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Employee Motivation Intrinsic vs. Extrinsic
Motivation refers to an act of arousing an individual towards achievement of a given goal or objective. It is a psychological undertaking that is aimed at influencing positivity in an individual or animal in order to decoy it into fulfilling an intended activity. Moreover, motivation is a feature used to encourage individual and group participation in procedures and approaches of achieving the set goals and objectives in many organizations. There are different approaches in which motivation can be attained among individuals. The features used to motivate individuals range from those that influence on the intrinsic capabilities of an individual to those that influence on the extrinsic features.
Intrinsic Motivation
Intrinsic motivation refers to a type of motivation where an individual is intending to accomplish an activity or objective. The desire to accomplish a given purpose is derived from the innate characteristics in an individual. Many people are able to have a self-drive that makes them achieve what they have set as objectives and goals. They have what is called intrinsic motivation. This kind of motivation can be positive or negative (Kjerulf, 2006). A positive intrinsic motivation refers to motivation towards accepting to do a given task. A negative intrinsic motivation refers to a motivation that makes an individual to depart from doing a given activity with an intention to do so. Nonetheless, intrinsic motivation is innate. It cannot be eradicated within an individual unless one decides to involve negative intrinsic motivation....
Within organizations, it is important to let workers involve intrinsic motivation. This self-drive enables an organization to achieve the set goals and objectives.
Intrinsic motivation reiterates on how employees are able to achieve certain tasks out of their pleasure and desires. External incentives play no role in influencing this motivation type. It is within employees themselves. The management of an organization can translate to intrinsic motivation by ushering in equitable environment and conditions of service that enable workers to explore and make use of their own intentions to perform. An employee can be motivated intrinsically. For instance, internal factors like recognition, advancement, growth, and responsibility makes one fulfill the need of intrinsic motivation (Thomas, 2009). When an employee appreciates such kinds of rewards, then he or she is in need of a motivating job, a challenging environment, an interesting job, and bits of responsibility to encourage performance. An individual who is motivated intrinsically is able to perform a task assigned to him willingly.
The innate satisfaction and responsiveness drives such an employee to fulfill the task and achieve a given goal. The intention of getting other rewards is not in the mind of such an employee. He or she does because the activity needs to be done well. An intrinsically motivated employee strives to achieve a given objective without having to look at the receptive outcomes of completing the task. The external rewards are not a motivation factor to most of employees with intrinsic motivational…
References
Kjerulf, A. (2006). P2P Foundation. http://p2pfoundation.net. 12/04/12.
Pinder, C.C. (1976). Journal of Applied Psychology. Additively vs. none additively of intrinsic and extrinsic incentives: Implications for work motivation, performance, and attitudes. Volume 61 Issue 6. 693-700.
Ryan M & Richard. (2000). Contemporary Educational Psychology. Intrinsic and Extrinsic
Motivations: Classic Definitions and New Directions. Volume 25, Issue 1. 54-67
Motivation: Intrinsic vs Extrinsic Motivation plays a critical role in the success of an organization. Employees who are motivated to achieve organizational goals and targets leave a positive impression on the overall performance of that organization. While there are many theories and strategies concerning motivation, the one that is most critical is the debate regarding intrinsic and extrinsic rewards. Motivational theories like Maslow's theory or Vroom's expectancy theory fail to completely
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Research Questions To support of refute the research problem requires looking at one research and two sub-questions to include: Research Question 1 How does employee compensation contribute to the underlying levels of motivation at an employer? Sub-Question 1 What roles do managers / executives play in how enthusiastic staff members are inside a firm? Sub-Question 2 What is the impact of coworkers on new employees in the workplace? These different elements are important, because they will offer specific