What is the reason behind certain behavior of an individual? What initiates an individual to do something either that is good or bad? How do people succeed in reaching goal? These questions certainly deal with motivation as motivation provides base for a person’s action, desires and needs. Motivation encourages us to move towards certain goals that may be due to rewards, incentives, and or driving forces.
Then there are intrinsic motivating factors such as the chance to exercise one’s skills, the opportunity to learn and personal development. Research suggests that various factors motivate employees in a different degree depending on their nature. It would therefore be important for the manager to understand that what are the motivating factors for individual employees and then provide them incentives accordingly so that they can work in a more productive fashion. Once the individuals work with greater excitement and vigour it would automatically lead to better performance.
These interpersonal motivations help increase a player’s satisfaction through competing with others as well helping others and in turn, receiving approval. Malone and Lepper noted that whilst competition can be a powerful learning motivation, it should not be used inappropriately otherwise players might experience loss of self-esteem and other negative
Feedback must be interesting to the performer to keep them wanting to use it and improve, it also has to be given in the correct amount, otherwise, and it may not have the desired effect. It has also known that target setting with feedback is excellent in the learning process. Feedback can be well used if given correctly by the coach and is analysed by the performer correctly.
The aim of the box was to teach the rat in the box to press the lever by giving him food when he did. After spending some time inside the box, the rat realized that pressing the lever would bring him food, the reinforcement Skinner used. This experiment revealed another type of learning called operant conditioning, in which behavior is acquired because of the desired (or despised) consequences of the action. Operant conditioning is another confirmation that our brain determines our actions rather than our conscious control because the learning happens only because the results are somewhat pushing one to do the
These factors include responsibility and autonomy. The second theory of motivation originally identified by Herzberg is extrinsic motivation which suggests people are motivated to perform efficiently by a cause of rewards such as pay, promotion, praise and punishment. Extrinsic motivation is immediate and has a powerful effect because this gives individuals the incentive to perform. The person has a sense of value and belonging and this will tend to put the person in a positive and optimistic attitude. Their behaviour may change causing the individual to less likely dwell on pass negatives and less likely opt towards performing
As you have seen, extrinsic motivation and intrinsic motivation are both important ways of driving behavior. In order to comprehend how these can be best utilized, it is important to understand some of the key differences between the two types of motivation including the overall impact that each can have on behavior. In my opinion, the intrinsic rewards that important to me on a job and as a student are sense of meaningfulness, sense of choice, sense of competence and sense of progress. These four intrinsic rewards are important fo... ... middle of paper ... ...of competence after doing good work, your enjoyment of the task may increase. Rewards, rightly administered, can motivate high performance and creativity.
Rewards can be considered as recognition for services rendered, special efforts given or achievements attained. When these rewards are given, they usually act as motivating factors that propels the recipient to continue on the path of excellence. Draft and Marcic 2007 asserts that the motivation is the force within or external to a person that arouse enthusiasm and persistence to pursue a certain course of action. As such, it can be theorized that rewards can arouse the desire within an individual, especially an employee to improve their performance on the job. Certo and Certo 2012 asserts that there are two types of rewards, namely, intrinsic reward which comes directly from performing the task and extrinsic reward which is extraneous
An individual may act in a certain way to satisfy his unmet needs, but that behavior brings a result, which may be satisfaction of that need itself or satisfaction of that need with something else. If that particular behavior brings some other result in addition to the need satisfaction itself, then it’s obvious that encouraging that behavior by means of ensuring greater need satisfaction yields more results. The above-discussed ideas make up the background for our topic, ‘what gets rewarded gets done’. To get done something (i.e. to achieve a result) there has to be a right behavior.
In addition, it is the process of stimulating people to action and to achieve desired goals. Employ effective motivation is a way of stimulation people, which makes workers more satisfied with and loyal to their job. Money is not the only things motivate the workers, and employees. There are extra incentives, which can similarly serve as motivators. There are two basic theories of motivation on the study of organisational behaviour; content theories and process theories.