
  Appreciation and incentives: Getting acknowledged and rewarded for good work increases motivation.
• Workload and stress: Overworking or too much stress cuts off the motivational forces.
• Work-life balance: A positive work-life balance may even increase motivation.
• Personal factors: An individual’s personal values, goals, and needs will also influence their motivation level.

AC 1.3: Explain how individual differences affect levels of motivation in the workplace

Personal differences are said to be the distinct qualities that make every person different from one another. These distinctions might include personality characteristics, values, abilities, and experiences, among others. Individual variations may impact motivation levels in numerous ways inside the workplace.

For example, the sort of motivation level among workers might vary between having a feeling of purpose or meaning in work as opposed to cash rewards. Others can be more driven by praise and recognition; others seek chances to learn and improve in order to keep them motivated. Others, like the workers, may be driven by the challenges of working on difficult tasks, while others may be motivated by the opportunity of working with a team of supportive and collaborative forces.

To inspire a group or company effectively, there should be consideration of individual distinctions among personnel. It would entail implementing different motivating tactics with varied personnel. The approaches include giving numerous sorts of incentives or awards, and also by making specific circumstances or possibilities accessible for growth and development, and also by building a pleasant supportive work environment to meet each employee’s requirements and ambitions.

AC 1.4: Explain the potential impact on organisational performance if employee motivation levels are low

Low employee motivation in the concerned organisation might have a significant impact on its performance. Low motivation leads to reduced productivity since people may not be motivated to make efforts at work and hence do not work to their maximum ability. This also raises absenteeism and turnover since employees will seek new possibilities elsewhere.

Low motivation may also impact the quality of work. Employees may not pay attention to details if they are not engaged or proud of their job. Inevitably, this will result in blunders and errors, which will lead to poor customer satisfaction and a deterioration in reputation.

Low employee motivation has a detrimental influence on an organisation’s bottom line since it may reduce profitability and competitiveness. However, high levels of employee motivation have been shown to result in improved productivity and better quality work, hence enhancing organisational success.

Assignment task 2: Understand how a theory of motivation can be used to improve performance levels

AC 2.1: Describe a recognised theory of motivation

One of the most known theories of motivation is Maslow’s Hierarchy of Needs. The theory was first posited by psychologist Abraham Maslow back in 1943 and holds that the needs of humans are ordered in a hierarchic manner: more fundamental needs than others. According to Maslow, human needs are apt to be fulfilled in some hierarchical order, with the most basic physiological needs first and then progressively the more complex ones as they get satisfied. There are five levels of needs according to Maslow’s hierarchy, as shown below:

Physiological needs: These consist of the basic needs—for example, food, shelter, and clothing—that a human needs to survive.

Safety needs: well-being, home, family, physiological safety, financial stability, and being safe and sound physically; all these needs come under safety needs.

Social needs: Needs for social connection and affection like friendships and romantic relationships come under this.

Esteem needs: needs for self-esteem and respect from others that include recognition and status of the self.

Self-actualisation needs: needs for personal growth and realisation of one’s potential.

Maslow’s Hierarchy of Needs assumes that humans act out of a self-interest need to fulfil the lowest level needs before they can consider the higher level needs in their actions. One of the most popular theories for interpreting and predicting workplace behaviour.

AC 2.2: Describe ways in which knowledge of a theory of motivation can be used to improve performance in the workplace

A theory of motivation allows the manager and leader in the work environment to understand better what drives an employee and how to build a work environment that supports and develops motivation. When these personnel who are driven have increased productivity and participation in the task, Improved performance will develop positively 
Here are a few specific instances of how having a theory of motivation might assist a person in enhancing performance at work:
Setting clear goals and objectives: This gives a simple approach to concentrate and encourage people, as this will give the employees a direction and a purpose in what they do.

Opportunities to develop and expand: That is, giving the personnel the necessities to learn and grow might in itself produce greater motivation among them.

Rewarding excellent work: excellent work has to be acknowledged and appreciated. This may encourage and empower individuals to deliver their best at work again and again.

Good work environment: A positive work atmosphere that is encouraging and helpful may lead to belongingness, which once again enhances motivation.

Encouragement of teamwork and collaboration: Teamwork and cooperation may be promoted, leading to a community sense and greater motivation.

AC 2.3: Explain how to use employee engagement to increase motivation levels 

Employee engagement is the degree to which an employee is committed, involved, and energised to work. The higher your level of employee engagement at work is, the more likely you are to see higher levels of motivation. One tactic for using employee engagement for motivational purposes is encouraging employees to participate in decisions. If you give your employees a say in certain aspects of the decision-making process, they become more fully involved with the work, which increases their motivation.
Conduct ownership: This will make the employees feel like they own their jobs, and hence providing them with some influence over what is being assigned to their hands would increase motivation.

Learning opportunity: Facilitating workers to have room for development keeps them motivated.

Recognise and reward good work: The motivated employees will be those whose hard work and contributions have been recognized. The organisation’s ability to recognise them and award them appropriately will increasingly motivate people to produce quality work.

Create a positive and supportive work culture: A positive and supportive work culture is one that values employees, shows them respect, and thereby fosters engagement and motivation.