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World of Work

The world of work comprises several things that most people resonate with, for instance, employers, promotions, occupations, and jobs, among others. In other words, in most cases, people tend to label all these aspects based on their understanding of the nature of workers and the nature of the organization; for instance, in as much as we all resonate with these things, everyone has a different experience while interacting with them. In as much as various opinions and theories help understand work, why people work, and the motivation to work, various factors motivate employees to work. With the daily hassle and tussle that comes with the little activities around work, workers face frustration and irritation while at work. For instance, having a heavy workload, conflicts with colleagues, and lack of support from supervisors, among others, while working in a particular role. Nonetheless, there are daily uplifts in the workplace that promote positive experiences, which also help promote good performance for the employee and the organization. Employees need motivation for better performance while working in various positions in the company; thus, this essay will expound on employee attitudes to work, focusing on various factors of motivation as well as employee experience in their roles.

An employee’s attitude towards work is very important for the effective production and performance of the organization; in other words, attitude motivation comes from employers motivating their employees by influencing how they think or behave towards various employment activities. In other words, motivation and attitude to work are closely linked to the success of an organization. With strong motivating factors in the organization, the team will be able to work in unison and achieve the objectives and goals of the organization effectively. Moreover, with a positive attitude, the career trajectory can be channelled towards work motivation, further contributing to the organization’s performance and success (Sitopu, Sitinjak, & Marpaung, 2021, p 77). All employees working within a particular organization aim to achieve satisfaction and appreciation for the work and energy they put into the organization. The feeling of acknowledgement, appreciation and respect are a measure and drive to enhance production for better results and increase the company’s chances of attaining its goals. The primary motivator to work for most employees is survival; in this case, the employee is motivated to work based on the necessity for food, shelter, educating their children and accumulating enough savings for a better future. Nevertheless, motivation out of survival has a different impact on the employee’s attitude, in that most employees motivated out of survival have no appreciation for the work. They do the work out of necessity, not with the zeal or morale needed.

Based on Maslow’s Hierarchy of needs, a person’s behaviour can be influenced by the nature of their unsatisfied needs; thus, an employee’s need can be motivated by social needs, self-actualization, safety needs, physiological need and esteem needs (Cui, Wang, Chen, Wen, & Han, 2021). One factor that motivates employees is appreciation and recognition for work well done; in this case, it helps satisfy Maslow’s Hierarchy of needs for esteem and boosts the employee’s ego. Recognition not only makes an employee feel good but also helps improve their attitude towards work and feeling of accomplishment in the workplace. In other words, recognition triggers better performance by recognizing good behaviour or efforts, and there are chances of consistency and repetitive action of significant impact on the organization’s success. Nonetheless, this also applies in the disciple process of employees because it helps discourage certain behaviour that doesn’t add significant value to the company, thus influencing the employee’s attitude.

Similarly, the other factor that motivates employees is being involved in decision-making and making additional input to the company’s matters. In this case, the company can show employees they are valued and that the organization’s success is a collective and team effort. This measure is highly effective as it helps paint a clearer and bigger picture of the firm’s objectives, and it helps shift attitude from reporting to work for the paycheck to coming to work to help steer the organization to great heights in the market. In other words, people desire to know the performance and direction the company wants to take; they are interested to know if the direction suits their career inspirations, desires and security. Nevertheless, the company also gets a boost of in-grown ideas that can be highly effective in improving competitive advantage and market share; with such growth, the employees get a positive attitude toward their work.

The management and leadership approach of the company also plays a huge role towards motivating employees to work. For instance, an understanding supervisor pays heed to how employees receive information, correction, instruction and discipline. In other words, the supervisor should be one with social skills to understand the moods and emotions of the employees. In addition, this improves the attitude of employees as they are guaranteed to be in a workspace that is concerned about their well-being; this motivates them since the relationship between management and employees is conducive to better performance. Moreover, having management that considers career growth and development by considering the strengths and abilities in assigning work also improves attitude to work. In this case, the management delegates duties to sharpen leadership skills and groom an employee for a promotion. Therefore, this motivates employees, improving the organization’s performance (Basalamah & As’ad, 2021, p 99). The management also ensures that the working conditions are improved and offers social amenities like a nursery for mothers with young ones, totally shifting the attitude of employees. In this case, female employees feel valued and are guaranteed job security as their separate family lives can’t affect their job in any way; this is also competitive and makes employees work harder as not many companies offer such facilities. In addition, to ensure employees stay motivated and maintain a positive attitude to work, the management has to be responsive to staff problems and challenges in their respective workplaces; how they approach complaints and concerns reflects highly on an employee’s attitude. If they respond quickly and ensure employees are comfortable, there is guaranteed improvement in productivity due to the feeling that they can be heard; thus, they are obligated to perform accordingly.

Lastly, monetary rewards also help motivate and improve attitudes to work, for instance, good wages. If the employer works for survival, in that the money they get isn’t enough to meet basic needs, the attitude of such an employee will always be down. Nonetheless, wages were to be paid based on performance and not seniority. In that case, remunerations should reflect the level of appreciation for performance and effort put into the organization’s success. The management should not hold on until employees have gotten better proposals before they are willing to do that. In other words, to promote a positive attitude towards work, give them the respect they deserve (Alrawahi, Sellgren, Altouby, Alwahaibi, & Brommels, 2020). Ultimately, the management ought to expect to give employees something other than just a paycheck. If all your business implies just a paycheck, any tantamount paying position and offers will come their way. Therefore, the leadership team should give employees challenges, recognition, opportunities for improvement and advancement, praise, and an environment where they can feel pleased to work.

