Types of Employee Motivation
Figure 1.0(Types of motivation)
Intrinsic Motivation
For instance, in an education institute such as the organization where I work, when a lecturer is asked to do a content development for a particular subject in respective education institute, he or she is willing to do the work thinking about the betterment of students and to provide quality education for them. In this situation, if the lecturer does this work with a lot of interest and commitment, he or she will undoubtedly get self-satisfaction through the work. Consequently, it reflects on the teacher’s personal growth and development while it positively effects on the progress of the institute as well by improving the competency level of the students.
Extrinsic Motivation
Extrinsic motivation (EM) is defined by Legault (2021) as
the performance of a behavior that is fundamentally dependent on the
achievement of a goal that is distinct from the action itself. In other words,
EM serves a purpose in nature. Accordingly, Legault (2021) claims that it is
performed in order to attain some other outcome and he further explains it
through the act of a teenager who might wash dishes and clean the kitchen at
home in order to receive an allowance.
According to the explanation of Giancola (2014), extrinsic
motivation arises within an employee due to outside forces. Furthermore, Amabile
(1993) elaborates according to extrinsic motivation, employees perform a
specific goal or a task with the intention of receiving a reward. Hence, they
can get rewards like money, awards, and appreciations. Accordingly, if the set
goal is successfully achieved, the employee is eligible to receive rewards and
in contrast to get punishments if the set goals are not achieved. Indeed, Ryan
& Deci (2000) claim, it is clear that a punishment motivates an employee to
work hard in order to prevent the punishment, while rewards motivate an
employee to act in order to receive the rewards.
For instance, in an education institute such as the organization where I work, employees have monthly targets for their sales, if they cannot achieve their monthly targets, they will not receive the full commission for the particular month. Thus, the employees have to receive the punishment since they failed to achieve the set target. However, if they have achieved their targets, they would have got an extra payment other than the commission.
Referencing
Amabile, T. M. (1993) Motivational Synergy: toward new conceptualizations of intrinsic and extrinsic motivation in the workplace. Human Resource Management Review, 3(3), 185-201.
Barry, K., & King, L. (2000) Beginning Teaching and Beyond (3rd ed). Katoomba, NSW: Social Science Press.
Giancola, F. L. (2014) Should HR Professionals Devote More Time to Intrinsic Rewards? Compensation & Benefits Review, 46(1), 25-31.
Kumar, J. (2013) Gamification at Work: Designing Engaging Business Software.
Lisa, L. (2016). Intrinsic and Extrinsic Motivation. Encyclopedia of Personality and Individual Differences.
Yes, theories like Maslow hierarchy (McLeod, 2007) and Herzberg two-factor (Keijerz, 2010) are best practices of motivating people. but extrinsic motivation is the opposite of intrinsic motivation and extrinsic is focusing to do for anticipation of external benefits and rewards, so it is argued that extrinsic factors have an influence on intrinsic motivation in to some extent which may effected to decrease the intrinsic motivation of employees (Keijerz, 2010).
ReplyDeleteWhen we considering about last three decades, the positive impact of intrinsic motivation on creativity and innovation was highlighted while extrinsic motivation was often seen as controversial and has been less investigated in this context (Amabile et al., 1995; Anderson et al., 2014).
DeleteAgreed. According to Aktar,(2012) rewards are one of the important elements used to encourage employees to contribute their best effort to generating innovation ideas that lead to better business functionality and furthermore, improve companies' performance both financially and non-financially.
ReplyDeleteYes. When consider about rewards, we can categorize in to two. tangible rewards and intangible rewards. Employee creativity, as judged by the supervisor, is positively related to extrinsic motivation but not to intrinsic motivation. Intangible rewards for creativity are positively related to intrinsic and extrinsic task motivations, whereas tangible rewards for creativity are negatively related to extrinsic task motivation (Yoon, Hye Jung; Sung, Sun Young; Choi, Jin Nam; Lee, Kyungmook; Kim, Seongsu, 2015).
DeleteAgreed with your view. According to Amabile (1993), individuals are intrinsically motivated when they seek enjoyment, interest, satisfaction of curiosity, self-expression, or personal challenge in the work. With motivated employees organization can easily archive its stated goals in this dynamic environment.
ReplyDeleteAbsolutely. Intrinsic motivation is linked to feelings of satisfaction and interest in the activity at hand, and is a predictor of individual level creativity. Intrinsically motivated persons may see their environment more favorably than individuals who are not interested in the task to the extent that tasks are nested in an environment (Hannam, Kalli; Narayan, Anupama, 2015).
