What is motivation? According to Webster’s Dictionary motivation is defined as the state or condition of being motivated, and something that motivates. To ask the question why motivation is important to an organization seems somewhat silly. The benefits of motivated employees can easily be inferred by even the most entry-level positions in organizations. The better question, then, is how does one motivate, and achieve the desired results with this motivation? While motivation has often been the point of interest in experiments and studies, it is a large topic to cover and fully comprehend. For this reason, the breakdown of intrinsic vs. extrinsic motivation is helpful when determining the most efficient ways to motivate employees.
Intrinsic and extrinsic motivators although both part of motivation, are ultimately opposites. Intrinsic motivation is internal and therefore often related to feelings of achievement, growth and accepting new challenges at work. Extrinsic motivation, on the other hand, is related to an exchange of sorts. One is awarded some kind of benefit; usually money, or some other type of compensation, for a certain task completed, or hours spent working. While at first it may seem that extrinsic motivation is the key motivator in attracting, retaining and developing valuable employees, all aspects have to be considered.
A distinction has to be one when comparing small organizations versus large organizations. It would not be realistic to compare an organization of 20 people with an organization of 20,000 people, especially when considering motivation. Most organizations, whether large or small, will have to rely on the appeals of extrinsic motivation when focusing on attracting employees to join them. While intrin...
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...e. Yes, some may be extrinsically motivated throughout, however, the majority of people will need intrinsic motivation in order to truly feel part of an organization.
If one were too look at attraction, retention and development of employees across the categories of extrinsic vs. intrinsic motivation, it would be apparent that extrinsic motivation is said to be dominant only for the attraction piece. The lure of some type of external compensation is always appealing to bring people in, however, it is not enough to make them stay, or commit to reaching for more in an organization. Due to this, successful managers understand that if they are to motivate employees, they have to do so through intrinsic methods. The goals and work of the organization have to be set up in such a way that the extrinsic is always a second thought to the intrinsic benefits of working there.
In this essay, the author
- Explains that motivation is defined as the state or condition of being motivated, and something that motivates. motivation is a large topic to cover and fully comprehend.
- Explains that both intrinsic and extrinsic motivators, although both part of motivation, are ultimately opposites. internal motivation is related to feelings of achievement, growth, and accepting new challenges at work.
- Opines that it would be unrealistic to compare an organization of 20 people with 20,000 people when considering motivation. most organizations, whether large or small, will have to rely on the appeals of extrinsic motivation when focusing on attracting employees to join them.
- Explains that while attracting the right kind of employees is vital for a company’s success, retaining them is often even more challenging. intrinsic motivation often plays the dominant role.
- Opines that intrinsic motivation plays a key role in the development of employees, as human nature is the same in both large and small organizations.
- Analyzes how sheryl sandberg urges people to look at what "someone" has achieved, rather than who in particular it was.
- Explains that extrinsic motivation is dominant only for the attraction piece, but it is not enough to make people commit to reaching for more. successful managers understand that if they are to motivate employees, they have to do so through intrinsic methods.
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1520 wordsRead More - Key Factors, Intrinsic And Extrinsic Motivation In The Workplaceexplanatory essayAll extrinsic rewards come from the outside of an individual, but the rewards vary in types. Kendra Cherry (2015) found “motivation can come from the outside, such as the motivation to win medals, receive financial rewards, and attract attention from the media” (p.1). The most common type of extrinsic incentive is financial, such as a salary increase or additional bonus. Some extrinsic rewards can be benefits or materials such as insurance or company vehicles. Also, an intangible extrinsic reward can have paid time off benefits. Some managers may reward an employee with social rewards such as prestige (status), recognition, or positive feedback. Other possible extrinsic rewards given to an employee consist of finer offices or marked parking spots. Although, the implementation of extrinsic rewards has its direct positive results, it contains some negatives as well. Ingram (2015) further explains, “Extrinsically motivated employees require closer supervision to keep their performance high, allowing managers to closely watch and guide employees while they work” (2). While one individual employee might not be bothered by the implementation of close supervision by their supervisor, a dissimilar employee might be. Other issues pertaining to drive extrinsic motivation include cost, short-term results, and experiencing a burn out. The cost of rewarding an employee with
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- Explains that motivation in the workplace can be determined through the primary factors, intrinsic or extrinsic motivation.
- Explains that focusing more on the intrinsic motivation at an individual level, people tend to question what really motivates it.
- Explains the five characteristics of intrinsic motivation, such as being interested in what you're doing, and connecting your personal interests to the job.
- Explains that being involved in the workplace shows improved positive beliefs and attitudes within the employees, pointing to the possibility of the turnover-reducing effect of hiwps.
- Analyzes the effect of extrinsic motivation on an employee's motivation and productivity.
- Explains that extrinsic motivation comes from the outside of an individual, but the rewards vary in types.
- Explains that employees who seek extrinsic motivation are looking for the wealth, business reputation, and prestige. getting a promotion or receiving bonus is what keeps them motivated.
