Intrinsic versus Extrinsic motivation at a work place

Intrinsic versus Extrinsic motivation at a work place

Intrinsic versus Extrinsic motivation at a work place

Processes of employee motivation are one of the most important management functions. One of the biggest challenges faced by managers is staff doing what they should do (Lane and Rierdan, 2001). For some people, the rewards that employees receive from the organization, motivation enough to make their work difficult. However, no two people are identical and that motivates one employee could be perceived by another employee as a punishment. Everyone has their own personal motivation, intrinsic and extrinsic. In this article I will discuss these motivations, as well as theories and perspectives that help employees to management influence.

The leaders usually know to some extent of the ways in which both intrinsic and extrinsic types of motivation affect performance and job satisfaction, but there are many complexities in how these different types of motivations and their corresponding rewards to influence behavior. One of the most delicate and demanding complexity found a place where foreign awards for his work on tasks that would otherwise have been made purely out of interest. But the effects of the interaction are not simple and have been widely discussed in recent years. As Extrinsic rewards affect intrinsic motivation, obviously, is important for management incentives to work and study, where both extrinsic rewards and intrinsic motivation is very often found together.

Intrinsic Versus Extrinsic Motivator

Motivation can be defined in different ways. It can be described as a desire to do so in order to succeed, to please, and for (the peak performers, 2001). Herzberg said that motivation is what happens when someone changes their batteries, which means that the motivation comes from the inside - it's own. Intrinsic motivation comes from within a person and includes self-esteem and achievement. Self-esteem is an important motivator, as it is closely related to employee performance. People with high self-esteem tend to do a better job (Peak Performers, 2001). Extrinsic motivation more money, work, promos, or special benefits, both individual parking spaces (Kushel, 1994). Both intrinsic and extrinsic motivation has their strengths and weaknesses.

The term “intrinsic” sometimes also occurs with a different connotation in reference to incentives which are consistent with personal qualities, intentions and values. Satisfaction gained from such incentives may be seen as intrinsic to the person rather than to the task. It can be the case that behaviour such as undertaking a scientific research project can assist in the satisfaction of personal development goals while it is also intrinsically rewarding in itself.

Extrinsic rewards have been found to reduce intrinsic motivation, but not in all circumstances. Most published studies involved the effect on motivation rather than performance, but the subsequent effects may be evident in performance, and there are many theoretical predictions supported by at least partly empirical data. When people are intrinsically motivated they tend to be more knowledgeable about a wide range of phenomena, giving special attention to the complexities, contradictions, and new developments and unexpected ...