DeleteAdding further, Intrinsic motivation is a natural wellspring of learning and achievement that can be systematically stimulated or diminished by parent and teacher practises (Ryan & Stiller, 1991). Because intrinsic motivation leads to high-quality learning and creativity, it's critical to understand the variables and forces that encourage or inhibit it.
ReplyDeleteSimilarly employees must engage with their workplace environment to discover organizational needs in order to create creative ideas that are not only innovative but also beneficial to their firm. As a result, while researching creativity, it's critical to examine both the individual and their surroundings. Intrinsic motivation is linked to feelings of satisfaction and interest in the job at hand, and is a predictor of individual level creativity (Hannam, Kalli; Narayan, Anupama, 2015).
DeleteYes. In comparison to the extrinsic motivation, Nasri & Charfeddine (2012) claim that since intrinsic motivation is not generated with force but comes from within the employee, it is more effective in employee motivation. explanation of Giancola (2014), extrinsic motivation arises within an employee due to outside forces.
ReplyDeleteDefinitely agree with you. Intrinsic motivation is more successful in motivating employees since it is created without the use of force. Extrinsic motivation is a type of motivation that emerges in an employee as a result of external factors (Wijsman, Lindy A., 2019).
DeleteWell discussed the type of motivation factors. Further, finding the motive reasons of employees is vital. Intrinsic and extrinsic motivation are similarly essential for the attainment organization's objectives and goals (Teshome, 2018).
ReplyDeleteYes. The motivation of an organization's employees has an influence on the organization's performance culture. Organizations may determine if an employee's motivation is intrinsic or extrinsic by determining which is more of a driving force in their performance (Turner, Arielle, 2017).
DeleteI do agree with you. Giving positive feedback is resulted in increasing intrinsic motivation while offering
ReplyDeletetoo many rewards will not work for some employees as per Bernazzani (2017). Therefore, there should
be a good balance between the intrinsic and extrinsic motivation used in organizations.
Yes. In the article of Turner, Arielle (2017), examined the research on employee motivation to see if intrinsic or extrinsic motivation is becoming the driving force of company. Upon further examination, it was discovered that there is a mixed approach to determining if employee motivation is intrinsic or extrinsic.
DeleteWhile I agree with your premise and I'd some added ,according to Ganta V.C (2014), motivation is divided into two types: intrinsic and extrinsic motivation.
ReplyDelete• Extrinsic Motivation - This is described as motivation derived from external objects or causes.
• Intrinsic Motivation - Intrinsic motivated is self-motivation. It stems from the personal pleasure and intellectual benefit we gain from performing that specific thing.
When it comes to incentives, we can divide them into two categories: tangible rewards and immaterial benefits. Employee inventiveness is favorably connected to extrinsic motivation but not intrinsic motivation, according to the supervisor. Intangible incentives for creativity are linked to both intrinsic and extrinsic work motivation, but physical rewards are linked to extrinsic task motivation negatively (Yoon, Hye Jung; Sung, Sun Young; Choi, Jin Nam; Lee, Kyungmook; Kim, Seongsu, 2015).
DeleteAgreed with your argument. Luenendonk (2017) stated that if an employee feels that the management cares about his/her as a person and not just another employee, he/ she will be motivated and committed to his/her work. It is evident that employee welfare has a direct impact on employee motivation. Through that employees will highly engaged to the organizational goals and objectives.
ReplyDeleteTrue. An employee will be motivated and devoted to his or her work if he or she believes that management or the organization cares about their employees as a valuable member for the company than just an employee (Heldenbrand, Lois; Simms, Michael S., 2012).
DeleteAgreed with your view. An organization can use different types of motivational methods to motivate their employees. However, the critical role in motivating employees is how employees react to the specific types of employee requirements (van der Kolk, 2019).
ReplyDeleteAgreed. Even if we apply a variety of motives, certain workers may not show up with those aspects. It is simple to use the precise sort of motivation to encourage various employees if we can understand how an employee is truly driven (Ojedokun, Oluyinka, 2021).
DeleteAgreed with your view, in addition, Employee motivation is all about how engaged an employee feels in tandem to the organization’s goals and how empowered he/she feels. Motivation is of two types:
ReplyDeleteIntrinsic motivation
Extrinsic motivation
Motivated employees are an asset to an organization, they are directly proportional to an organization’s success. Motivation is intangible, difficult to measure and extremely difficult to control, but very easy to facilitate if done right. It’s all about intention, intensity, and perseverance. Giancola, F. L. (2014)
Agreed.Actually, Motivation is defined as "some kind of internal drive which pushes someone to do things in order to achieve something" (Harmer, 2001).
DeleteYes. in addition to that, Extrinsic motivators, such as money, are less important to employees than intrinsic motivators (Singh, Rajesh, 2016).
ReplyDelete