Stervation Factors, And Intrinsic Rewards Of Motivation

(Herzberg, 1959) Two factor theory looks at factors that contribute to workplace satisfaction by looking at intrinsic (referred to as motivation factors) and extrinsic (referred to as hygiene factors) rewards. Intrinsic reward is internal to a person and is driven by their own personal desires or interests, and by the rewarding nature of their job. For e.g. Involve Kent offer services to people in the community who are isolated and vulnerable, and the work is very rewarding for staff, so they are motivated to obtain objectives set out for them. Intrinsic rewards could be;

• Personal achievement

• Professional growth

• Pleasure from the work

• Accomplishment

It has been identified through this research that intrinsic rewards are much more

An example of aiding intrinsic motivation would be to praise staff in front of their colleagues to give them a sense of appreciation.

As opposed to intrinsic factor which are personal to the individual, extrinsic motivation is external to the individual and looks at rewards relating to for

Wellbeing events such as mindfulness and meditation, and pedometer events have been established to give our employees something back as a lot of their work is around social care and can create a lot of stress, and pressure. It has proven to increase not only the mental and physical wellbeing of staff, greater resilience amongst the workforce and increased productivity. Wellbeing at work is also a leading factor in most organisations now, as the UK government has recognised the importance of it. The only downside to this strategy is that it is important to ensure that all staff are involved and can choose which wellbeing event they would most like to do, to ensure that they feel their voices are