The Impact of Intrinsic Motivation
Internal motivation is a interesting business topic that all managers should consider due its correlation to employee engagement. Internal factors that influence employee motivation is called intrinsic motivators (Manion, 2011). Wasko and Faraj (2005) described intrinsic motivation as an activity that an individual engages in for the act of performing the actual activity instead of the external rewards (Yan & Davison, 2013). This paper includes the impact of intrinsic motivation through examining an example of professional fulfillment and un-fulfillment. Furthermore, the paper contains suggestions for Nurse Managers to implement departmental changes to engage staff though exploration of intrinsic motivators.
Key Intrinsic Motivators
Stanko-Kaczmarek (2012) believed that intrinsic motivation causes people to have positive emotions related to their perception of their own actions. The positive psychological experiences influence the employee’s commitment to an organization and their engagement (Fasoli, 2010). Therefore, it is key that employers comprehend intrinsic motivators. Manion (2010) lists the five intrinsic motivators as: 1) healthy relationships; 2) meaningful purpose; 3) competence; 4) choice; 5) progress. These five elements are discussed in depth using examples.
Professionally Fulfilled and Professionally Unfulfilled
The first example provided reviews a professionally fulfilled Clinical Operations Manager (NM) whom was responsible for developing and implementing the Lean Management System (LMS). The team planned for three months, then held a design week, and implemented over the next six weeks. The professionally unfulfilled example involved a teenager, whom still has negative fe...
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...ng shared experiences while fostering trust, mutual respect, support and communication. As previously stated, shared experiences create meaningful relationships that influence employee engagement (Barrick et al., 2015).
Conclusion
An employee feels more professionally fulfilled when they are intrinsically motivated by healthy relationships, meaningful purpose, competence, choice, and progress. The NM has opportunities to influence employee’s intrinsic motivations. Building healthy relationships is significant because of the interconnected to many of the key intrinsic motivators. Therefore, a NM’s should evaluate the relationships they are building with staff and consider how to improve those relationships. Building healthy relationship with staff creates opportunities to improve a positive work environment; consequently, positively impacts employee engagement.
Purpose & Other: : I give the purpose and other a 10 out of 10 because the goal of the article was to inform organizations, employers, presidents and/or employees about the importance of strengthening relationships between an employer, an employee, and the company in its entirety.
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Motivation is not something that comes easily. More times than not motivation comes in spurts. When those times happen, it is imperative to make sure that one takes full advantage of the rare time. According to the online site, Business Dictionary, motivation is defined as both internal and external factors that stimulate desire and energy in people to be continually interested and committed to a job, role or subject or to make an effort to attain a goal.
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Ability in in turn depends on education, experience and training and its improvement is a slow and long process. On the other hand motivation can be improved quickly. There are many options and an uninitiated manager may even know where to start. As a guideline seven strategies for motivation.
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Employee performance defines the individual performance and behavior. It is essential to understand that performance is not merely a tasks and work need to be done to receive bonus or pay increase. Main objective is to enhance the skills set of an individual while helping the business performance (Baker, 1999).