Motivation
How would you use intrinsic or extrinsic motivation in the workplace to motivate your most difficult employee or coworker?
Intrinsic motivation refers to the internal rewards that a worker receives upon doing a job well done. Extrinsic motivation refers to the external rewards—such as when an employee receives a bonus for bringing a project in on time and under budget. There are benefits and limits to using one or the other type of motivation to motivate workers (Gerhart & Fang, 2015). Intrinsic motivation has been shown to be linked to “self?determination, control, and satisfaction” (Hennessy, Moran, Altringer & Amabile, 2015, p. 1), but it also can fail to adequately motivate workers who have an eye on valuing performance via raises, job security, and promotion—especially if they feel hampered or constrained by environmental or economic factors either at work or in their own lives.
I would try to use both intrinsic and extrinsic motivation in the workplace to motivate my most difficult employee by first finding out what his needs were and then finding a way to motivate him by satisfying those needs. According to Maslow (1943), whose theory of human motivation was...
References
Gerhart, B., & Fang, M. (2015). Pay, intrinsic motivation, extrinsic motivation, performance, and creativity in the workplace: Revisiting long-held beliefs. Annual Review of Organizational Psychology and Organizational Behavior, 2, 489-521
Hennessey, B., Moran, S., Altringer, B., & Amabile, T. M. (2015). Extrinsic and intrinsic motivation. Wiley Encyclopedia of Management, 1-4.
Maslow, A. H. (1943). A theory of human motivation. Psychological Review, 50(4), 370.
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