- Explains that companies need to be aware of employees that seek extrinsic motivation because they may lose them if they don't offer the rewards that they are looking for.
- Explains how extrinsic rewards motivate employees in the workplace. employees that know that rewards are available will work to their full potential.
- Explains that extrinsically motivated individuals may have driven theories that help them continue forward. a drive-reduction theory can be thought of as an instinctual need that has the power to motivate behavior
- Explains the rise in influence of psychic or intrinsic rewards and the decline of material or extrinsic rewards. offshoring has eliminated most repetitive jobs in the u.s., while global competition has created more responsive organizations.
- Explains that employees respond best to meaningful work that allows them to learn cutting-edge skills and grants more freedom to utilize their own ways of accomplishing tasks. extrinsic rewards were often the only motivational tools available to organizations.
- Explains that competence gives employees a sense of satisfaction and pride.
- Explains that the sense of progress within a group is the most important measurement of improvement.
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- Explains conceptual understanding/high-quality learning is the active information processing, flexible thinking and learning in a conceptual way and is less rigid.
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- Explains that a reinforcer increases behaviour. positive reinforcement increases the action to obtain more desirable quality, while negative reinforcements increase the escape and get less undesirable quality.
- Defines motivation as an inner drive that encourages action or feeling towards a desired goal. it is moving forward and not staying static.
- Explains that optimal functioning and well-being leads to greater self-esteem, psychological well-being, and quality interpersonal relationships. extrinsic motivation is an external force or reason that comes from outside a person.
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- Explains that the goal is just pleasure, and because of that, they're naturally motivated.
- Opines that the goal is not pleasure but external rewards, i.e. if one aspires to become doctor, they will need to crack entrance examinations.
- Explains the types of motives that are linked with basic primary needs and is concerned with the biological well-being of an individual.
- Explains that motivation is used to explain behavior from a theoretical perspective. it gives the reason for people's actions, desires, and needs.
- Explains that motivation is derived from the word ‘motive’ which means ‘objective’. motives are forces which induce people to act so as to ensure the fulfillment of a particular human need.
- Explains that drive-reduction approaches to motivation suggest that a lack of some basic biological requirement such as water produces the drive to obtain that requirement (in this case, the thirst drive).
- Analyzes how homeostasis, the body's tendency to maintain a steady internal state, underlies primary drives.
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In this essay, the author
- Explains the importance of implementing intrinsic and extrinsic rewards to employees at tgiw to help reduce their high turnover rate.
- Explains that intrinsic motivation involves engaging in a specific action because it is personally rewarding to the employee, rather than searching for an external reward such as money.
- Explains that an extrinsic motivator is something an employee would receive outside of him or herself as compensation for completing a job.
- Explains that the link between employee motivation and the rewards they receive from their employers is vital to maintaining a loyal, reliable and steady workforce.
- Explains that employees in the service industry often feel underappreciated and under-recognized, more so from upper management and ownership rather than the customers they actually serve.
- Explains that an employee's personal investment or vested interest within an organization is the extent at which that person views their role as important and valued to the progression and success of the company.
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1697 wordsRead More - Motivation And Lack Of Motivationanalytical essayMotivation is the process of getting someone to act on a particular situation. According to (Adelhardt, S, K. 2015, December 2) lack of motivation in the workplace is the most problematic subject for all managers, because it leads to decreasing productivity, performance and yet it increases the chances of employee resignation. Many employers suppose that managers these days are struggling to motivate their employees due to lack of significantly vital experience as well as knowledge in the employee engagement developing process. One of the successful strategies that managers can use to increase employee inspiration is by offering an attractive remuneration and benefits to their employees. Remuneration and benefits such as an extrinsic bonus
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- Opines that managers should consider remuneration as one of the most effective strategies in consideration of managing employee engagement.
- Argues that fostering an emotional connection at work is critical to employee engagement, as stated by the power of positive emotions.
- Argues that managers should use intrinsic motivation to boost employee's performance and manage engagement.
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1176 wordsRead More - Motivation, Organizational Behavior and Performanceexplanatory essayMotivation is an important concept which is critical for understanding of and improvement in organizational behaviour and performance. It is therefore important for the managers to understand motivation. It is an important tool which they can use to get more out of their employees and increase organizational performance. Motivation can be defined as the factors, both internal as well as external which arouse in individuals the desire and commitment for a job (Mele, 2005, p. 15). Organizational performance on the other hand refers to the degree to which the organizational objectives have been achieved.
In this essay, the author
- Explains that motivation is critical for understanding and improvement in organizational behaviour and performance. it is an important tool which managers can use to get more out of their employees.
- Explains that motivation in an employee is an important factor which determines his performance. it is concerned with finding out the reasons which shape and direct the behaviour of the individuals.
- Explains that it is important for managers to understand what motivates individuals. extrinsic motivation and intrinsic motivation are two types of motivation theories.
- Opines that motivation is a very important concept for managers to understand. understanding what ticks an individual helps in developing the right incentive structure.
525 wordsRead More