Job roles also influence attitude and motivation regarding work in the organization. In this case, there are usually positive and negative factors employees experience due to the various job roles they perform. Job roles impact occupation fulfilment and satisfaction in the workplace, thus impacting the expansive nature of the organization as well as the career development of the employees. Job roles have a positive experience for employees, allowing for growth opportunities and skill development. No employee desires to stay trapped in a similar job, doing the same activity and tasks for the rest of their workdays without development and growth. Job roles offer a positive factor to the employees’ experience as it helps bring out the potential of an employee through the proper utilization of their talents; in most cases, job roles offer an opportunity for one to explore interesting and unique abilities that should be sharpened and utilized (Lambert, Keena, Leone, May, & Haynes, 2020, p 407). Thus, the management of any organization should offer training programs to keep every employee up to par with changes within their fields. In addition, job roles allow employees to contribute to the organization’s growth by putting their knowledge and skills to work. In other words, assigning job roles to employees help in the in-house training of employees. Thus, these learning experiences for employers and employees help build trust, reduce apathy, and develop deep connections with the workforce. Employees develop positive attitudes and feel more motivated because their high-level knowledge or experience is utilized for the organization’s success and self-actualization – excelling in their professions.

Furthermore, job roles help employees trust and appreciate leadership decisions and choices. Job roles help develop and improve workers’ trust and respect in their leaders, thus straightforwardly influencing their performance. Managers should assign roles based on the skill set, experience and competence of an employee; on the other hand, through delegation, they can assign supervisory roles as well (Wang, Xu, Zhang, & Li, 2020, p 19). In this case, they get to satisfy career goals for being in charge as a supervisor and understand the need for managers to be fair and impartial and treat employees as people with unique considerations and opinions. In other words, while putting an employee in that spot of making decisions, they understand their supervisors’ decisions and respect them accordingly.

Nonetheless, job roles have also negatively impacted employees’ experience. For instance, being assigned to a role that aligns differently from one’s skills and abilities has resulted in low occupation satisfaction. Moreover, this covers a broad issue within the organization since it affects the performance and productivity of the company. If Employees are not content with their roles, a couple of areas of their work are impacted, which may also affect other employees. Based on a review by the “Worldwide Archives of Occupational and Environmental Health” they found out that employees who report low fulfilment and satisfaction were due to the lack of morale in the job roles they are assigned to do (Duan, Ni, Shi, Zhang, Ye, Mu, & Wang, 2019, p 9). in line with low satisfaction from the poor assignment of roles, the other negative factor is the lack of resources under the assigned role. When someone feels hopeless and is forced to work without the necessary tools, they lose focus and don’t consider their tasks carefully. In other words, they find various activities that truly do not make them euphoric, simultaneously dismissing the occupation they should do. When one’s role is faced with challenges that make the work of the employee hard, there will be low productivity, it is ordinary for various groups within the workforce to feel frustrated therefore, and the profits of the organization start trickling down. Employees who are unhappy with their roles are fundamentally more inclined to experience and report issues at work. Thus, employees who are satisfied or happy at work are obligated to report finding out about learning in their business. Moreover, job roles and responsibilities give employees more pressure to perform and be productive in delivering the assigned tasks, resulting in job stress among employees.

In a nutshell, In as much as various opinions and theories help understand work, why people work, and the motivation to work, various factors motivate employees to work. With the daily hassle and tussle that comes with the little activities around work, workers face frustration and irritation; job roles also influence attitude and motivation regarding the position in the organization. In this case, there are usually positive and negative factors employees experience due to the various job roles they perform. Job roles impact occupation fulfilment and satisfaction in the workplace; it has also helped appreciate the organization’s leadership and helped in employee career development and growth, thus impacting the expansive nature of the organization and the employee’s career development. Employees need motivation for better performance while working in various positions in the company; such factors include good wages, the satisfaction of their esteem through recognition, allowing and offering opportunities for career growth and paying keen attention to social interactions and relationships while handling employees.


Alrawahi, S., Sellgren, S. F., Altouby, S., Alwahaibi, N., & Brommels, M. (2020). The application of Herzberg’s two-factor theory of motivation to job satisfaction in clinical laboratories in Omani hospitals. Heliyon6(9), e04829. Retrieved from

Basalamah, M. S. A., & As’ad, A. (2021). The Role of Work Motivation and Work Environment in Improving Job Satisfaction. Golden Ratio of Human Resource Management1(2), 94-103. Retrieved from

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Duan, X., Ni, X., Shi, L., Zhang, L., Ye, Y., Mu, H., … & Wang, Y. (2019). The impact of workplace violence on job satisfaction, job burnout, and turnover intention: the mediating role of social support. Health and quality of life outcomes17(1), 1-10. Retrieved from

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Wang, C., Xu, J., Zhang, T. C., & Li, Q. M. (2020). Effects of professional identity on turnover intention in China’s hotel employees: The mediating role of employee engagement and job satisfaction. Journal of Hospitality and Tourism Management45, 10-22. Retrieved from


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