Are Some Employees Motivated By Extrinsic Rewards Rather Than Intrinsic Motivation?
The quote, “If you must have motivation, think of your pay check on Friday.” by Noel Coward, seems to be one many people would be able to relate to. Motivation is defined as the processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal. In other words, motivation is the reason why anyone does anything. A pay check is an example of an extrinsic motivator, which causes people to push or perform a certain behavior based on the potential external rewards that may be received as a result. Extrinsic motivation brings rewards such as points, candy, compliments or praises, punishment, money, test scores, or grades. These rewards are administered externally, but are only effective in the short run. A problem with extrinsic motivation is that it is addictive. The opposing force of extrinsic motivation is intrinsic motivation. It is the incentive to undertake an activity based on the expected enjoyment of the activity itself, rather than external benefits that may result. Many people with careers, or who volunteer for organizations, do the work for the money, or other external rewards they may receive; however, many people do the work because it is what they are passionate for. Based on this phenomenon, are most employees motivated by extrinsic rewards rather than intrinsic motivation?
The First Position
The first position is that…