Keywords: performance, motivation, extrinsic, intrinsic
Using Motivation to Improve Performance
The common goal of an organization is to be successful, it wouldn’t be logical to formulate a company with desires to be unsuccessful. Success though isn’t guaranteed, its earned through performance. Internal performance is a direct result of employee competency, which is largely supported by how motivated employees are. The correlation between performance and employee motivation has brought forth the creation of many applicable methods which generate motivation when it is absent or dampened. The familiar thought when thinking of motivational factors for a profession is often times money, or rate of pay. Individuals who are inclined to follow a set guideline and perform a job set based on how highly they are paid classify as ex...
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...ion to detail, focusing more so on providing a higher quality of work. The implementing of a variable-pay program is certainly able to increment motivation within an organization but as the saying goes, “money can’t buy happiness” is certainly to be addressed because an organization isn’t likely to buy employee satisfaction. Kaplan claims, "A sense of appreciation is the single most sustainable motivator at work," he told me. "Extrinsic motivators can stop having much meaning. Your raise in pay feels like your just due, your bonus gets spent, your new title doesn 't sound so important once you have it. But the sense that other people appreciate what you do sticks with you" (Kaplan, 2015). I feel this was the most appropriate finalizing quote because overall motivation regardless of the method of implementation will not be self-sustaining without internal self-worth.
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